E-Learning Platforms for Corporate Training

One of the first Instructional Design projects I worked on still sticks with me. The client handed me eight separate slide decks and said: “Can you turn all of this into one training?” 😑 I remember opening the files: hundreds of slides, all important in their own way, but something didn’t sit right. So, I asked a question that’s become my go-to ever since: “What’s the actual moment in the job where someone gets stuck, messes up, or hesitates, and needs this?” That question changed everything. Instead of cramming it all into a mega-course, we: ✅ Cut 70% of the content ✅ Turned the rest into two scenario-based simulations ✅ Built a one-page job aid that’s still in use today And the best part? People applied it, and didn't complain about taking it. The motivation to complete the course increased. The behavior changed. The feedback improved. I learned early on that we’re not here to cover content. We’re here to solve real work problems. So now, every time I hear, “Can you just turn this into a course?” I slow it down and ask: “What do people need to do, and where do they get stuck?” If you’ve been in that spot, I’d love to hear how you handled it👇. It can be a tough discussion, and pushing back respectfully can be daunting sometimes. #InstructionalDesign #LearningAndDevelopment #LXD #CorporateTraining #RealWorldLearning #JobRelevance #EarlyCareerLessons

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.

On Monday, I had a moment that made me realize that the responsibilities of L&D professionals will continue to evolve rapidly. I recorded a walk-through video using Google Gemini 2.0. It helped me insert a video into Camtasia, which is not too bad for performance support. Today, I asked Gemini to create a five-minute training lesson. Listen to the interactions. (Thanks, Marjan Bradesko, for the inspiration!) What happened next was a glimpse into the future of corporate training. Google Gemini understood my context, provided visual guidance, and adapted its instructions based on my responses. More importantly, it showed me how close we are to AI-powered training systems. Imagine this scenario scaled up: Your employees need to learn a new software platform. Instead of traditional eLearning, they interact with a multimodal AI that: ◾Watches their screen interactions in real-time ◾Listens to their questions and frustrations ◾Generates custom tutorial videos on the fly ◾Provides hands-on practice scenarios ◾Adapts its teaching style based on their learning patterns The core technology exists today: ◾Real-time screen analysis ◾Natural language understanding ◾Dynamic content generation ◾Behavioral pattern recognition ◾Adaptive learning algorithms What's missing? Gemini controls the screen to highlight areas/objects, create practice assets on the fly, automate lesson scheduling, and connect to platforms to coordinate and track these activities. But those barriers are falling fast. This means L&D professionals need to start thinking differently about their roles. We're moving from content creators to human/machine performance analysts. SLOWLY. Our value won't be in creating standard training materials but in designing the frameworks and scenarios that AI will use to generate personalized learning experiences. The implications for corporate training are enormous: ◾Just-in-time learning that works ◾Truly personalized learning paths ◾Real-time skill assessment and adaptation ◾Immediate application of knowledge ◾Continuous performance support that evolves into deeper learning I've spent 30 years in L&D, and I've never been more excited about our field's future. The tools we're seeing today are just the beginning. What do you think? How are you preparing your L&D strategy for this shift, or is it more of the same for 2025? Are you already experimenting with AI in your training programs? Drop a comment below. ---------------------------- Want to learn how to implement this multimodal functionality? I'm holding an AI Intensive program at the end of January. Link in the comments.

The counterintuitive approach to eLearning design that dramatically increases knowledge retention. Most training programs overwhelm learners with information overload. Let's break down why traditional approaches fail: 1️⃣ Content Chaos • Excessive information dumps • No clear structure or focus • Cognitive overload kills retention ↳ Solution: Strategic content chunking 2️⃣ Microlearning Magic • Break content into 5-10 minute segments • Focus on one concept at a time • Let learners control the pace ↳ Solution: Bite-sized learning wins 3️⃣ Clear Learning Pathways • Start with crystal-clear objectives • Guide learners step-by-step • Show progress milestones ↳ Solution: Transparent structure 4️⃣ Smart Content Layering • Hide supplementary details • Use accordions and tabs • Reduce cognitive load ↳ Solution: Progressive disclosure 5️⃣ Visual Power • Strategic multimedia use • Break up text walls • Enhance understanding ↳ Solution: Purposeful visuals 6️⃣ Active Learning Hooks • Regular knowledge checks • Self-reflection prompts • Engagement boosters ↳ Solution: Interactive elements The science is crystal clear: • 20-30% better retention rates • Higher engagement scores • Stronger knowledge transfer Think about it: When was the last time you remembered everything from a 3-hour training video? 🤔 Master these principles and watch your training shine: ↳ More intuitive learning ↳ Better comprehension ↳ Results that actually stick What small change could you make today to align your training with how people actually learn?

