Building Training Curricula

Ever asked your GenAI to make a worksheet and thought, “This looks fine”? Now ask yourself: 🤔 Can a student with dyslexia access it? 🤔 Can a learner using a screen reader make sense of it? 🤔 What about a child who reads slowly or needs visual scaffolds? Most AI-generated content isn’t designed for everyone because it is a product of its training data. Statistically it has a likely 'default' or 'norm'. This means that 'standard' prompts often lead to outputs that: ➡️ Use dense, unchunked text ➡️ Have no alt-text, headings or visual cues ➡️ Assume fluent reading, writing, and motor skills ➡️ Lack any option for audio, simplified text, or multiple formats And that’s accessibility bias. It closes doors for learners. It gatekeeps learning. This is Post 1 in my new series: “10 Types of Bias in AI-Generated Content: A Practical Guide for Teachers and Educators.” Attached you can see my guide to accessible prompting. In the downloadable guide, you’ll get: ✔️ Real examples of biased prompts and revised, inclusive alternatives ✔️ Statutory links (SEND Code, Equality Act, WCAG 2.1) ✔️ A bias-mitigating “super prompt” ✔️ A customisable template prompt for use in any subject or age group Have a read through, check out my shared chats, or skip straight to the 'super-prompts' at the end and try it yourself. Let's fight that bias any way we can and let me know any aspects that work well for your learners. What do you think? Al Kingsley MBE Prof Miles Berry Tina Austin Darren Coxon Chris Goodall Arafeh Karimi Tim Dasey Matthew Wemyss Maria Rossini Dan Fitzpatrick Sam Canning-Kaplan Mark Anderson FCCT Tom Moseley James Bedford SFHEA Rachel Kent ChatGPT for Education

Most inaccessible documents aren’t created out of bad intent. No-one does it on purpose. They’re created out of habit. The good news is you don’t need to be an accessibility expert to help build a culture where accessible documents become the norm. Small behaviours, repeated often, shape organisational culture far more than policies do. Here are five simple things anyone can do, right now. (You can also find some further resources in the comments.) 1 - Build accessibility into your workflow Treat accessibility checks the same way you treat spellcheck. Before sending a document, take a minute to run an accessibility check and scan for obvious issues. When accessibility becomes a normal step in the workflow, it stops being an afterthought and starts becoming routine. 2 - Be an ally. You don’t have to personally need accessibility to advocate for it. Ask whether documents have been checked. Encourage colleagues to think about accessibility. If something isn’t accessible, raise it constructively, push back gently if someone sends you something that isn’t accessible. Cultural change often begins with someone asking the question. 3 - Learn the tools you already have Most people already have everything they need. Simple features such as document headings (heading 1, 2 etc), meaningful link titles, and built in accessibility checkers make a huge difference. Learning how to use these properly can transform the usability of a document in minutes. 4 - Think beyond screen readers. Whilst a crucial part of it, accessibility isn’t just about screen reader compatibility. Clear structure, readable layouts, logical headings, and descriptive links make documents easier for everyone to navigate and understand. Accessibility improves usability for the entire organisation. 5 - Automate your mailbox One simple trick is creating an Outlook rule that replies to anyone who sends you an attachment asking whether the document has been checked for accessibility. It’s a gentle prompt that helps build awareness and encourages better habits over time. Bonus tip - set the standard. If you want others to care about accessible documents, your own documents need to set the standard. When people consistently receive accessible content from you, it reinforces that accessibility is not an optional extra. It is simply how good work gets done. Accessibility culture doesn’t start with experts. It starts with everyday habits. ID: a Robbie Crow Purple infographic titled “Five top tips to build a culture of document accessibility”. It summarises the points in this post and full alt text can be found in the image. The graphic uses purple, pale yellow and gold branding with a “Progress Over Perfection” badge at the bottom.

