Engaging User Training Programs

Most people think gaming and training simulation have nothing in common. After 20+ years in AAA, and working on real-world simulation projects at Endava, I’ve learned the opposite — the tech and design principles that keep millions of players engaged can transform training platforms too. Lesson 1 — Real-time feedback matters. Instant responses keep players engaged. In training simulations, real-time feedback ensures learners understand consequences and can adjust behavior immediately. Lesson 2 — Storytelling drives learning. Narrative creates emotional connection. Even in simulations, framing exercises as meaningful stories dramatically improves retention and engagement. Lesson 3 — Iterate live, not in isolation. Games evolve via patches. Training platforms benefit from the same agile, user-driven approach — testing, refining, and optimizing exercises in real time. I believe the next big innovations in training simulation will come from leaders willing to borrow from interactive entertainment. What crossover lessons have you seen between gaming and training? #Simulation #Training #AI #Gaming #Innovation

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

The question isn’t “How do we make training engaging?” It’s “How do we make it effective?” Engagement without behaviour change is entertainment. That’s the tension enablers & managers live in every day. Reps show up, participate, even enjoy the sessions… But when they’re back in front of a customer, old habits take over. The real challenge lies in the transfer. How do you help learning turn into behaviour that lasts? One part of the answer lies in how we design the practice. And that’s where gamification, when approached correctly, can make a real difference. --- Gamification, however, has a bit of a branding problem. Too often, it gets reduced to badges, points, and leaderboards – surface-level tricks to make dull training look exciting. That kind of “shallow” gamification might boost participation for a week, but it rarely builds skill. --- Real gamification isn’t about making training look engaging. It’s about designing learning that actually changes performance. When done right, it blends two layers: 🎯 Game mechanics – things like progression, levels, challenges, and rewards that drive motivation. 🧠 Learning mechanics – things like feedback, spaced repetition, active recall, and deliberate practice that build real skill. The mistake most teams make is confusing the two. They lead with game mechanics – the shiny part – without connecting them to the learning underneath. That keeps reps active, but not improving. When these layers work together, though, gamification stops being a gimmick. It becomes a structure for performance-focused practice – where every challenge, level, and reward reinforces the behaviours that matter. --- For all these reasons, I’ve partnered with Hyperbound to create a practical guide on Sales Training Gamification – focused on doing it right. Not to just make training more “fun,” but to make it work. Inside, you’ll find: ✅ The core learning principles behind effective sales training gamification ✅ Seven plug-and-play formats to turn training into performance practice ✅ Rollout tips, tool suggestions, and measurement frameworks ✅ Design safeguards to avoid the common traps that make gamification backfire Whether you’re an enabler looking to make training stick, or a sales manager or leader seeking new ways to coach and develop your team... ...you’ll find practical examples, use cases, and formats you can apply straight away. --- 📌 Want the high-res one-pager + full guide? Comment “sales training gamification” and I’ll DM it to you. ✌️ #sales #salesenablement #salestraining

Employee security awareness trainings remain one of the most underestimated security controls within organizations. We are not really optimizing the potential and value of security awareness trainings (SATs). Yet, when delivered effectively and efficiently SATs present positive risk rewards and opportunities. Human errors are a common cause of security breaches, so awareness is critical. An organization ought to aspire to reduce deliberate and inadvertent human errors to as low as reasonably possible. Employees cant be held liable for inadvertent errors if their direct obligation and responsibility towards security is unexplained. Making employee security trainings and awareness programs essential. Educate them on their role in maintaining security. Empower them to make informed decisions when implementing secure practices. Provide direction and clarity to enhance threat detection and response. Align compliance requirements. Nurture a risk aware culture. Build organization resilience. In spite of the security domain under scope, developing a comprehensive security training awareness program starts with:   1. Establishing employee training needs through a training needs analysis (TNA). A TNA helps identify the gap between current employee skills and the skills needed to deploy secure practices. Thus ensuring the training program is targeted and aligned with business objectives.   2. Creating a program that includes a variety of training methods, such as workshops, webinars, onsite and online classes etc.   3. Establishing the content that ought to cover a range of security topics aligned with the organization context and target threats.   4. Tailoring the program to suite the organization of focus. While ensuring its adaptable to the specific needs and roles of the employees, ensuring that training is relevant and engaging.    5. Implementing and delivering the training through appropriate training methods for the audience, considering factors like learning styles, time constraints, the audience demographic and budget. While ensuring that employees understand the information presented and how to apply it in their day to day work activities.    6. Continuously evaluating and improving the program by tracking participation, evaluating employee understanding through quizzes, surveys, simulations, drills, gathering feedback on the training program to ensure it remains effective and relevant, while making adjustments based on evaluation results and feedback for continuous improvement.   By implementing a comprehensive and ongoing employee training and awareness program, organizations can significantly improve their overall security posture and protect their valuable assets from various threats.   Is your organization conducting regular SATs? #securityriskmanagement #securityawareness #securitytrainings #continuouslearning