𝗧𝗵𝗲 𝗜𝗺𝗽𝗮𝗰𝘁 𝗼𝗳 𝗟&𝗗 𝗼𝗻 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲 🚀 Ever feel like your Learning and Development (L&D) initiatives aren’t translating into actual performance improvements? Don't get frustrated. It happens to many organizations, who struggle with a disconnect between L&D activities and tangible employee performance gains. This gap can lead to skepticism about the real value of L&D efforts. The cost of inaction? L&D programs that fail to deliver measurable results can waste resources and erode trust, leaving your team unconvinced of their benefits. But don’t worry—there’s a way to bridge this gap and ensure your L&D initiatives drive real performance enhancements. Here’s how: 📌 Set Clear Performance Objectives: Start by defining what success looks like. Identify the specific skills and competencies you want to develop and how they will impact job performance. Clear, measurable goals are crucial for tracking progress and demonstrating value. 📌 Align L&D with Business Goals: Ensure your L&D programs are directly tied to your organization’s strategic objectives. This alignment ensures that training efforts contribute to broader business goals, fostering a culture of continuous improvement. 📌 Regularly Measure Impact: Implement robust metrics to evaluate the effectiveness of your L&D initiatives. Use performance data, employee feedback, and key performance indicators (KPIs) to assess how training translates into on-the-job improvements. 📌 Use Real-World Scenarios: Design training programs that incorporate practical, real-world scenarios. This approach helps employees apply new skills in a context that mirrors their daily responsibilities, making the learning experience more relevant and impactful. 📌 Foster a Learning Culture: Encourage a culture where continuous learning is valued and supported. Provide opportunities for ongoing development and recognize employees’ efforts to enhance their skills. A supportive environment boosts motivation and engagement. 📌 Provide Continuous Feedback: Offer regular feedback to employees on their performance and progress. Constructive feedback helps them understand their strengths and areas for improvement, guiding their development journey. 📌 Leverage Technology: Utilize digital tools and platforms to deliver personalized, on-demand learning experiences. E-learning modules, mobile apps, and virtual simulations can make training more accessible and engaging. By designing L&D programs with clear performance objectives and consistently measuring their impact, you can ensure that your training efforts lead to real, measurable improvements in employee performance. This approach not only enhances individual capabilities but also drives organizational success. Have insights on aligning L&D with performance goals? Share your thoughts in the comments below! ⬇️ #LearningAndDevelopment #EmployeePerformance #Training #HR #BusinessGrowth #ContinuousImprovement

🎉 Arist turned 5 recently. From delivering learning in war zones to training the Fortune 500, here's what we've proven so far: ⛔ No one wants to go to an LMS, content platform, or app to learn. There's a reason why no one says the quiet part out loud: these platforms get <20% engagement over time and most teams have invested $1m+ in them. Every extra click = 50% less engagement. ✅ People want to learn, they just don't have time. That's why 92% prefer Arist to e-learning. Arist courses, even optional ones, consistently get >80% adoption, engagement, and satisfaction *just by switching the delivery method* to bite-size courses embedded in a Slack, Teams, or SMS conversation. Learning needs to be intelligently pushed to learners, not pulled by them in tools they never use (this is why TikTok is winning vs. YouTube — no decision fatigue + right info, right place, right time). ⛔ There's a huge myth that bite-size learning isn't effective or in-depth enough. That's not true: bite-size learning is just more intentional, outcome-oriented, and is harder to create as a result (conciseness is hard!) ✅ Enterprises have used Arist for really complex topics: disease state training, cloud infrastructure skills, handling difficult sales situations, effective leadership, etc. In fact, UW research found that OBGYNs trained via Arist saw a 19% lift in exam performance. Arist today can replace 80% of e-learnings and 20% of VILTs. ⛔ Learning styles are a myth yet enterprises stick to them, making a bunch of content no one needs or uses in the process. Videos are engaging, but are largely not effective from a performance lift point-of-view — and tracking hours as a metric (instead of performance) is sending everyone down the wrong path. Stanford and UPenn research (and our own data) shows that 99.5% of people learn the same way (this is why Duolingo is successful). ✅ If learning is spaced out, bite-size, research-driven, and meets people where they are, organizations see *actual performance lift* (which is what learning should be focused on). Our clients have seen a >30% lift in target actions taken, a >15% lift in confidence in skill, greater customer engagement outcomes, better manager scores, the list goes on. ⛔ Most enterprise L&D teams still aren't using AI well. Using AI to create a SCORM file doesn't actually save that much time, since delivery, packaging, and marketing still take forever. ✅ For AI to be effective for L&D, workflows need to change. Example: using AI to create and translate hyper-contextual content that you can push ASAP in the flow of work saves 100+ hours per course and 1,000+ hours for learners who don't have to sit through a long video or session. It's a win-win-win. 🚀 Arist has become the secret weapon for dozens of enterprise L&D and Enablement teams, and we're thrilled to be one of the fastest-growing learning platforms on the planet. (And if you haven't tried Arist yet, you should 😊).

