Training Delivery Models

Earlier this year, I facilitated a workshop for a new ID team. They were sharp. Motivated. Already juggling multiple projects. But when I asked how they were tracking their work… They pulled up a bullet list in a Word doc. 😬 No tasks. No dates. No owners. Just vibes. And I get it—project management often feels like the last thing we want to deal with. But if you’re the one doing the work, you should be the one leading the project. That means creating structure, setting expectations, and making it easy for your SMEs and stakeholders to collaborate with you. So, in this week’s video, I walk you through how I build a Gantt chart-style timeline for a real ID / eLearning project—from kickoff to launch. Inside, you’ll see how I... ✅ Break down the project into phases and detailed tasks ✅ Assign roles and responsibilities ✅ Estimate timelines and build in review cycles ✅ Use dependencies to manage shifting priorities ✅ Keep projects on track (without losing your mind) 🔗 Watch the full step-by-step video + grab the free template here: https://lnkd.in/g8xnQ72A 💬 How do you manage your ID or eLearning projects? I’d love to hear what works for you. Enjoy the rest of your week! 👋 Tim #eLearning #InstructionalDesign #LearningAndDevelopment

We have a retention problem in corporate learning. Despite 98% of companies implementing eLearning and billions invested in training platforms, employees forget 90% of what they learn within a week. The issue isn't lack of content—it's that we're still designing learning like academic courses instead of performance support. After analyzing what separates effective L&D content from the training that gets completed but never applied, I've identified 7 key principles that actually drive behavior change in the workplace. The shift required: Stop teaching skills in isolation. Start solving real performance problems. Your employees don't need another module about "communication best practices." They need to know exactly what to say when a client meeting derails or how to handle 47 "urgent" requests when they're already at capacity. The companies getting this right aren't just seeing higher completion rates—they're seeing measurable performance improvements and 30-50% better retention rates. Full breakdown in the article below, including a practical implementation framework for transforming your L&D approach from information delivery to performance improvement. What's been your experience with learning content that actually sticks versus training that gets forgotten immediately?

Not all soft skills training is created equal. A few months ago, I was working with a group of managers from a large manufacturing company. They had been through plenty of training programs before- the kind where you take notes and then go right back to doing things the old way. When I walked into the room, I could see it in their faces: Let’s see if this is any different. So instead of starting with slides or theory, I took them straight into a live simulation: - A crisis scenario that could actually happen in their business. - Conflicting priorities, tough personalities, and limited time to decide. - Every move they made in real time had visible consequences. To begin with, I saw a lot of resistance in experimentation, voices which were not too loud and over powering were ignored leading to loss of critical information- the room was tense. People hesitated. Some stuck to their usual patterns. But as it got deeper, they started communicating much more effectively, this led to them collaborating, noticing blind spots, and eventually testing new ways to lead. By the end, they weren’t asking- Will this work? They said that they wanted to cascade it to their teams. Weeks later, I got an email from one of the managers. He told me he used the exact process from our simulation to navigate a real customer crisis and not only avoided a major fallout, but actually strengthened the client relationship through this crisis. That’s the difference between training that’s forgotten by the time you’re back at your desk, and training that rewires how you think, act, and lead. The secret? Immersion. When participants practice real scenarios, solve actual challenges, and see the impact of their decisions in the room, learning sticks. Priya Arora #immersivelearning #trainingdesign #employeeengagement #learningthatsticks #corporatelearning #leadershipdevelopment #upskilling #skillbuilding #workplacetraining #experientiallearning #Learningdeisgn #corporatetrainer #softskillstrainer #simulation #experintialtraining