The Era of the Information Diet : Am I consuming Junk or Nutrition? I’ve been asking myself this as #AI fuels an explosion of content. Thought I’d share some facts and how I’m managing the #tsunami -maybe it helps others feeling the same ! We optimize everything- food, fitness, sleep. Yet, we binge on #information without a second thought Every day, we scroll through feeds engineered for addiction- "hot takes," outrage cycles ( even content that is unfit for LinkedIn) , fleeting trends. The result? 👎 Mental obesity—a cluttered mind drowning in noise But here’s the kicker: Information is the brain’s diet. Like food, we must choose it wisely 🛑 Mindless scrolling = mental junk food ✅ Thoughtful, curated content = mental nutrition   Facts : ✳️ Social Media Explosion: 5B+ users (64% of the world), spending 12B hours daily scrolling ✳️ LinkedIn Growth: Nearly 1B professionals; post volume surging. Half in photo posts ✳️ Content Overload: YouTube gets 500 hours of video every minute. ✳️ Time Drain: The average person spends 2h 20m/day on social media -nearly a month per year! Imagine redirecting even half that time to deep work or even a passion short term course !    So, to me, the challenge is clear : How do we separate the junk from the nutrition ?   Here's my information diet strategies : 📌 Unfollow noise ruthlessly - not all content deserves attention 📌 Curate connections- remove inactive ones to welcome new, meaningful ones I just met and vibed with ! 📌 Prioritize depth over dopamine -seek original insights over AI-generated fluff. Easy to recognise pasteups from Perplexity or ChatGPT by ghost writers for tired and late-to-the-party CXOs wanting to catch the train of personal branding the easy way 📌 Be an active thinker- engage meaningfully instead of passive scrolling. I like stopping by, reading well, asking a question or commenting and getting a response. I also respond to my engaged followers religiously. That's a brain to brain conversation vs a wave of likes that's forgotten the next hour !   Because in a world of infinite information, clarity is a competitive advantage   Did my post get you thinking ? I am sure it did. Who’s up for a better information diet ? Or can anything land on your virtual desk and you'll start consuming it ? What are your strategies ? let me know in comments. I want to sharpen this as I go along ! #InformationDiet #Focus #DeepWork #MentalFitness BlueGreen Ventures

I'm particularly proud to introduce the Content Integrity Model. Most content strategies focus on the editorial aspect - that is, the writing. But for a scalable solution, that's only 25% of the problem. My Content Integrity Model has four pillars: - Editorial - Strategic - Operational - Infrastructure Ignore one, and the system breaks. No kinesis, no scalability, and not fit-for-purpose. Strategic pillar asks: - Does this content serve a purpose? - Does it meet audience needs? - Does it enable organisational goals? - Can you personalise at scale? Editorial pillar asks: Is this usable by humans? - Is it clear and accessible? - Does it follow style guidelines? - Is it semantically enriched for AI? Operational pillar asks: Can you produce this efficiently? - Do you have workflows? - Can you maintain consistency? - Does governance support compliance? Infrastructure pillar asks: Can systems deliver this? - Do you have the right tooling? - Can machines read and process it? - Does it reach the right users? Answer yes to all four? You have content integrity, and you can scale your content to provide accurate AI results. Answer no to even one? Your content can't be accurate at scale; it simply cannot scale. You'll be hearing more about the Content Integrity Model in the weeks to come.

🚀 Most beginner instructional designers make the same mistake when writing learning objectives… and it quietly kills the quality of their training. Learning objectives are one of those things everyone writes… but almost no one is taught well. So what happens instead? We get classics like: ❌ “Participants will understand communication skills” ❌ “Learners will learn Excel” ❌ “This workshop will teach delegation” The problem? These objectives describe the course, not the learner. They’re vague. They’re immeasurable. And they don’t tell us what “good” looks like. Here’s a simple fix 👇 Swap vague verbs for observable actions: ✨ “After this session, team leads will conduct 1:1 conversations using the XYZ framework.” ✨ “After completing the module, analysts will create 3 pivot tables to compare quarterly data.” ✨ “After the workshop, managers will delegate tasks using the 4-step delegation model.” Notice the pattern? Good learning objectives focus on: 🧩 the learner 🧩 the behavior 🧩 in context 🧩 with a measurable action Learning objectives aren’t just nice formatting — they shape design, practice, assessment, and business outcomes. If you want to go further, I’ve linked a short read in the comments that explains how to write proper L&D objectives with real examples. ⸻ What’s the worst (or funniest) learning objective you’ve ever seen or written? 😅 Drop it below 👇

