Creating Engaging Training Materials

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?

So...can Claude Design replace Storyline’s view mode and try mode for software simulations? That was the question I wanted to answer this week. If you’ve ever built software training in Articulate Storyline, you know software simulations can be incredibly effective learning tools. You also know that Storyline’s view mode and try mode can be frustrating to create and maintain, especially once you move beyond simple click interactions. Text entry fields can be particularly painful. Small interface changes often require re-recording screens, rebuilding hotspots, adjusting feedback layers, or recreating parts of the simulation altogether. And when software interfaces are changing right up until launch, maintaining those simulations can become a project all by itself. What made this experiment particularly interesting is that it actually started with Anthropic’s new Fable 5 model. Before it was pulled offline, I had a chance to test it by providing a series of screenshots from a fictional CRM platform along with a simple description of the workflow I wanted learners to complete. With a single prompt, it generated both a guided software demonstration and an interactive simulation where learners could practice the workflow themselves. It included animated cursor movements, on-screen callouts, feedback messages, hints, text-entry validation, and even offered to package the experience as a SCORM course. That immediately raised another question: If Fable 5 could do this, could I recreate something similar using Claude Design? So I opened Claude Design, uploaded the same screenshots, described the workflow, and started experimenting. After a few rounds of refinement, I had a working software simulation that included a guided demo mode, an interactive practice mode, feedback for incorrect clicks, hints after multiple attempts, synced audio narration, and a standalone HTML file that could be hosted on the web. What surprised me most wasn’t necessarily that it worked...it was how quickly I was able to iterate. Instead of recording screens and building interactions slide by slide, the workflow felt much closer to editing and refining. If a screenshot changed, I could update the project rather than rebuilding significant portions of it. So, do I think this replaces Storyline today? Not entirely. There are still important questions around accessibility, SCORM, LMS tracking, governance, collaboration workflows, and long-term maintenance. But each time I run one of these experiments, I find myself less focused on whether AI perfectly replicates existing authoring tools and more focused on how these workflows might fundamentally change the way we create learning experiences in the future. 🔗 Watch the full experiment here: https://lnkd.in/g9SpjHaj #InstructionalDesign #eLearning #LearningAndDevelopment #ClaudeDesign #AI #ArtificialIntelligence #eLearningDevelopment #ArticulateStoryline #VibeCoding #Fable5

The first 5 minutes of your workshop decide everything. Most facilitators waste them. Here's what typically happens in the first 5 minutes: → "Let me tell you a bit about myself..." → A slide with the agenda → An icebreaker that has nothing to do with the work → "Let's go around and share your name, role, and a fun fact" By minute 5, your participants have already decided: → Is this going to be worth my time? → Will I have to sit and listen all day? → Is this person going to lecture me or let me work? And most facilitators have accidentally answered all three questions wrong. Here's what the best facilitators do instead: Move 1: State the outcome in one sentence. (30 seconds) Not your bio. Not the agenda. Not a welcome slide. One sentence that tells the room exactly what they'll walk out with. → Not: "Today we'll explore team dynamics and communication." → Instead: "By 4pm, your team will have a written conflict resolution process you'll use starting Monday." That sentence does more work than any introduction. It tells participants this session has a point and their time won't be wasted. Move 2: Set the rules of the room. (60 seconds) → "You'll do 95% of the talking today. I'm here to run the process." → "Phones away unless you're using them for the exercises." → "You can disagree with anyone, including me. That's encouraged." Three sentences. Now everyone knows how this room works. No one's spending mental energy guessing. Move 3: Get them working immediately. (3 minutes) Not talking about the work. Doing the work. → "Grab a pen. Write down the one team conflict that's cost you the most time in the last month. You have 90 seconds." → "Turn to the person next to you. Share what you wrote. You have 2 minutes." Within 3 minutes, every person in the room has done something. They've committed an opinion to paper. They've spoken out loud. The session is no longer something happening to them. They're in it. That's your first 5 minutes: → 30 seconds: the outcome → 60 seconds: the rules → 3 minutes: first activity No bio. No agenda slide. No fun facts. Why this works: The first 5 minutes set the pattern for the entire session. If you start by talking at people, they expect to be talked at for the rest of the day. If you start by getting them working, they expect to keep working. You're not just opening a workshop. You're training the room on how this session operates. The facilitators who lose the room in hour 2 almost always made the same mistake: they spent the first 5 minutes telling the room this was going to be another session where someone talks and everyone else listens. By the time they try to get participation, the pattern was already set. First 5 minutes. Outcome. Rules. Work. Everything else follows from there. ___ Save this for later (three dots, top right). Share with friends → ♻️ Repost. Get consultant-grade workshops every Sat → https://lnkd.in/eSfeUapJ