Be it private or government sector, capacity building is a decisive factor in increasing efficiency. Believe me, it's less about knowledge and more about accuracy, clarity, and strategy. The general struggle is - How to decide what works? So, I am sharing a tested and tried framework for you: 1. Confirm your content with Policies and Law Officials work within strict policies and the law. Ensure your training aligns with relevant laws, policies, and administrative guidelines to make the content factually correct and actionable. But don't hesitate to raise deep critical questions on the framework, if possible. 2. Use Real-Life Scenarios Employees face at-the-work challenges. Incorporate real-life case studies and scenarios to provide context and practical application of the content, enhancing attention retention. And make sure it covers the darker side of their working condition too. 3. Keep it Outcome-Oriented Focus on the desired outcomes and how the training will help them achieve their official goals. Be clear about the key takeaways and how it ties to their performance metrics or departmental objectives. Must conduct a quantitative survey at the end of the day or whenever deemed fit. 4. Simplify Complex Information Work procedures and policies can be complex. Simplify jargon-heavy content and legal terminologies with clear explanations, visuals, and examples to enhance understanding. Humans LOVE to understand things without having to memorise something. 5. Engage with Interactive Learning Use interactive methods such as group discussions, role-playing, and scenario-based simulations to encourage active participation. This keeps functionaries engaged and improves learning outcomes. This adds a lot of fun and increases the reflection speed. People get the opportunity to reflect while living their daily life situation. 6. Provide Actionable Tools and Templates Give participants ready-to-use tools like templates, checklists, and guidelines that they can immediately apply to their daily work, ensuring the practical utility of the training. This is a must. This becomes the real takeaway and can be transformative. 7. Make Space for Local Context Customize content to the regional and local realities that employees work within. Address specific challenges like local resource constraints, governance issues, or community dynamics. Allowing space for contradictions is a critical success factor here. 8. Build Awareness Around Change Management Humans are often slow to change. Train participants on how to handle resistance to new processes, systems, or policies. Emphasize how they can influence change within their system. Tables get turned and they change faster. 9. Inspire confidence in participants Officials are not classroom children and you can't control their thoughts. You can just influence them or maintain the decorum. But primarily, they must feel welcomed and have confidence in you! #CapacityBuilding #Effeciency #Governance

Skill Development is Broken. Here's How to Fix It. A client once ran a leadership training for a mid-sized manufacturing company. The participants were engaged, took notes, and seemed enthusiastic. One month later? Less than 10% remembered or applied what they learned. This isn’t their fault. It’s a system problem. 📌 Here’s what doesn’t work: ❌ A one-day workshop with no reinforcement. ❌ Generic training that doesn’t match real-world challenges. ❌ Passive content with no accountability for application. 🚀 So when they came to us, here is what we did instead: ✔️ Shifted from one-time sessions to learning nudges delivered over months. ✔️ Created scenario-based microlearning, where managers had to solve real workplace challenges. ✔️ Integrated peer coaching, so learning became part of their daily routine. 🔥 The result? ✅ 15% of managers applied new skills within 6 months. ✅ Teams reported faster conflict resolution and better decision-making. ✅ The company saved thousands in lost productivity from ineffective leadership. 💡 What’s the best (or worst) training experience you’ve had? Drop a comment! 👇

AI: The New Director of Training and Content The landscape of learning and development is undergoing a dramatic transformation. With the advent of AI, we're witnessing a shift from traditional, static training materials to dynamic, personalized, and engaging content. AI-powered video is at the forefront of this revolution, offering unprecedented opportunities to enhance employee experience and drive business results. Why AI Videos? Speed and Efficiency:AI can generate video content at lightning speed, reducing development time significantly. This allows us to respond quickly to changing business needs and deliver training just-in-time. Scalability:AI-generated videos can be customized to cater to different audiences, roles, and learning styles. This ensures that training is relevant and impactful for everyone. Accessibility:By leveraging AI, we can create videos in multiple languages and formats, making learning accessible to a global workforce. Engagement:AI-powered videos can incorporate interactive elements, gamification, and personalized recommendations, making learning more engaging and effective. How We're Using AI Videos Onboarding:Creating personalized welcome videos for new hires, introducing company culture, values, and expectations. Product Training:Developing interactive video tutorials that guide employees through complex product features and processes. Leadership Development:Producing engaging video content on leadership skills, coaching, and mentoring. Compliance Training:Creating interactive modules that assess employee understanding of policies and procedures. The Future of Learning and Development AI is not replacing human expertise; it's augmenting it. Our role as people leaders is to guide the process, ensuring that AI-generated content aligns with our organizational goals and learning objectives. By combining human creativity with AI's efficiency, we can create truly exceptional learning experiences that drive employee performance and business success. Are you leveraging AI videos in your organization? Share your experiences and insights in the comments below. Let's learn and grow together! #AI #AIvideos #learninganddevelopment #training #contentdevelopment #peopledevelopment #futureofwork #employeeexperience #leadership [AI-generated video] Follow of more

