Training Delivery Models

Most corporate training follows this pattern: - 3 days of training. - Hundreds of slides. - Polite feedback forms. And almost zero change in behaviour. I once looked at a programme that had: • 16 hours of lectures • 6 hours of discussion • A few “reflection activities” And when people went back to work on Monday? Nothing changed. -Not because the facilitator was bad. -Not because the participants were lazy. -Because the learning design was broken. Here is the uncomfortable truth about training: -People do not learn from listening. -People learn from doing. So I started using a very simple rule when designing workshops. The 3–30–300 Rule. 3 minutes → Explain the business problem 30 minutes → Teach the key skills 300 minutes → Practice in real work That is it. Most programmes invert this. They spend 300 minutes explaining concepts and 3 minutes asking people to apply them. Then everyone wonders why nothing sticks. But the moment you flip the ratio, something powerful happens. -People stop being passive participants. -They start becoming active problem solvers. They practice. They experiment. They make mistakes. They improve. And suddenly learning starts showing up where it matters: At work. So the real question every L&D professional should ask is this: If this training disappears tomorrow, will performance actually drop? If the answer is no, the programme was probably just information. Not learning. I turned this thinking into a simple visual framework. Take a look at the infographic below. And I am curious: How much of your training time is spent on input versus application? Let me know in the comments. ___ Save this for later (three dots, top right). Share with friends → ♻️ Repost. ----- If you need corporate learning support, let me know! ----- For more such ideas/content, follow me: Zubin Rashid ----- #LearningAndDevelopment #TalentDevelopment #CapabilityBuilding #PerformanceImprovement #StrategicLnD #Upskilling #Reskilling #BusinessAlignment #WorkforceTransformation #ContinuousDevelopment #LeadershipGrowth #EmployeeGrowth #LearningStrategy #SkillsDevelopment #HRStrategy #OrganizationalAgility

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?"

A lot of time and money goes into corporate training—but not nearly enough comes out of it. In fact, companies spent $130 billion on training last year, yet only 25% of programs measurably improved business performance. Having run countless training workshops, I’ve seen firsthand what makes the difference. Some teams walk away energized and equipped. Others… not so much. If you’re involved in organizing training—whether for a small team or a large department—here’s how to make sure it actually works: ✅ Do your research. Talk to your team. What skills would genuinely help them day-to-day? A few interviews or a quick survey can reveal exactly where to focus. ✅ Start with a solid brief. Give your trainer as much context as possible: goals, audience, skill levels, examples of past work, what’s worked—and what hasn’t. ✅ Don’t shortchange the time. A 90-minute session might inspire, but it won’t transform. For deeper learning and hands-on practice, give it time—ideally 2+ hours or spaced chunks over a few days. ✅ Share real examples. Generic content doesn’t stick. When the trainer sees your actual slides, templates, and challenges, they can tailor the session to hit home. ✅ Choose the right group size. Smaller groups mean better interaction and more personalized support. If you want engagement, resist the temptation to pack the (virtual) room. ✅ Make it matter. Set expectations. Send reminders. And if it’s virtual, cameras on goes a long way toward focus and connection. ✅ Schedule follow-up support. Reinforcement matters. Book a post-session Q&A, office hours, or refresher so people actually use what they’ve learned. ✅ Follow up. Send a quick survey afterward to measure impact and shape the next session. One-off training rarely moves the needle—but a well-planned series can. Helping teams level up their presentation skills is what I do—structure, storytelling, design, and beyond. If that’s on your radar, I’d love to help. DM me to get the conversation started.

Most training programs create excitement. Very few create measurable business impact. A few months ago, I worked with an organization that had a very specific challenge. Their frontline teams were attending workshops, feeling motivated, taking notes but when it came to actual performance on the field, their sales conversion was very low. Great energy. Poor execution. Something was missing. So before designing the learning intervention, I asked one simple question: “What’s the real context in which your people operate daily?” Not the role. Not the job description. Not the competencies. The context. What pressures do they face? What conversations are toughest? Where do deals collapse? Who influences decisions? What behaviours matter most on the ground? The organization opened up. We mapped real scenarios. We shadowed calls. We watched interactions. We decoded customer psychology. We understood the reality behind the numbers. Only then did we build the training journey. Not generic content. Not textbook concepts. Not motivational theory. But a program designed exactly around their on-ground realities. The impact. Over the next eight weeks, something changed. Sales conversations became sharper. Objections were handled with more confidence. Teams spoke value, not price. Managers reinforced learning consistently. The conversion saw a huge jump and this was created not by more training, but by the right training. The lesson is simple: Content informs. Context transforms. Workshops don’t create results. Relevance does. When learning mirrors the real world, people don’t just listen they apply. When they apply, organizations grow. What’s one area in your team where you feel content is high but context is missing? If your organization wants training that delivers real, measurable outcomes let’s talk.