Over the past 10 years, I've seen the full spectrum of attempts to make corporate training "more engaging" - from points to virtual reality. Gamification can be a powerful tool when used thoughtfully, but it's just 1 piece of engagement. True engagement in learning & development is an INDEX: 1. Relevance to role and career goals 2. Alignment with company mission and values 3. Quality and depth of content 4. Opportunities for practical application 5. Peer and leadership support A quick case study. We worked with a multi-unit restaurant group in TX that switched from a gamified learning app. Initial participation spiked, but long-term behavior change and skill development were minimal. Opus provided them a new approach, integrating gamification elements into a more 360 degree plan. - Implementing a coaching program alongside digital - Creating "feedback opportunities" for peer support and collaboration - Applying new training and skills dev to company initiatives The result? 80% ongoing engagement for the past 12 months. At Opus, our approach leverages the best aspects of gamification - like immediate feedback and a sense of progress - while addressing deeper motivational factors. Here's where I want your thoughts: How does your organization measure the impact of training beyond completion rates?

Think your learning program is engaging? Think again. The secret to true learning engagement isn’t complicated. Recently, I went down the rabbit hole of learning engagement with Alexandra Hyland, the Head of Functional Learning & Culture – Global Senior Director of Learning & Diversity at Kraft Heinz. She broke it down for me—it’s about finding the overlap between: ✔️ What’s good for the business ✔️ What’s in it for the learner (WIIFM) When these two forces align, something powerful happens. Employees feel connected, valued, and motivated, while the business sees meaningful outcomes. It’s at the top of Maslow's Hierarchy of Needs and is where L&D wants to be. Yet many companies fall into a trap: ❌ Too business-focused and feels like a parental mandate, “Do this because it’s good for the company.” ❌ Too learner-focused: Training becomes feel-good but lacks measurable impact. The sweet spot lies in the middle, where business outcomes and personal motivations meet. This requires:  🎯 Clarity on business goals: What is the organization trying to achieve?  🎯 Empathy for the employee: How does this learning make their life better, easier, or more fulfilling? As learning leaders, it’s our job to tell the story in both directions:  📈 Highlight how the program will drive growth, efficiency, or performance.  🌱 Show how their effort connects to career growth, skill-building, or day-to-day wins. This balance ensures the learner knows why this training matters to them personally and how their contribution drives broader business success. And let’s not forget great learning design is only part of the puzzle. Even the best program will fail to engage if we don’t communicate clearly, brand thoughtfully, or make the value obvious. Every learning moment—whether it’s a 15-minute webinar or a flagship program—deserves that effort. Engagement starts before the learner ever clicks the link. Let’s make it count. Where do you see this overlap happening in your organization? Let’s discuss below and check out the full episode https://lnkd.in/gMd4sE9y

Do your learners get overwhelmed with the new information in your course? 🤔 One of the most effective ways to boost retention is by connecting new information to what learners already know. When learners can link fresh concepts to their prior experiences, it helps the brain form stronger associations, making the information easier to recall later. Think about it: training is more impactful when it feels familiar rather than foreign. By tapping into learners' existing knowledge or skills, we create a bridge between what they know and what they need to learn. This strategy works across all types of training. For example, if you’re teaching customer service employees about handling escalated complaints, start by reviewing basic customer service principles they’re already comfortable with. Then, explain how those same principles apply when the stakes are higher - like when dealing with frustrated or angry customers. By reinforcing the connection between the familiar and the new, learners will feel more confident about applying these advanced skills in real scenarios. Looking for actionable ways to build these connections? Start here! ⬇️ 👉 Begin with a knowledge check or reflection activity. Ask learners to share what they already know about the topic. This helps them activate prior knowledge while giving you insight into their starting point. 👉 Use analogies that tie back to their experiences. Relate new information to familiar workplace situations, tools, or processes. For example, “Think of this strategy as your troubleshooting checklist. It works similarly but is tailored for X situation.” 👉 Create visual comparisons. Use side-by-side graphics or charts to compare what learners already know with what they’re about to learn, making differences and connections clearer. 👉 Encourage personal connections. Include reflective prompts like, “When have you encountered a situation like this?” or “How does this compare to what you’ve done before?” When learners can see how new knowledge fits into their existing framework, they’re more likely to understand it, remember it, and apply it. What are your favorite ways to help learners build these connections? Let me know in the comments! 👇 ---------------------- Hi! I'm Elizabeth! 👋 💻 I specialize in eLearning development, where I create engaging courses that are designed to change the behavior of the learner to meet the needs of the organization. Follow me for more, and reach out if you need a high-quality innovative learning solution. 🤝 #InstructionalDesign #LearnerRetention #eLearning #WorkplaceTraining #LXD #AdultLearning #LearningAndDevelopment