Regardless of how great your ideas are in your virtual sales pitch, webinar, or team meeting… People are most likely checking their email, browsing social media, or working on other things while you present. How can you prevent that and actually get your audience to pay attention? Here are 4 of the most powerful techniques we use for our own virtual training courses: 1. Win the first five seconds According to research from the University of Toronto, people need only five seconds to gauge your charisma and leadership as a speaker. In virtual environments, this first impression is even more critical. To establish instant rapport: - Keep your posture open and inviting (avoid fidgeting, crossed arms, and closed-off postures) - Use open gestures that welcome the audience into your space - Gesture with your palms showing at a 45-degree angle - Speak with clear articulation and energy from the very first word The quickest way to lose your audience? Starting with tentative body language that signals you’re unsure or unprepared. 2. Design your presentation for virtual viewing When designing slides, assume varied viewing conditions. Design for the smallest likely device and the slowest likely Internet speed. Make your slides accessible by: - Using larger fonts (24-32pt) - Applying higher contrast colors - Limiting each slide to ONE clear idea - Adding more space between lines when using smaller text - Stripping excess content (you can provide additional information in a separate document) 3. Vary your delivery Our research shows the optimal length for linear presentations is just 16-30 minutes, while interactive ones can maintain engagement for 30-45 minutes. People’s attention will go through peaks and valleys during that time, so try these techniques to keep their attention: - Vary your speaking pace (faster to convey urgency, slower to express gravity) - Use intentional pauses to let key points land - Adjust your vocal tone (lower pitch for authority, higher for approachability) - Shift between slides, stories, and data at regular intervals Each change helps reset your audience’s attention and signals importance. 4. Build in structured interaction Don’t make your audience wait until the end of your presentation to interact. According to our research, presentations that incorporate audience engagement through polls, chat responses, or breakout discussions maintain attention longer. For the highest engagement: - Use a variety of interaction types throughout your presentation - Incorporate breakout rooms for small-group discussions - Switch modalities regularly to keep it interesting Remember: In virtual environments, you need to recreate the natural engagement that happens in person. Your virtual presentation success isn’t measured by perfection…it’s measured by action. Master these techniques and your audience won’t just pay attention, they’ll respond. #VirtualPresentations #CorporateTraining #WorkplaceLearning

You don’t need to know someone’s diagnosis to support them. You don’t need a label. You don’t need the backstory. Too often when someone says they’re disabled, it’s expected that they’ll follow up with details on their impairment or diagnosis. Some people might want to, or offer it - which is fine if it’s their choice. But, unless you’re a trained medical professional, you don’t actually need that information anyway (and even they don’t always need it!). The impairment or condition isn’t the disabler - the barriers are. You need to know what’s getting in the way of access and how you can help remove the barriers the disabled person is facing. Ask about access rather than impairments or conditions, and don’t worry about knowing the exact diagnosis. The barriers are the things you can change - so focus on them. But if someone’s struggling to get in the building, use the software, or take part in meetings – do you really need to know their medical history to do something about it? You can’t change someone’s diagnosis, but you can help remove the barriers someone is facing. Let’s normalise talking about adjustments - not conditions. Start with: - “What are your access needs?” - “What would help you do your best work?” - “What support do you need?” Support should never be conditional on sharing private medical information. ID: A Robbie Crow quote square with a dark purple background and colorful borders. The quote, in yellow text inside a green outlined box, reads “Before you ask someone what their impairment or condition is, first ask yourself what information you actually need. Focus on the things you can influence and changes you can make”. Information on my LinkedIn profile is in the bottom right-hand corner. #DisabilityInclusion #Disability #DisabilityEmployment #Adjustments #DiversityAndInclusion #Content