“I experience mind blank when trying to create content.” — Business coach with 15 years experience This isn’t writer’s block. This is expertise overwhelm. You have so much knowledge that choosing what to share feels impossible. Here’s what I tell every coach: Your biggest content mistake isn’t what you’re saying. It’s thinking you need to say everything at once. One framework. One insight. One transformation story. That’s a post. That’s value. That’s client attraction. Last week, I watched a brilliant executive coach stare at a blank LinkedIn post for 47 minutes. She had: → 200+ client transformations → 12 proven frameworks → 15 years of insights But she was paralyzed by choice. The solution? I gave her the Content Extraction Method. Instead of creating from scratch, she started mining her existing expertise. Result: 30 days of content in 2 hours. Your experience IS your content strategy. Quick Content Creation System: Mind Dump Method • Set timer for 10 minutes • Write every client problem you’ve solved • Each problem = 1 content idea Framework Documentation • Pick ONE methodology you use • Break it into 3-5 steps • Share step 1 today Client Win Formula • Challenge + Your approach + Specific result • “Sarah couldn’t delegate → Trust Equation → Team productivity up 40%” Content Recycling • Monday: Share framework • Wednesday: Client success story • Friday: Lesson learned Batch Creation • Sunday: Plan 5 posts • Use voice notes while walking • Turn insights into content immediately Remember: Your audience needs ONE valuable insight, not your entire methodology.

Knowing the theories makes you an Instructional Designer. Knowing the tools helps you build courses. But knowing the complete project workflow is what helps you deliver successful learning solutions.💯💯 👩💻Based on my experience, this is the workflow I typically follow while developing a learning solution from scratch: ➡️ Receive the training requirement ➡️ Conduct a kickoff discussion with stakeholders and SMEs ➡️ Understand the business goals, audience, scope, timelines, and available content ➡️ Analyze the content and identify any gaps ➡️ Create the course outline and learning strategy ➡️ Develop the storyboard or prototype ➡️ Gather visuals and learning assets ➡️ Get stakeholder approval on the design ➡️ Develop the course using the authoring tool ➡️ Perform QA and testing ➡️ Implement review feedback ➡️ Final approval, publish to the LMS, and deploy I've learned that “great eLearning isn't created by opening an authoring tool first. It starts with asking the right questions, understanding the business problem, and following a structured design process”. This is the workflow I've followed in my instructional design journey. Every organization may have slight variations, and I'm always open to learning.🤩 If you're an Instructional Designer or L&D professional, did I miss any important step? 🙋I'd love to hear your perspective in the comments! #InstructionalDesign #LearningAndDevelopment #ELearning #InstructionalDesigner #LXD #ADDIE #Storyboarding #ArticulateStoryline #CorporateLearning #TrainingAndDevelopment #LearningExperienceDesign

Project to Try This Weekend: Create a Gamified eLearning Experience in Articulate Storyline 360 🎮 Gamification in elearning development is always exciting! Throughout my journey, I’ve had the chance to design and develop complex gamified learning experiences, projects that felt more like real games while driving strong learning outcomes. These required advanced skills, creative logic, and deep integration between Articulate Storyline and JavaScript. While many of these were created for clients and government education initiatives, I wanted to share the logic and structure I use in my gamification builds with our elearning and instructional design community. So, I’ve put together a sample game project, complete with source files and reusable JavaScript code, for you to explore and learn from. In this project, JavaScript powers: ⚫ Smooth animations and movement ⚫ Object collision detection ⚫ Dynamic question control based on variable states Instead of fully depending on the Storyline JS API, I focused on clean, modular, and reusable JavaScript logic (in a 𝙪𝙨𝙚𝙧.𝙟𝙨 file) making it easy to extend for multiple gamification scenarios. 📂 Download Source File: https://lnkd.in/dskmzC4Y 💻 Download JavaScript Code: https://lnkd.in/d_Q5YpWS #instructionaldesign #elearning #elearningdevelopment #instructionaldesigner #elearningdeveloper #learning #articulate #articulatestoryline #elearningcommunity #gamifiedlearning #storyline360

How to create learning materials that actually stick. Richard Mayer's principles are the secret sauce. 🧠💡 Most eLearning falls flat. Here's how to fix that: 1. Dual-channel processing → Combine visuals + audio → Don't overload one channel 2. Less is more → Cut the fluff → Focus on what matters 3. Highlight what's important → Use cues (bold, arrows, etc.) → Guide learner attention 4. Words + pictures > words alone → But don't repeat on-screen text → Let visuals do the heavy lifting 5. Keep it close → Text near relevant graphics → Reduce cognitive load 6. Timing is everything → Sync words and visuals → Present simultaneously 7. Bite-sized is best → Break content into chunks → Let learners set the pace 8. Build a foundation → Intro key concepts first → Then dive deeper 9. Audio > on-screen text → Free up visual processing → Use narration wisely 10. Keep it conversational → Ditch the corporate speak → Talk like a human 11. Human voice wins   → Skip the robo-narration   → Connect with your audience 12. Images aren't always the answer   → Only use if they support learning   → Don't add visual clutter Master these principles: ↳ Boost engagement ↳ Improve retention ↳ Generate real results What's your go-to strategy for creating sticky learning?

