Online Training Program Design

Many people believe live trainings work better simply because people can talk to each other face‑to‑face, but that’s not the real reason. In reality, their effectiveness comes from something else entirely, they naturally follow a powerful learning rhythm. Great offline trainings follow one simple logic: action → reflection → understanding → application. This is Kolb’s Cycle. And it’s incredibly powerful. The problem? It was almost impossible to implement it in online learning. That’s why 90% of online courses look like “interactive lectures”: nice slides, videos, quizzes. But that’s content consumption, not transformation. And now - the unexpected twist. For the first time, online learning has caught up with offline experiences. Because AI removed the main barrier: it finally allows learners to get experience, reflection, and practice in a personalized way. Here’s how Kolb’s Cycle looks in modern learning design: 1️⃣ Concrete Experience — action Essence: the learner must do something, live through a situation, face a task — ideally experiencing difficulty or making a mistake that shows their current model doesn’t work. How online: role-based dialogue, scenario simulation. 2️⃣ Reflective Observation — reflection Essence: pause and think — what happened, what actions were taken, and why the result turned out this way. How online: interactive reflection prompts; AI coach provides feedback based on performance and the learner’s own reflections. 3️⃣ Abstract Conceptualisation — understanding Essence: form a new behavioural model — concepts, principles, algorithms that explain how to act more effectively. How online: short video lecture, model breakdown, interactive frameworks, checklists, interactive infographics. 4️⃣ Active Experimentation — application Essence: try the new model in a safe environment and observe the result. How online: AI-based simulation, situational exercise, case-solving with the new approach; AI coach supports and adjusts. The outcome? Online learning stops being “content” and becomes a behaviour tracker. A course becomes a training simulator, not a film. Kolb’s Cycle finally becomes real in digital learning. Do you use this framework? What results have you seen?

Designing training programs that actually transform learners? Start with this timeless truth: People don’t learn just by listening. They learn by doing. One of the models I often use while designing development interventions is the 70-20-10 model of learning. Originally developed by McCall, Eichinger, and Lombardo, this framework continues to remain relevant — even in an age of AI-driven learning and digital platforms. Here’s how it breaks down: 1) 70% – Experiential Learning - Learning by doing. On-the-job tasks, stretch assignments, simulations, and real-life decision-making. This is where actual transformation happens. It’s the space where knowledge turns into capability. 2) 20% – Social Learning - Learning from people. Through feedback, coaching, mentoring, peer discussions — we learn by observing, reflecting, and engaging with others. It deepens context and creates community. 3) 10% – Formal Learning - Learning from structured content. Workshops, courses, textbooks, instructional videos. Still important — but only a small piece of the bigger puzzle. When I design workshops, I treat this model not as a formula — but as a design principle. The formal workshops (10%) introduce key concepts. The social components (20%) reinforce it through feedback and peer exchange. But it’s the on-the-job application (70%) that brings the real shift. Because people don’t remember slides — they remember experiences. The 70-20-10 model is a reminder that learning isn’t an event. It’s a process. Transformation doesn’t come from knowing… it comes from doing. If you're building learning programs for your organization, start by asking: “Where will this show up in their real work?” That’s where learning becomes meaningful. #LearningAndDevelopment #CorporateTraining #ManishKhanolkar

Your learning programs are failing for the same reason most people quit the gym. If your carefully designed learning program has the same completion rate as a January gym membership, you're making the same mistake as every mediocre fitness trainer. You're designing for an "average learner" who doesn't exist. Here's how smart learning designers can apply fitness training principles to create more impactful experiences: 1️⃣ Progressive Overload 🏋️♀️ In fitness: Gradually increasing weight, frequency, or reps to build strength and endurance. 🧠 In learning: Systematically increasing cognitive challenge to build deeper understanding. How to integrate in your next design: - Create tiered challenge levels within each learning module - Build knowledge checks that adapt difficulty based on previous performance - Include optional "challenge" activities for advanced learners - Document the progression pathway so learners can see their growth 2️⃣ Scaled Workouts 🏋️♀️ In fitness: Modifying exercises to match individual fitness levels while preserving movement patterns. 🧠 In learning: Adapting content complexity while maintaining core learning objectives. How to integrate in your next design: - Create three versions of each activity (beginner, intermediate, advanced) - Include prerequisite self-assessments that guide learners to appropriate starting points - Design scaffolded resources that can be added or removed based on learner needs - Allow multiple paths to demonstrate competency 3️⃣ Active Recovery 🏋️♀️ In fitness: Low-intensity activity between intense workouts that promotes healing and prevents burnout. 🧠 In learning: Structured reflection periods that consolidate knowledge and prevent cognitive overload. How to integrate in your next design: - Schedule reflection activities between challenging content sections - Create templates that prompt learners to connect new concepts to existing knowledge - Include peer teaching opportunities as a form of active learning recovery - Design "cognitive cooldowns" that close each module with key takeaway exercises 4️⃣ Periodisation 🏋️♀️ In fitness: Organising training into structured cycles with varying intensity and focus. 🧠 In learning: Cycling between concept acquisition, application, and mastery phases. How to integrate in your next design: - Map your curriculum into distinct learning phases (foundation, application, mastery) - Create "micro-cycles" within modules that alternate between content delivery and practice - Design culminating challenges at the end of each learning cycle - Include assessment "de-load" weeks with lighter workload but higher reflection The best learning experience isn't the one with the most content or the fanciest technology—it's the one designed for consistent progress through appropriate challenge. What fitness training principle will you incorporate in your next learning design?