I will admit that one of the most omitted aspects of creating a new feature (or product) is making sure the user knows how to use it. At the same time, you can only make one first impression. How to make it great? Let's face it: It's very hard to onboard users. People have very little time right now and are used to instant gratification. Thus, if the product requires some effort to use, you may see a very upset user on the other end. At the same time, not all products can be reduced to a single button called "solve my problem". So, how to onboard a new user in a way they actually engage? 1) Start with a great text copy There is nothing worse than a technical copy that is not written with your client in mind. Separate it into easy-to-complete steps so the user can learn and move to the next step easily. Remember, the user is not an expert yet like you are. Also, invest into professional translations, so the copy is great for everyone! 2) Set the production value of onboarding materials very high If your onboarding videos look and feel professional, you will build your brand image and user confidence. While creating such videos used to be expensive, nowadays tools exist that will help you automate and speed up the process, such as this post's partner: Guidde! Guidde allows you to create how-to videos quickly based on the screen recording of the process you wish to document. Using AI, Guidde will automatically generate the storyline with highlights, and add text to voice and multiple CTAs, saving you many hours of work. 3) Make it easy to repeat training People forget or skip onboarding steps accidentally. If it is difficult to access the training materials again, you might avoid a lot of user frustration. Not to mention support calls or tickets that could have been avoided. 4) Add micro onboardings While onboarding is associated with getting the user started using a product, that can also apply on a feature level. Take this into account when planning a new release, so it's stellar and accessible from day one! 5) Make it easy to speak to human support While your onboarding will surely be great, a lot of your users will prefer to talk/write to a human being. Make it easy to find contact info. Bonus: monitor the issues that come with this. Rather than hide support contact, eliminate the causes that led to those calls in the 1st place. Thus: 6) Care for onboarding funnel as a product Monitor onboarding usage and later client engagement. Look for steps/materials in dire need of improvement and monitor the metrics once those are introduced. As I said earlier, you can only make one first impression! Make it count :) So, did you find this useful? How do you build your product so that it's welcoming to new users? Sound off in the comments! #productmanagement #productmanager #onboarding

"Test what I am saying, experiment with it and think how you are going to apply it- don't just accept it." - I say this every now and then. When did you last participate in a powerful workshop, felt inspired, took pages of notes.. and then a month later, barely remembered a thing? In 9 years of working with professionals- I’ve seen a pattern. People don’t struggle with learning. They struggle with retaining and applying what they learn. It’s not you- it’s just how the brain works. Your brain doesn’t store knowledge like a library, neatly filed away for later use. It’s more like a jungle, constantly growing, pruning, and reshaping itself- there is a mix up of information. Every new piece of knowledge creates a fragile pathway in your brain. If you don’t reinforce it, your brain will erase it. This is called synaptic pruning—your brain’s way of decluttering. It only keeps what you use. This is why one-time learning events rarely lead to lasting improvements. It’s why information doesn’t change people- application does. I meet 300- 450 people as participants every month, I’ve found that the best learners—the ones who truly transform—do three things differently: 1. Space It Out – Revisit ideas over time. 2. Engage, Don’t Just Consume – Teach, discuss, apply. 3. Use Multi-Sensory Learning – Read, write, speak, experience. Reading about a concept isn’t enough. Writing it, speaking it, and experiencing it in action makes it real. When I design my training programs, I focus on wiring the brain for lasting impact. Because learning isn’t about what you hear in a room. It’s about what stays with you when you walk out. Great read: Make It Stick by Peter Brown #learningdesign #retention #application #impactfullearning #softskills #training #experientiallearning