Too many learning designers obsess over learning goals. But learning goals alone don’t drive results. A goal without a plan is a wish. A plan without habits is a dead end. If you’re not designing for execution, you’re designing for failure. What you need is a GPS. 📍 Goal = Your Destination (Where are we going?) 🗺 Plan = Your Route (How do we get there?) 🔁 Systems = Your Driving Habits (What keeps us moving forward?) Without all three, learning gets off track. Here’s how to make them work together: STEP 1: Set a Clear Goal 📍 A goal defines success. It answers: What should the learner achieve at the end? What doesn't work: ❌ "Improve digital literacy" (What does that even mean?) ❌ "Complete compliance training" (Nobody cares) ❌ "Learn leadership skills" (Too vague to be useful) Instead, give your learners real destinations: ✅ "Build and launch a working website for your side project by next month" ✅ "Prevent a data breach by identifying the top 3 security risks in your daily work" ✅ "Lead your first team meeting using our new decision-making framework" 👉 WHAT TO DO: Write your learning goal using this formula: "By the end of this course, learners will be able to [specific skill or outcome]." STEP 2: Create a Realistic Plan 🗺 A learning plan without milestones is like a road trip without rest stops – it leads to burnout and abandonment. Your plan should include: - A structured learning path (What concepts come first? What builds on them?) - Delivery methods (Instructor-led, self-paced, hands-on?) Milestones & check-ins (How do you track progress?) 💡 Example Plan for a Web Development Course: Week 1: HTML Basics (text, images, links) Week 2: CSS Fundamentals (styling, layouts) Week 3: Hands-on Project (Build a personal site) Week 4: Peer review & iteration 👉 WHAT TO DO: Start with the final assessment or project, then reverse-engineer your learning plan. Plan for failure. Build recovery routes and alternative paths. Your learners will thank you. STEP 3: Build Supporting Systems 🔁 Here's where the rubber meets road. Systems aren't sexy, but they separate success from wishful thinking. 💡 Example Habits for Learners: Reflect after each lesson (Journaling habit) Apply skills in small, real-world tasks (Practice habit) Engage in discussion forums (Community habit) 👉 WHAT TO DO: Pick 2–3 small habits to reinforce learning effectiveness. STEP 4: Track & Adjust 📐 A great plan still needs real-time tracking to adjust the course. - Completion Rates – Are learners dropping off? Where? - Knowledge Checks – Are they grasping key concepts? - Engagement Metrics – Are they interacting with content/peers? - Post-Course Outcomes – Are they applying what they learned? 💡 Example: If learners struggle in Week 2, add a quick video explainer or hands-on exercise before moving forward. 👉 WHAT TO DO: Use a simple feedback loop: Observe → Adjust → Test → Repeat. So before launching your next course, ask yourself: "Is my GPS in place?"

What’s a major L&D skill that isn’t talked about enough?👇 CURATION! With so many learning resources available at our fingertips, effective content curation is more important than ever in Learning & Development to save teams time and their budgets. It’s time to move away from a build-everything-from-scratch mindset and start curating with intent from the vast array of content libraries and resources we have available to us. Great curation isn’t about dumping resources into a library—it’s about creating clarity, relevance, and learner-first experiences. Here are 7 practical tips for curating content that actually drives learning: 1. Understand learner needs – Get clear on what learners are trying to achieve. 2. Use diverse sources – Combine paid (e.g. LinkedIn Learning, Udemy etc) and free (e.g. YouTube, podcasts) content. 3. Evaluate critically – Look for relevance, credibility, and engagement potential. 4. Design experiences – Mix formats (videos, articles, interactives) into a coherent journey. Think of it like a music playlist. 5. Test and launch – Validate the flow and usability before publishing. 6. Maintain regularly – Keep content fresh and links active. 7. Analyse and adapt – Use data and learner feedback to fine-tune your approach. And to truly make the most of curated content, focus on these areas: • Define clear learning objectives – Content should directly support specific outcomes. • Prioritise relevance – Choose resources that resonate with current learner needs. • Seek continuous feedback – Let learners shape your strategy through input and insights. • Leverage microlearning – Bite-sized, just-in-time content boosts engagement and retention. • Evaluate continuously – Track what’s working, and evolve accordingly. • Communicate value – Promote curated content with strong internal messaging. • Organise content libraries – Use tagging, categorisation, and archiving to keep things usable. Final thought: Your L&D strategy doesn’t need more content—it needs the right content. With a clear plan, a learner-first mindset, and a commitment to quality over quantity, you can turn your content library into a powerful tool for development to save your L&D team time and effort! #LearningAndDevelopment #ContentCuration #LXD #Elearning #DigitalLearning #LearningStrategy #CuratedLearning #LearnerExperience

MEAL Training Materials: Useful for Both Beginners and Advanced Practitioners One thing I truly appreciate about this MEAL training package is how practical and inclusive it is — whether you are just entering Monitoring, Evaluation, Accountability & Learning (MEAL) or already training others and strengthening systems. For beginners, the material: -Clearly explains core MEAL concepts step by step -Breaks down logic models, indicators, and data collection in simple language -Connects theory to real project practice -Builds confidence to move from data collection to data use For experienced practitioners and trainers, it: -Offers structured training flow across the full MEAL cycle -Provides ready-to-use examples of ToC, Results Frameworks, Logframes, IPTTs, and MEAL Plans -Supports development of training sessions, mentoring, and institutional system strengthening -Reinforces adaptive management and learning for decision-making What makes it powerful is that it doesn’t stop at monitoring, but guides teams through the full journey: ➡ Designing logic models ➡ Planning MEAL activities ➡ Collecting quality data ➡ Analyzing data ➡ Using data for learning and decisions Exactly what we need to shift MEAL from compliance-driven reporting to decision-oriented program improvement. Whether you are a student, project officer, MEAL specialist, or trainer — this type of material helps turn MEAL into a practical leadership skill. Let’s keep strengthening evidence culture in our programs. 🌍 #MEAL #MonitoringAndEvaluation #Learning #Accountability #AdaptiveManagement #EvidenceDriven #DevelopmentPractice