“Train-the-trainers” (TTT) is one of the most common methods used to scale up improvement & change capability across organisations, yet we often fail to set it up for success. A recent article, drawing on teacher professional development & transfer-of-training research, argues TTT should always be based on an “offer-and-use” model: OFFER: what the programme provides—facilitator expertise, session design, practice opportunities, feedback, follow-up support & evaluation. USE: what participants do with those opportunities—what they notice, how they make sense of it, how much they engage, what they learn, & whether they apply it in real work. How to design TTT that works & sticks: 1. Design for real-world use: Clarify the practical outcome - what trainers should do differently in their next sessions & what that should improve for the organisation. Plan beyond the classroom with post-course support so people can apply learning. Space learning over time rather than delivering it in one intensive block, because spacing & follow-ups support sustained use. 2. Use strong facilitators: Select facilitators who know the topic & how adults learn, how groups work & how to give useful feedback. Ensure they teach “how to make this stick at work” (apply & sustain practices), not only “how to deliver a session.” 3. Make practice central: Build the programme around realistic rehearsal: deliver, get feedback, & practise again until skills become automatic. Use participants’ real scenarios (especially change situations) to strengthen transfer. Include safe practice for difficult moments (challenge, unexpected questions) & treat mistakes as learning. Build peer learning so participants learn with & from each other, not just the facilitator. 4. Prepare participants to succeed: Assess what participants already know & can do, then tailor the learning. Build confidence to use skills at work (confidence predicts application). Help each person create a simple, specific plan for when & how they will use the approaches in their next training sessions. 5. Ensure workplace transfer support: Enable quick application (opportunities to deliver training soon after the course), plus time & resources to do it well. Provide ongoing support (feedback, coaching, & encouragement) from leaders, peers &/or the wider organisation. 6. Evaluate what matters: Go beyond satisfaction scores - assess whether trainers changed their practice & whether this improved outcomes for learners & the organisation. Use findings to improve the next iteration as a continuous improvement cycle, not a one-off event. https://lnkd.in/eJ-Xrxwm. By Prof. Dr. Susanne Wisshak & colleagues, sourced via John Whitfield MBA

Here’s the problem with most training programs: They focus on delivering INFORMATION instead of changing BEHAVIOR. This approach doesn’t work because: 🔴 Learners feel overwhelmed by irrelevant details. 🔴 There's no clear path from learning to action. 🔴 Behaviors remain the same. 🔴 Outcomes don’t improve. Instead, Focus on designing courses that 🟢 change what learners DO. Here’s how to make it happen: 1️⃣ Define the desired BEHAVIOR. Start every project by asking: “What should learners DO after this training?” For example: If you're training customer service reps, the desired behavior might be, Resolve 90% of customer complaints. 2️⃣ Simplify the content. Cut the fluff. Focus only on what’s essential. Ask yourself: “What info or skills are critical to be able to perform the behavior?” For instance: Skip the history of the product line. Focus on troubleshooting techniques. 3️⃣ Create realistic scenarios. Have learners practice decision-making. Center these around the learner’s actual job. Example: Instead of generic multiple-choice questions –use branching scenarios. This lets learners choose how to respond to an upset customer ➡️ and see the consequences of their choices. 4️⃣ Provide actionable feedback. Feedback should be: - Immediate - Specific - Tied to the desired behavior. Don’t just say, “Try again.” Instead: Explain why their approach didn’t work. Guide them toward improvement. For example: “Your response missed an important step: empathizing with the customer. Here’s how you can show understanding before offering a solution.” ---------------------------------------- Instructional design isn’t just about teaching, It’s about transforming BEHAVIOR. 🤔 What’s your go-to strategy for driving meaningful change? #InstructionalDesign #BehavioralChange #LearningThatWorks #LearningAndDevelopment ----------------------- 👋 Hi! I'm Elizabeth! ♻️ Share this post if you found it helpful. 👆 Follow me for more tips! 🤝Reach out if you're looking for a high-quality learning solution designed to change the behavior of the learner to meet the needs of your organization.