What do pickleball and customer service have in common? You build advanced skills the same way. My pickleball goal was to go from a low-intermediate (3.0 rating) player to low-advanced (4.0 rating). I got there in two months following the same strategy I recommend for customer service skills. It's based on David Kolb's experiential learning model: 1. Experience Do the thing so you can learn from experience. Pickleball: I went from playing 1x per week to 3x per week. Customer Service: Serve real customers as much as possible. 2. Reflect Think about how it went. What went well? What didn't? Pickleball: I took time to reflect after games. Customer Service: Reflect after serving customers or at the end of a shift. 3. Revise Pick one thing to do different the next time. Pickleball: I watched quick YouTube videos for specific tips. Customer Service: Find specific tips from your boss, coworkers, YouTube, newsletters, podcasts, LinkedIn Learning, or anywhere else you get content. 4. Experiment Try out the new thing. See what happens. Pickleball: I'd work on one new skill per game. Customer Service: Try to use one new technique at a time. REPEAT Notice what I didn't do: ❌ Take lengthy classes ❌ Read long books ❌ Watch hours of video ❌ Listen to endless podcasts ❌ Sit on the sidelines until I felt "ready" Bottom line: Build advanced skills by doing. The key is being thoughtful: 1. Experience 2. Reflect 3. Revise 4. Practice PS. The photo features from Left to Right: Nate Brown, Dr. Tess M. Kilwein, Myr Wilson, and me. We recently met up for some fun games in Nashville.

If we’re only training students to follow checklists and memorize procedures, we’re failing to prepare them for the actual demands of clinical care. Real-world healthcare doesn’t happen in perfect steps. It unfolds through uncertainty, judgment calls, missed cues, and split-second decisions. That kind of thinking can’t be taught through slides. It has to be lived through mistakes—early, safely, and often. We need to give learners the opportunity to struggle in simulations where lives aren't at stake. Let them mess up. Let them come into class and say, “I almost killed that patient four times.” That moment of vulnerability is gold. It tells us they’re finally moving past surface-level confidence and into real clinical thinking. It means they’re starting to ask, not just how to draw a syringe, but why they’re doing it in the first place. What symptoms led them there? Did they listen to the patient or just follow a protocol? Did they ask the right questions or ignore the clues? Here’s what today’s healthcare training must start doing: ➡︎ Create learning spaces where failure is encouraged, not punished ➡︎ Teach students to make decisions based on context, not just checklists ➡︎ Replace routine questions with scenario-based inquiry and clinical reasoning ➡︎ Guide students to explore the "why" behind every action they take ➡︎ Focus on communication and judgment, not just tools and technique Because here’s the truth: every hospital has different tools, different pumps, different setups. What doesn’t change is the clinician’s ability to think, adapt, and communicate clearly. If we want to build a healthcare workforce that performs under pressure, we have to design education that prioritizes thought over task and curiosity over compliance. That starts with allowing failure in the classroom, so students can learn how to truly care for patients in the field. VRpatients #PhysioLogicAI #nursing #nurse #simulation #VR #MR #XR #AI #Workforce #WorkforceDevelopment #WorkforceReady #AlliedHealth

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?"

For years, “leadership training” in healthcare meant stacking certifications and protocols. I believed it, too, until I watched highly trained clinicians hesitate in high-pressure moments. Not for lack of knowledge, but because they’d never practiced the pressure. Leadership doesn’t show up in theory. It shows up in motion, when you’re tired, the call isn’t clear, and you have to decide and own it. That’s why scenario-based simulation matters. Not once a semester in a lab, but brief, daily reps that build judgment into muscle memory. With VRpatients, leaders-in-training run high-stakes cases asynchronously: assess the whole patient (subjective + objective), choose the next action, and see the response in real time, then repeat, reflect, and refine until the right move is automatic. Educators assign once, coach 1:1 with analytics, and scale across units, on laptops today, headsets when you’re ready. If you’re shaping the next generation of healthcare leaders, rethink the model. Leadership isn’t a lecture, it’s reps under pressure. Train for the reality you expect them to lead. #ClinicalEducation #HealthcareTraining #LeadershipInHealthcare #SimulationMatters #VRinHealthcare #WorkforceDevelopment