Mastering an authoring tool does not make you an instructional designer. If you are going into the role of a digital learning developer, then having a sound knowledge of authoring tools is necessary. For instructional design you don't need to be the next Storyline whizz or Evolve expert, but having an awareness of authoring tools can help when mapping interactivity and understanding limitations. But... In my opinion, if you're looking to transition into the field of learning design I would focus more on the underlying skills you need, as opposed to acing a specific tool. Because don't forget that instructional design isn't limited to digital platforms. As an ID you need to have the necessary knowledge, skills and theory to create learning for a variety of methods. For example... Wearing my instructional design hat, I use these skills: ⭐ Client relationship management - to liaise with stakeholders and subject matter experts. ⭐ Project management - to manage timescales, milestones and keep everyone on track! (this is particularly crucial when it comes to gathering feedback and any necessary info from subject matter experts.) ⭐ Needs analysis - to identify the best method for the learning, based on the outcomes, audience and the client's current offering. ⭐ Creative copywriting - to ensure content delivers key messaging in a way that is clear, concise and keeps the learner engaged. ⭐ Content development - creating learning content, often in a storyboard format, based on key topics and learning outcomes. These are to name just a few... When I switch my hat to digital learning developer I use these skills... 🌟 Problem solving - not everything always goes to plan, sometimes the authoring tool simply won't play ball and a workaround is needed. 🌟 Agility and creativity - to bring written content to life in a way that supports the learning and does not detract from it. 🌟 Graphic design and editing - to create custom imagery and edit video and audio. 🌟 Quality assurance - testing and quality checking is key to ensuring a top notch finished product. 🌟 Accessibility in design - to ensure the finished product is accessible and functional. (these skillsets can overlap too) And whilst I do invest time in ensuring my knowledge of using functionality within authoring tools is top notch, it is my content development as an ID which makes the learning relevant and engaging. It's my agility and creativity as a developer which elevates this content and presents it in a way that supports the learning. Not the authoring tool alone. In reality, an authoring tool is just a vessel and a very small piece of the jigsaw. So think beyond the tech and get to the bottom of what it is that will make you a great learning designer. #learningdesign #instructionaldesign #elearning #digitallearning

I developed my first eLearning course in 2003, and I really didn’t know what I was doing. Before that, I was in instructional design writing storyboards, but I always handed it off to a developer. They loved my designs for courses and learning games. As a team, we would produce really cool things. But building it myself was daunting when I first tried. I thought about this recently when someone asked how an ID without much eLearning experience could learn. Back then, I just jumped in because I had to after starting a new job. I studied others’ work. I frequented industry blogs. I tried things in the authoring tool (Lectora then, though we are mostly Articulate now). I steadily improved, and people started coming to me for help. As I learned new tools, sometimes I attended workshops to get official training. Other times, I just dove in and figured it out myself. Whichever method works best for you, I recommend taking advantage of what's freely available online. Here are some suggestions below. As you get into it, you will discover many, many more. Most authoring tools have online help forums and how-to blogs. Articulate, for example, offers like a gazillion free templates. Tim Slade posts daily with advice and tips for new eLearning designers. Devlin Peck posts more technical how-tos for developers upskilling. Alexander Salas is constantly evaluating new tools. Be sure to check out his recent video on ScreenPal vs. Camtasia. The Learning Guild has different subscriptions. The free level still provides some good resources. And, of course, there is AI. Ask your tool of choice for step-by-step instructions when you need them. IMO, the directions provided are not always accurate, but it does help. If your company is working with an L&D agency team like mine, Integrated Learning Services, Inc. (ILS), you can also ask them about offerings. For example, one of our clients asked us to lead webinars with their internal team. We talk through how we construct certain projects and answer questions related to their own work. We’re developing more complex courses for them now while they learn. Soon, they’ll take on all development themselves. To experiment yourself, Articulate has the eLearning Heroes challenges. iSpring Solutions did its own competition recently; check out Cara North's post on a current iSpring offer. Tim runs challenges too. Look at others' entries in the challenges and at different portfolios and samples. You can learn a lot. There are also several developers on here actively posting about live projects, like Nejc Žorga Dulmin, Melissa Milloway, Phil Mayor, Emma Berry, Natalia Vostretsova 🤓, Amy DeMarco, and more. I also weave in examples of my team’s projects among my posts each week, in addition to other related info like estimating projects, typical timelines, working with SMEs, etc. These are just some of the resources available to you. Pick a place and jump in. That’s how most of us learned, and you can too.