L&D should fuel business growth... Otherwise, it's just a cost. Too often, L&D operates in isolation. Without alignment, training feels like an chore. Align L&D with business goals for measurable impact. Here’s a roadmap to get started: 1. Identify Key Business Goals: Define your strategic objectives. Gather top goals from leadership for clarity. 2. Map L&D to Business Outcomes: Tie learning directly to tangible outcomes. Use needs analysis to target high-impact skills. 3. Prioritize Core Skills and Gaps Focus on the skills that drive growth. Build a skills matrix to guide L&D investment. 4. Design Targeted Learning Initiatives: Create programs tailored to business needs. Personalize training paths to close specific gaps. 5. Track and Measure Success Use performance metrics to monitor L&D’s impact. Leverage LMS data to refine and improve outcomes. When L&D aligns with strategy, it becomes an asset. Drive growth by building a future-ready workforce. Follow Jonathan Raynor. Reshare to help others.

If someone asks, “How should we measure the success of this program?” Your answer should be: -> 1) What’s our goal? and 2) What kind of time/resources can we put into this? Begin with a business-level goal. Then, work your way down the Kirkpatrick model (Level 4 to Level 1). Here’s an example for an emerging leader program. 🟣 Level 0: Set your business-level goal. This is budget agnostic. Example: I want to promote at least 20 emerging leaders who graduate from my program by the end of next year. 🔵 Level 4: Business Impact Example: Measure the number of positions you successfully filled. Also, measure leadership readiness before and after using a 360 assessment and manager interview. Goal: To fill those 20 slots. To show preparedness to lead for more than 20. 🟢 Level 3: Behavior Change Example: In-depth self-assessment of critical behaviors (before and after the program). Have managers evaluate all the same items. Goal: To show you’re changing critical behaviors that make your emerging leaders promotable. 🟡 Level 2: Learning Retention Example: Create a digital badge awarded for 80% completion of all learning, exercises, and activities. Goal: To ensure enough learning and practice is happening to change behavior. 🔴 Level 1: Learner Reaction: Example: Measure participant net promoter score (NPS) and collect evaluations on program content and activities. Goal: To get feedback you can use to improve your content and delivery. *** The whole “measurement thing” gets much easier when you begin with the end. Start with your goals. Then lay out your metrics. #leadershipdevelopment P.S. You can use this diagram as a template for any program. Just: 1/ Fill in Level 0. 2/ Fill in your goals for each level of measurement. 3/ Find the option that suits your budget & resources. P.P.S - I just used the mid-budget, mid-resources examples in this text post. For examples of “low” and “high” budget/commitment, see the full diagram.