When creating learning materials for your training, instead of starting with content which seems the most common approach, create resources & guidance learners can use while working—job aids, quick reference guides, decision trees, checklists, templates. Things they can pull up in the moment they need help. And the truth is a perfectly polished resource that nobody opens won't improve anyone's performance. What matters is whether someone can grab your resource in the middle of their workday and get the help they need immediately. Here's how to make that happen: • Design for use: Think about the actual moment someone will reach for this resource. Are they stressed? In a hurry? Confused? Design for that reality, not for perfection. Keep it short, one page max.  • Make things as simple as possible. Strip away everything that doesn't directly help someone complete their task. • Make it practical and talk to the context, not the content. Focus on their specific situation and what they're trying to accomplish, not on teaching theory or background information. For example, if healthcare workers need to communicate with anxious patients, provide examples of things to say in specific situations—not rigid call center scripts, but natural language examples: "When a patient asks about wait times, you might say..." or "If a patient seems nervous about a procedure, try..." Give them authentic examples they can adapt to their situation. • Organize by task, not topic. If it's about learning a tool, show them how to use it—skip the chapters on its history or technical specifications. People want to know "how do I do X?" not "what is X?" • Be visual. Use diagrams, screenshots, or graphics whenever they're clearer than paragraphs of text. A good visual beats a wall of words every time. • Make it accessible and easy to find. Even the best resource won't help if people can't find it in the moment they need it. Make it accessible where they're already working—embed it in their systems, pin it to frequently used platforms, or keep it in the first place they'll search. #PerformanceFirst #LearningThatWorks #PerformanceSupport #LearningAndDevelopment

Last week, I worked with an organization facing a challenge I see all the time: getting new sales hires to succeed quickly. In sales, if people don’t see wins in their first 90 days, they feel dejected. For this client, the real question was: how fast could their new hires be ready to face clients, close deals, and support client needs? They needed a program that worked not just for new salespeople but also for new sales leaders. That’s where we at Global Leader Group stepped in with our five-step process. 1️⃣ Diagnostic We started by understanding what was really needed. That meant running surveys, focus groups, and conversations to dig into the skills, knowledge, mindsets, and processes essential for success. From this, we built a capability framework to define exactly what we’d be training toward. Before designing anything, we always follow a four-step approach: ✅Define the business outcomes and results we’re aiming for. ✅Identify the key behaviors needed to achieve those results. ✅Map the skills required to build those behaviors. ✅Only then do we start designing the learning program. 2️⃣ Design sprints Next, we designed the program in bite-sized, multi-modal formats that were practical and easy to apply in real-world scenarios, entirely based on our diagnosis. 3️⃣ Pilot We then created and piloted the learning experience to test what works in practice. 4️⃣ Refine and roll out Based on the pilot, we next will refine, polish, and scale the program. This ensures it fits the organization’s needs, solves real problems, and supports their people in the best way possible. 5️⃣ Review and assess Finally, we will need to measure whether the program will actually meet both the learning and performance needs. We built both their sales and sales leader programs, trained their facilitators and learning designers, and will now help them roll out regionally. We introduced new learning methods, like podcasts, short videos, and behavioral nudges, to keep people applying what they’d learned beyond just a two-day session. It was about embedding learning into daily habits so that performance improved in a sustained way. 📌If your organization is also looking to accelerate the success of new hires or build a program that truly sticks, reach out to us. We’d love to explore how we can help your teams ramp up faster and perform better.

𝐁𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐚 𝐒𝐜𝐚𝐥𝐚𝐛𝐥𝐞 𝐚𝐧𝐝 𝐒𝐮𝐬𝐭𝐚𝐢𝐧𝐚𝐛𝐥𝐞 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐏𝐫𝐨𝐠𝐫𝐚𝐦 📖 Training should grow with your business, not slow it down. Yet, many companies struggle to create training that keeps up with changing processes, new hires, and expanding teams. The key? 🗝 A scalable and sustainable training program that evolves with your organization. Here’s how to build one: 1. Standardize Your Training Content Inconsistent training leads to knowledge gaps. A scalable program starts with standardized content that ensures every employee receives the same high-quality learning experience. ✅ Define core topics – Identify the essential skills and knowledge employees need. ✅ Use templates – Create reusable formats for onboarding, product training, and compliance. ✅ Keep it structured – Break training into modules that can be updated individually. 2. Make Training Easily Accessible If training isn’t convenient, employees won’t complete it. A sustainable program ensures learning is available anytime, anywhere. ✅ Go digital – Use a cloud-based platform or Learning Management System (LMS). ✅ Enable self-paced learning – Allow employees to train at their own speed. ✅ Optimize for mobile – Make sure training content is accessible on any device. 3. Use AI to Automate Content Creation Manually creating training materials is time-consuming and difficult to scale. AI-powered tools like Lupo.ai can automate content generation, saving time while ensuring consistent quality. ✅ Convert existing materials – Turn PowerPoints, documents, and guides into interactive training. ✅ Update content easily – AI helps modify and adapt materials as processes evolve. ✅ Generate multilingual training – Scale globally without additional manual effort. 4. Measure and Improve Continuously A scalable training program isn’t static—it evolves based on feedback and performance data. ✅ Track progress – Use analytics to see completion rates and knowledge gaps. ✅ Gather feedback – Regular surveys help refine content. ✅ Update regularly – Keep training aligned with business needs and industry trends. 5. Future-Proof with Microlearning Long training sessions are hard to scale and update. Microlearning—short, focused lessons—makes content more digestible and easier to maintain. ✅ Focus on key concepts – Each module should solve a specific problem. ✅ Use video and interactive elements – Engaging formats increase retention. ✅ Deliver training in small chunks – Employees learn better with bite-sized lessons. Training That Grows with Your Business A scalable, sustainable training program isn’t a one-time effort—it’s an ongoing strategy. By standardizing content, using AI for automation, and continuously improving, businesses can train employees efficiently while saving time and resources. Ready to build training that grows with your company? The best day to start was yesterday. Else, start today. 🚀 #training #video #evolution #lupoai #innovation #business

