Building Training Frameworks

L&D 2026: Masih Pakai ChatGPT Buat Bikin Modul? Levelnya Sudah Beda Sekarang 😊 Banyak tim sudah pakai ChatGPT, tapi baru di permukaan. Padahal AI hari ini sudah bisa bantu L&D bukan hanya membuat materi, tapi membangun proses pembelajaran end-to-end - dari analisa, desain, delivery, sampai reinforcement & ROI. Dan ini 10 contoh prompt next level yang HARUSNYA sudah dipakai tim L&D di 2026: 1. Competency Mapping & Skill Gap Analysis “Act as a talent architect. Create a competency map for the role [X], identify critical skill gaps based on industry benchmarks, and recommend learning interventions with priority levels.” 2. Full Learning Journey Design (3–12 bulan) “You are a senior L&D strategist. Build a full-year learning journey for [target audience], including workshops, microlearning, peer learning, coaching, and business projects with success metrics.” 3. Scenario-Based Learning & Simulasi “Create 5 scenario-based learning cases for [topic], each with branching decisions, consequences, facilitator notes, and discussion prompts.” 4. Behavioral Change Nudges (post-training) “Design a 30-day behavioral reinforcement plan with weekly nudges, micro-tasks, reflection prompts, and peer accountability activities.” 5. Pre-Training Engagement Campaign “Create a pre-training engagement campaign with teasers, email sequences, interactive polls, and poster slogans to drive excitement before the workshop.” 6. Performance Support Tools “Develop a one-page job aid / cheat sheet for employees to apply [skill] immediately on the job, including examples, action steps, and quick troubleshooting tips.” 7. Leadership Coaching Scripts “Write coaching scripts for managers to use during 1:1 conversations addressing motivation, conflict, problem-solving, and performance ownership.” 8. Training Data Dashboard Blueprint “Design a simple dashboard layout for tracking training effectiveness using Kirkpatrick Level 1–4 + business metrics, with recommended KPIs and data sources.” 9. Capstone Project Design “As a learning designer, create a capstone assignment that requires participants to apply [topic] to a real business problem, with scoring rubrics and sponsor roles.” 10. Culture-Building Learning Moments “Suggest 20 microlearning ‘culture moments’ that HR can send weekly to reinforce values, leadership behaviors, and desired mindsets inside the organization.” Ini baru permukaan. Kalau L&D bisa memanfaatkan AI dengan cara seperti ini, fungsi HR tidak lagi jadi pelaksana training, tapi partner strategis yang mempercepat performa bisnis.

A year ago I shared a framework called GROWTH™. It didn’t perform particularly well. Which is funny, because over time it’s become one of the models I rely on most when designing learning experiences. Most training programs are built as courses. But the way people actually develop capability looks very different. Progress happens across a series of experiences—practice, feedback, reflection, and iteration. In other words, it happens through a learning journey, not a single event. The GROWTH framework is a way to design those journeys more intentionally. It breaks the process into six stages: G — Goal Setting R — Research & Empathy O — Outline the Experience W — Work in Layers T — Test & Adapt H — Highlight Progress Over the past year, I revisited the framework, expanded it, and turned it into a practical guide with examples, worksheets, and a full case study on redesigning onboarding as a learning journey. I also realized something interesting. GROWTH is actually one of the foundational pieces behind another model I’ve been developing called The Academy Engine™, which focuses on building scalable learning ecosystems. If the Academy Engine explains how education systems operate, GROWTH focuses on how the learning journey itself should be designed. If you’d like the full guide and templates, you can download it below. Curious how others think about this. When you design learning, do you think in terms of courses or journeys?

The updated Framework for Mentally Healthy Workplaces model presents a comprehensive overview of strategies designed to enhance mental wellbeing, minimise harm, and facilitate recovery. Creating a workplace that prioritises #mentalhealth goes beyond just addressing issues as they arise - it’s about a taking a proactive, integrated approach. The integrated model underpins all the work we do at FlourishDx. It involves considering workplace mental health as a population health issue and having systems to Protect, Respond and Promote. 🛡️ Protect: The Protect pillar focuses on identifying psychosocial hazards and managing their risks before they lead to harm. By embedding systems and policies that target potential hazards - such as work overload, poor communication, or inadequate support - organisations can create a safer environment for employees. Key strategies include enhancing job control, improving organisational communication, and building strong social support systems. 🩺 Respond: When psychosocial risks do materialize, having a robust Response system is crucial. This involves clear procedures for managing incidents, supporting affected employees, and ensuring a quick recovery. Effective response strategies often include providing access to Employee Assistance Programs (EAPs), investigating complaints, applying bullying and harassment policies, and directing to professional support to those experiencing mental ill-health. 🌱 Promote: Going beyond prevention and response, the Promote pillar is about fostering an environment that actively enhances employee wellbeing. This could involve considering job design to increase autonomy and satisfaction, promoting flexible work arrangements, and offering mental wellbeing programs to build self-care skills and habits. By integrating these three elements - Protect, Respond, and Promote - organisations can create a sustainable workforce that not only manages risks but flourishes in a supportive, mentally healthy environment. Check out the full open-access article here: https://lnkd.in/g_R_Wa9E #psychosocialriskmanagement #psychhealthandsafety #iso45003 #workplacementalhealth