Learners engage better when they’re not just passive recipients of information. 𝐖𝐢𝐭𝐡𝐨𝐮𝐭 𝐢𝐧𝐭𝐞𝐫𝐚𝐜𝐭𝐢𝐯𝐢𝐭𝐲: 🔴 Learners will quickly tune out and forget key concepts. 🔴 There’s no connection between the content and how learners will actually use it. Instead, make your training 𝘥𝘺𝘯𝘢𝘮𝘪𝘤 𝘢𝘯𝘥 𝘩𝘢𝘯𝘥𝘴-𝘰𝘯. 1️⃣ Scenario-based learning Create real-world scenarios that challenge learners to think critically and make decisions. Example: 𝘈𝘴𝘬 𝘭𝘦𝘢𝘳𝘯𝘦𝘳𝘴 𝘵𝘰 𝘵𝘳𝘰𝘶𝘣𝘭𝘦𝘴𝘩𝘰𝘰𝘵 𝘢𝘯 𝘪𝘴𝘴𝘶𝘦 𝘣𝘢𝘴𝘦𝘥 𝘰𝘯 𝘢 𝘳𝘦𝘢𝘭𝘪𝘴𝘵𝘪𝘤 𝘴𝘪𝘵𝘶𝘢𝘵𝘪𝘰𝘯 𝘵𝘩𝘦𝘺 𝘮𝘪𝘨𝘩𝘵 𝘧𝘢𝘤𝘦 𝘪𝘯 𝘵𝘩𝘦𝘪𝘳 𝘫𝘰𝘣. 2️⃣ Hands-on practice Give learners the opportunity to apply what they’ve learned through practice exercises and tasks. Example: 𝘜𝘴𝘦 𝘴𝘪𝘮𝘶𝘭𝘢𝘵𝘪𝘰𝘯𝘴 𝘰𝘳 𝘱𝘳𝘢𝘤𝘵𝘪𝘤𝘦 𝘲𝘶𝘪𝘻𝘻𝘦𝘴 𝘵𝘰 𝘳𝘦𝘪𝘯𝘧𝘰𝘳𝘤𝘦 𝘬𝘦𝘺 𝘤𝘰𝘯𝘤𝘦𝘱𝘵𝘴. 3️⃣ Group discussions Foster collaboration and deeper learning by encouraging group conversations. Let learners share their experiences and insights in a structured way. Example: 𝘋𝘪𝘴𝘤𝘶𝘴𝘴 𝘤𝘰𝘮𝘮𝘰𝘯 𝘤𝘩𝘢𝘭𝘭𝘦𝘯𝘨𝘦𝘴 𝘧𝘢𝘤𝘦𝘥 𝘪𝘯 𝘵𝘩𝘦𝘪𝘳 𝘳𝘰𝘭𝘦𝘴 𝘢𝘯𝘥 𝘩𝘰𝘸 𝘵𝘰 𝘢𝘥𝘥𝘳𝘦𝘴𝘴 𝘵𝘩𝘦𝘮. 4️⃣ Branching scenarios Let learners make choices and see the consequences of their decisions. This helps them see the impact of their actions in a safe, controlled environment. 5️⃣ Reflection questions Encourage personal connection by asking learners to reflect on how the content applies to their own experiences. Example: "𝘏𝘰𝘸 𝘸𝘰𝘶𝘭𝘥 𝘺𝘰𝘶 𝘩𝘢𝘯𝘥𝘭𝘦 𝘵𝘩𝘪𝘴 𝘴𝘪𝘵𝘶𝘢𝘵𝘪𝘰𝘯 𝘪𝘯 𝘺𝘰𝘶𝘳 𝘳𝘰𝘭𝘦?" 6️⃣ Simulations Replicate real-world tasks so learners can practice in a risk-free environment. Simulations allow learners to learn by doing without the consequences of mistakes. 7️⃣ Role play Get learners actively involved by having them step into different roles and practice their responses. Example: 𝘓𝘦𝘵 𝘵𝘩𝘦𝘮 𝘱𝘭𝘢𝘺 𝘵𝘩𝘦 𝘳𝘰𝘭𝘦 𝘰𝘧 𝘢 𝘤𝘶𝘴𝘵𝘰𝘮𝘦𝘳 𝘴𝘦𝘳𝘷𝘪𝘤𝘦 𝘳𝘦𝘱𝘳𝘦𝘴𝘦𝘯𝘵𝘢𝘵𝘪𝘷𝘦, 𝘥𝘦𝘢𝘭𝘪𝘯𝘨 𝘸𝘪𝘵𝘩 𝘢𝘯 𝘶𝘱𝘴𝘦𝘵 𝘤𝘶𝘴𝘵𝘰𝘮𝘦𝘳. 8️⃣ Practice exercises Reinforce knowledge through repetition. Provide exercises that help learners practice and retain what they’ve learned. 𝑾𝒉𝒂𝒕 𝒊𝒏𝒕𝒆𝒓𝒂𝒄𝒕𝒊𝒗𝒊𝒕𝒚 𝒉𝒂𝒗𝒆 𝒚𝒐𝒖 𝒄𝒓𝒆𝒂𝒕𝒆𝒅 𝒕𝒉𝒂𝒕 𝒚𝒐𝒖 𝒂𝒓𝒆 𝒚𝒐𝒖 𝒎𝒐𝒔𝒕 𝒑𝒓𝒐𝒖𝒅 𝒐𝒇? ----------------------- 👋 Hi! I'm Elizabeth! ♻️ Repost and share if you found this post 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. #InstructionalDesign #LearningAndDevelopment #TrainingTips #InteractiveLearning #BehaviorChange