Serius, masih ada tim L&D yang belum memanfaatkan ChatGPT untuk memperkuat program pengembangan karyawan? 🤔 AI hari ini bukan lagi sekadar alat efisiensi, tapi bisa jadi learning partner yang mendukung career growth dan learning journey karyawan. Misalnya, dengan beberapa contoh prompt ini, tim L&D bisa membantu dalam mendukung kinerja: - Training Needs Analysis (TNA) "You are an experienced L&D consultant. Design a comprehensive step-by-step Training Needs Analysis framework that I can use with business managers to systematically identify skill gaps, prioritize learning needs, and align them with organizational goals." - Blended Learning Design "As an instructional designer, create a detailed blended learning programme on [topic] that integrates e-learning, live workshops, and coaching. Clearly outline learning objectives, delivery methods, assessment approaches, and suggestions for learner engagement." - Leadership Development "Develop a 6-month leadership development curriculum for first-time managers that strengthens competencies in communication, delegation, coaching, and performance management, with monthly themes, activities, and measurable outcomes." - Microlearning "Write 5 concise and engaging microlearning scripts (max 2 minutes each) on [topic], using a conversational tone, practical examples, and ending with a clear call-to-action that reinforces behavior change." - Workshop Activities "Suggest 5 highly interactive workshop activities on [topic] that are designed to engage 20 participants, promote peer learning, and stimulate critical thinking, with clear instructions for facilitation." - Evaluation & ROI "Create a robust evaluation framework for measuring the impact of a training programme using the Kirkpatrick Model. Provide practical examples of metrics, data collection tools, and methods to demonstrate ROI to senior management." - Inclusive Learning "Recommend strategies to make a digital training course more inclusive and effective for diverse learners by applying the VARK model, with specific examples for adapting content, delivery, and activities." - Coaching & Mentoring "Generate 10 thought-provoking coaching questions that a manager can use to reignite motivation, build trust, and empower their team members to take ownership of performance challenges." - Learning Technology "Summarize the latest innovations in learning technologies (LMS, AI-powered tools, VR/AR applications) that L&D teams can leverage to elevate learning experiences. Include clear pros, cons, and real-world use cases." - Content Conversion "Transform this 1,000-word policy document (paste text) into an engaging learning module with simplified key points, knowledge check questions, and visual aids that make the content more learner-friendly and memorable."

Mayer's principles vs traditional eLearning methods: the real difference is in learner outcomes. Most training programs overwhelm learners with information overload. Let's break down why Mayer's approach wins: 1️⃣ Dual-Channel Magic • Your brain processes visuals + audio separately • Traditional methods max out one channel • Mayer's way = balanced cognitive load 2️⃣ Strategic Content Design ↳ Break complex topics into chunks ↳ Sync narration with visuals ↳ Keep related elements close ↳ Cut the unnecessary fluff 3️⃣ Implementation That Drives Results ☑️ Use conversational language ☑️ Add relevant visuals only ☑️ Build strong foundations first ☑️ Let learners control the pace The science is crystal clear: • 20-30% better retention rates • Higher engagement scores • Stronger knowledge transfer Real-world application: Instead of: Walls of text + separate graphics Do this: Integrated visuals + narration Instead of: One long video Do this: Bite-sized, focused segments Instead of: Information overload Do this: Strategic content chunking Master these principles and watch your training shine: ↳ More intuitive learning ↳ Better comprehension ↳ Results that actually stick Your learners' brains will thank you. What small change could you make today to align your training with how people actually learn?