Trainers must be more than experts— Here's the secret to delivering impactful training sessions, no matter what comes your way. As a trainer, being prepared for instant changes in the delivery of any concept requires a flexible and adaptive mindset. Here are key strategies to help you stay prepared: 1. Thorough Subject knowledge - 📕 Master the content so well that you can break it down or present it in multiple ways, adapting to the audience’s needs. This will allow you to explain complex ideas in simpler terms or delve deeper if required. 2. Audience Analysis - 🧐 Before the session, understand your audience's knowledge level, learning preferences, and possible challenges. This will help you anticipate where you might need to adjust your delivery. 3. Create a Session Outline - 📝 Have a structured outline that allows for adjustments. Include different examples, analogies, and activities so that you can switch methods if needed. 4. Plan for Flexibility 🧘 - Build in buffer time to the session plan, allowing you to address questions or revisit concepts without rushing. Be prepared to cut less essential content if time constraints arise. 5. Use Interactive Methods 🗣️ - Include interactive methods such as Q&A, group discussions, or problem-solving activities. These allow you to gauge understanding and shift the delivery based on immediate feedback. 6. Technology Familiarity - 🧑💻 Know the tools and platforms you are using so you can quickly adapt, whether it’s changing slides, moving between resources, or using multimedia to reinforce concepts. 7. Stay Calm and Confident ☺️ - If a change in delivery is necessary, remain calm and composed. Confidence reassures the audience, and maintaining a positive attitude will help you navigate unexpected changes smoothly. 8. Prepare Backup Plans 🖋️ - Have alternative examples, exercises, or activities ready in case the original approach does not resonate with the group. 9. Stay Current 🏃 - Keep up with the latest trends, tools, and methods in training and your field of expertise. This allows you to bring fresh perspectives and solutions to any spontaneous situation. 10. Gather Feedback ✍️ - After a session, ask for feedback to understand where adjustments were successful or where improvements are needed. This helps in refining your ability to adapt in future sessions. Being prepared for changes is about blending preparation with flexibility and having the confidence to switch gears when necessary. #confidence #trainthetrainer #training #softskills #leadership #communication #learning

One of the top questions I get from undergraduates is how do you convey your ideas in a more effective way? The ability to craft ideas is a superpower. In a world flooded with information, the ability to convey ideas well is a game-changer. Here are 7 strategies that I use to make my ideas resonate and endure. 1. Simplicity is Sophistication Complexity often clouds the clarity of ideas. To make your ideas stick, distill them to their essence. Embrace simplicity without sacrificing depth. A concise and clear message is more likely to be remembered and shared. 2. Compelling Stories We are wired to remember stories, not data points. Craft your idea within a narrative that captivates your audience. A well-told story engages emotions, making your idea more relatable and memorable. 3. Make Abstract Ideas Tangible Ensure your ideas have tangible elements. People remember specifics, not vague concepts. If possible, ground your ideas in real-world examples, data or vivid imagery. The more concrete, the more memorable. 4. Unexpected Twists Capture Attention Surprise your audience. Inject an unexpected element into your idea. Whether it's a counterintuitive fact or a twist in your narrative, the unexpected grabs attention and lingers in the memory. 5. Emotion Creates Connection Connect with your audience on an emotional level. Whether it's through humor, empathy, or inspiration, emotions anchor ideas in memory. A memorable idea is one that evokes a feeling. 6. Make It Relevant and Applicable Your idea should matter to your audience. Relate it to their lives or challenges. When people see the practical application, your idea becomes not just a concept but a solution or insight they can use. 7. Repetition is consistency Repetition breeds familiarity. Consistently reinforce your idea across various platforms and interactions. The more your audience encounters your message, the more likely it is to stick. In a crowded world, the ability to craft ideas is a superpower. So, simplify, tell stories, inject surprises, and connect emotionally. Make your ideas not just heard but remembered.

I interviewed a dentist who believes that if we trained pilots the way we train dentists, they would all be dead. Lincoln Harris shared this provocative insight on the show today. His reasoning is simple: You cannot land a plane safely after just reading a book or watching one demonstration. You need thousands of repetitions in a simulator. But in dentistry, and often in medicine, we graduate professionals who have practiced limited repetitions on plastic teeth in artificial environments, then send them out to learn on real patients. Even continuing education often happens in hotel conference rooms, far removed from the reality of a clinic. Dr. Harris is changing this with cloud-based simulation training. It is essentially a flight simulator for dental surgery. Instead of flying to a teaching institute, dentists receive specialized mannequins to use in their own operatories. They practice complex procedures using their own chairs, their own lights, and their own instruments. They then upload high-resolution photos of their work to the cloud, where experts from anywhere in the world provide detailed feedback. The results are undeniable. Dr. Harris told me that while traditional courses have an implementation rate of about 15 to 18 percent, his method sees dentists implementing new procedures at four times that rate. It costs a quarter of the price and removes the need for travel. This isn't just about better fillings. It is about a fundamental shift in how we train surgeons. As Lincoln put it, everyone wants their pilot to have thousands of hours of experience, not just to have read thousands of papers. We should demand the same from our healthcare providers. 🎙️ Listen to "Why modern dentists must train like pilots" on The Podcast by KevinMD. (Link in the comments ⬇️) #KevinMD #Dentistry #MedicalEducation #PatientSafety #HealthTech

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