If I were hired as a Head of Content at a B2B company with long sales cycles, here’s how I'd build a content program to drive demand in 2026: 1. Interview your 10 best customers and review at least 15 recent sales calls to uncover pain points, objections, and buyer language. 2. Use those insights to define content themes and break them into key topics that align with buyer needs and your brand’s POV. 3. Identify 3–5 subject matter experts with deep expertise, strong opinions, and a willingness to contribute regularly. 4. Run monthly 1-hour interviews with each SME. 5. Turn each recording into 1 long-form article, 4–6 short-form video clips, and 8–10 LinkedIn posts with great insights and a strong point of view. 6. Publish this content on the personal LinkedIn profiles of your SMEs (3-5 times per week). Connect their profiles to a scheduling tool like Buffer to streamline the process and publish approved posts directly. 7. Publish the article and video clips on the website, repurpose the interview recording for YouTube, and create a weekly newsletter with the best insights from the interviews. 8. After 3 months, start running LinkedIn Thought Leader Ads to amplify your SMEs' top-performing posts. 9. Repurpose the content for a LinkedIn employee advocacy program and turn your employees into a powerful organic marketing channel. 10. Track both quantitative metrics (engagement rate, dwell time, etc.) and qualitative signals (comments, booked calls, etc.) to analyze what resonates and scale what works. _____ 👉 Is your team stretched thin and are your SMEs too busy to write? At Leadwave, we've helped 50+ B2B companies create thought leadership articles, video clips, and LinkedIn posts from interviews with their experts. Book a free content strategy call with me here: https://lnkd.in/eSqakbR8

INCLUSIVITY IN WORKPLACE SAFETY🦺 This refers to ensuring that safety policies, procedures, and practices are designed to protect and accommodate all employees, regardless of their background, identity, abilities, or job roles. It recognizes that a one-size-fits-all approach to safety, effective and seeks to create a safe working environment that meets the diverse needs of the workforce and their wellbeing. KEY ELEMENTS INCLUDE! ACCESSIBLE SAFETY MEASURES: Ensuring that safety equipment, signage, and protocols are accessible to employees with physical, sensory, or cognitive disabilities. Providing alternative formats for safety instructions, such as braille, large print, or multilingual materials. CULTURAL AND LINGUISTIC SENSITIVITY: Developing safety training and communications that account for language barriers and cultural differences. Offering safety training in multiple languages and using visual aids for better understanding. GENDER-INCLUSIVE SAFETY GEAR: Providing personal protective equipment (PPE) in a range of sizes and designs that fit all genders appropriately. Addressing comfort and functionality to ensure effective protection. PSYCHOLOGICAL SAFETY: Promoting an environment where employees feel safe to report hazards, near-misses, or safety concerns without fear of reprisal or discrimination. Offering mental health support and resources tailored to diverse needs. ERGONOMIC CONSIDERATIONS: Designing workstations and tools that are adjustable and adaptable to employees of varying heights, strengths, and physical conditions. INCLUSIVE EMERGENCY PLANNING: Accounting for the needs of all employees, including those with disabilities, during emergency evacuations and drills. Providing specialized training for employees with specific needs and equipping teams to assist in emergencies. BIAS-FREE RISK ASSESSMENT: Ensuring that safety policies and risk assessments are unbiased and consider the unique risks faced by different groups, such as pregnant employees, older workers, or those in less visible roles. ENGAGING DIVERSE PERSPECTIVES: Involving employees from different backgrounds and roles in the development and review of safety protocols. Encouraging feedback to identify gaps or improvements in safety measures. BENEFITS OF INCLUSIVE SAFETY PRACTICES. IMPROVED COMPLIANCE: Employees are more likely to follow safety guidelines when they are relevant and accessible. ENHANCED TRUST: Inclusive safety measures build trust between employees and management. REDUCED INCIDENTS: Tailored safety approaches minimize the risk of accidents or injuries. EMPLOYEE RETENTION: A safe and inclusive environment increases job satisfaction and retention. By integrating inclusivity into workplace safety, organizations demonstrate a commitment to the well-being of all employees, fostering a safer&more equitable work environment. #Hse #WorkplaceSafety #EmployeeEngagement #InclusivitySafety #HseLeadership ##EmployeWell-being #EmployeeFeedback