Setting up a robust #HumanResources(HR) department is pivotal for an organization's success. This step-by-step guide outlines the fundamental process to establish an HR department that not only aligns with the strategic goals of the organization but also ensures the well-being and engagement of its most valuable asset – its people. #SettingtheFoundation: At the outset, it's imperative to clearly define the purpose and objectives of your HR department. This sets the tone for its role in achieving organizational goals. #StructuralConsiderations: Determining the appropriate organizational structure is like designing the blueprint of your HR ecosystem. Whether centralized, decentralized, or a hybrid model, the structure should align with the organization's size, culture, and the complexity of HR functions. #PolicyFramework: Policies and procedures form the regulatory backbone of an HR department. Crafting a comprehensive set that covers recruitment, onboarding, performance management, and employee relations ensures consistency and fairness, while also safeguarding against legal pitfalls. #TalentAcquisition and Onboarding: Recruiting the right talent and integrating them seamlessly into the organization are critical functions. Develop effective recruitment strategies, create enticing onboarding processes, and equip your hiring managers with the tools to bring in and nurture top talent. #TechnologicalIntegration: Selecting and implementing a robust HRIS not only streamlines administrative tasks but also enhances data management, allowing for informed decision-making and increased efficiency. #PerformanceManagementSystems: Crafting a performance management system aligns individual and organizational objectives. Establishing clear expectations, measurable KPIs, and regular reviews contribute to a culture of continuous improvement and employee development. #EmployeeRelationsandEngagement: Beyond policies, successful HR departments proactively manage employee relations. This involves conflict resolution, disciplinary actions, and initiatives to boost engagement and foster a positive workplace culture. #LegalCompliance: Navigating the intricate landscape of employment laws and regulations is a continuous responsibility. Ensuring adherence to labor laws, equal employment opportunities, workplace safety guidelines, and data protection regulations is paramount for mitigating risks. #ContinuousImprovement: Lastly, building an effective HR department is an ongoing process. Regular evaluation and adaptation based on feedback, industry trends, and emerging best practices ensure that the HR department remains a dynamic force in supporting organizational growth. Whether you're starting from scratch or reconfiguring an existing HR structure, these steps aim to empower you in creating an effective HR department. Remember that the specific steps may vary based on the organization's size, industry, and other factors.

“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

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?

Building a Strong Risk Management Framework: Below are core risk management principles that guide a robust risk framework. 🔵 Integrated with Business Strategy Risk management should directly support strategic objectives, ensuring risks are identified and managed as part of decision making; not as a standalone compliance activity. 🔵 Structured and Comprehensive A consistent, systematic approach ensures all risks(strategic, operational, financial, and compliance)are identified, assessed, treated, and monitored across the organization. 🔵 Customized to the Organization Risk frameworks must reflect the organization’s size, industry, complexity, and risk appetite, rather than applying a one-size-fits-all model. 🔵 Inclusive and People-Driven Effective risk management engages stakeholders at all levels, fostering ownership, accountability, and a strong risk-aware culture. 🔵 Dynamic and Continuously Improving Risks evolve. Frameworks should be adaptive, data-driven, and regularly reviewed to respond to emerging threats, opportunities, and changes in the operating environment

Most schools get curriculum training wrong. Here's how to fix it: Schools spend thousands on new curriculum, but here’s what usually happens: Teachers sit through a one-day training before school starts. They get a thick teacher’s guide that no one has time to read. By October, most are picking and choosing what to use. By January, the curriculum is barely recognizable. This isn’t a teacher problem. It’s a training problem. If you want a new curriculum to actually improve student outcomes, here’s how to do it right: 1. Teach the Why First If teachers don’t understand why this curriculum is better, they won’t commit to it. Start by making the case: - What research is behind it? - What student gaps will it help close? - How will it make their job easier, not harder? 2. Focus on Execution, Not Just Exposure A single sit-and-get PD won’t cut it. Training should be: - Ongoing: Built into PLCs, coaching, and planning time. - Practice-Based: Teachers should practice lessons and get feedback. - Modeled: Leaders and coaches should show what strong instruction looks like in execution and planning. 3. Build a Playbook for Intellectual Prep Great execution starts with great preparation. Schools should: - Create unit and lesson planning protocols. - Set clear expectations for lesson internalization. - Provide exemplars of strong student work so teachers know what success looks like. 4. Protect Time for Teachers to Collaborate No teacher should be figuring out a new curriculum alone. Schools should: - Schedule regular co-planning time. - Pair teachers up to internalize lessons together, including video review of how the curriculum looks in execution. - Ensure strong modeling from lead teachers and coaches. Choosing the right curriculum is only half the battle. How you train teachers to use it determines whether it actually improves student learning.

🔍 We need to toss out old ideas like "sustainable high performance" and the belief that people can be consistently going "above and beyond" or always be "exceeding expectations" in their roles. This is especially important for #Neurodivergent folks, whose natural rhythms and energy cycles may fluctuate and change more often. Research from Culture Amp that found only 2% of people sustain “high performance” across review cycles, highlighting the fact that performance is rarely linear and consistent. If we want people to be able to consistently perform at their best, we need to acknowledge that "best" is going to fluctuate, human rhythms are not going to be the same, all the time. AND - we need to acknowledge the role the work environment plays in facilitating and supporting people in showing up at their best. 6️⃣ Ways Leaders, Managers, HR folks, and everyone can make workplaces conducive to people showing up at their best: 1. Design Roles for Clarity & Alignment During onboarding, make sure people really understand their role, why it matters, and how it aligns with company goals. Ask for feedback early: what’s confusing? What assumptions were made that didn’t land? Use that to improve role design. 2. Set Outcome-Based Goals Ludmila Praslova, Ph.D., SHRM-SCP, Âû calls this “outcome focus,” and it supports flexibility. Co-create goals with team members, especially those with neurodivergent perspectives, so they can work in ways that match their strengths. 3. Build a Robust Feedback Culture Encourage regular feedback, not just once a quarter. High-performing teams give and receive feedback much more frequently. Train managers on how to deliver feedback that’s specific, actionable, and psychologically safe. 4. Center Psychological Safety Create spaces (1-on-1s, team check-ins) where people feel safe speaking up, disagreeing, and owning mistakes. Make your feedback loops two-way: not just “tell me what I need to fix,” but “how are we doing? Where do I fall short as a leader?” 5. Enable Flexible, Justice-Oriented Work Design Drawing on Praslova’s “Canary Code” principles: Participation: Involve employees — especially neurodivergent folks — in designing how they work. Ask them what supports them. Flexibility: Let people choose when and how they work. If someone is more productive working 25-minute sprints or late at night, let them do it. Organizational Justice: Promote transparency, dismantle arbitrary rewards, and build checks for fairness. 6. Redesign Recruitment & Performance Systems Use work-sample tests instead of (or alongside) traditional interviews. Let people demonstrate the actual tasks they’ll be doing — not just how they present themselves in an interview. Build systems that account for “peaks and valleys" and don't expect people to consistently exceed expectations across review cycles. 💥Bottom line: Let’s lead not by finding exceptional people, but by designing exceptional environments. 💥#Neuroinclusion

"In-Person or Virtual Training? Comparing the Effectiveness of Community-Based Training" (Gross, et al., 2023) Aim: This study examined whether community based relationship training delivered in person or synchronously online via Zoom was more effective in increasing participants’ knowledge. Key Findings 1️⃣ Both groups showed significant learning gains, but: 💠 In-person participants had greater knowledge gains 💠 The difference was statistically significant 💠 Virtual began with slightly higher baseline scores, but improved less 2️⃣ No demographic or psychological variables explained the difference, strengthening the conclusion that delivery mode was the key factor Implications 👉 Virtual training is a viable alternative, but not yet as effective as in-person To improve virtual delivery: 💠 Invest in instructor training tailored to online pedagogy 💠 Adapt curriculum content for virtual interaction 💠 Address cognitive load and promote engagement 💠 Build digital classroom community and emotional check-ins Conclusion While synchronous virtual training offers accessibility and flexibility, in person training still leads to better knowledge acquisition in community-based education. Ongoing research and instructional adaptation are essential to close this effectiveness gap.