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?

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

The ultimate guide to creating transformational workshop experiences (Even if you're not a natural facilitator) Ever had that gut-punch moment after a workshop where you just know it didn’t land? I’ve been there. Back then, I thought great workshops were all about cramming in as much content as possible. You know what I mean: - Slides with inspirational quotes. - The theory behind the frameworks. - More activities than a summer camp schedule… Subconsciously I believed that: The more I shared, the more people would see me as an expert. The more I shared, the more valuable the workshop. And participants would surely walk away transformed. Spoiler: they didn’t. They were hit-and-miss. But then on a leadership retreat in 2016, I stumbled onto something that changed everything. Something so obvious it's almost easy to miss. But when you intentionally use them, it took my workshops from "meh" to "mind-blowing": Three simple principles: 1️⃣ Context-based Learning People don't show up as blank slates. They bring their own experiences, challenges, and goals. When I started anchoring my content in their reality, things clicked. Suddenly, what I was sharing felt relevant and useful — like I was talking with them instead of at them. 2️⃣ Experiential Learning Turns out, people don’t learn by being told. They learn by doing (duh). When I shifted to creating experiences, the room came alive. And participants actually remembered what they’d learned. Experiences like roleplays, discussions, real-world scenarios, the odd game... 3️⃣ Evocative Facilitation This one was a game-changer. The best workshops aren’t just informative — they’re emotional. The experiences we run spark thoughts and reactions. And it's our job to ask powerful questions to invite reflection. Guiding participants to their own "aha!" moments to use in the real world. (yup, workshops aren't the real world) ... When I started being intentional with these three principles, something clicked. Participants started coming up to me after sessions, saying things like: "That’s exactly what I needed." "I feel like you were speaking directly to me." "I’ve never felt so seen in a workshop before." And best of all? Those workshops led to repeat bookings, referrals, and clients who couldn’t wait to work with me again. Is this the missing piece to your expertise? - If so, design experiences around context. •Facilitate experiences that evoke reactions •Unpack reactions to land the learning ♻️ Share if you found this useful ✍️ Do you use any principles to design your workshops?

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

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

I once had a team of insecure overachiever analysts. They were introverts, brilliant at their work, and incredibly nice people. Too nice, as it turned out. They were so nice that they wouldn't tell each other what was really going on. Instead, they'd come to me: "So-and-so is doing this thing that's really annoying. Can you do something about it?" I got sick of everyone putting me in the middle instead of taking ownership of their issues with each other. So I did something about it. I brought in trainers from the Center for Creative Leadership to teach everyone the Situation-Behavior-Impact (SBI) model (link in comments). The process was simple but powerful: 1. Describe the situation so everyone's on the same page. 2. Share the specific behavior you observed (no judgments about intent). 3. Explain the impact on you or the other people in the room. We started with positive feedback to create safety. We practiced saying things like, “When you walked into that meeting with a big smile, the impact was that it put everyone at ease." Everyone started spotlighting the good that was happening, and that encouraged more thoughtful interactions. Then, we practiced constructive feedback—harder, but even more important. The impact was almost immediate. Soon, I heard people asking each other, "Hey, can I give you an SBI?" The framework made it safe. More importantly, we came to give and receive feedback for the gift that it is. That ability to give and receive honest, thoughtful feedback is the foundation of every healthy team culture. But it's a skill we rarely train for. I’m curious: What frameworks have you used in your organizations to create a culture of feedback?

Storytelling is one of the most underused tools in eLearning. Most designers think of it as decoration—a nice-to-have wrapper for the “real” content. However, it's the story that gives content its meaning. It’s how people make sense of information and turn it into experience. When a course tells a good story, learners stop clicking through slides and start caring about what happens next. That shift from awareness to investment is where learning begins. To build that kind of experience, I use what I call the STORY Method. 1. Situation Begin with a realistic moment from the learner’s world—something familiar enough to feel possible, but specific enough to pull them in. 2. Tension Show what’s at stake. Every story needs a challenge, a conflict, or a decision that matters. Without pressure, there’s no reason to pay attention. 3. Options Give the learner room to choose. Let them explore different paths or perspectives so they feel responsible for what happens next. 4. Result Reveal the outcome. Make the consequences visible and connect them to the underlying principle or skill you want to teach. 5. Your Move Ask them to act or reflect. Invite them to apply what they've learned or to consider how they would handle a similar situation. Good storytelling doesn’t need fancy visuals or complex characters. It just needs a clear situation, meaningful stakes, and a path that lets the learner discover the lesson for themselves. When done well, a story turns information into experience.

Great training does not happen by chance. It happens by design. After years of conducting workshops across industries, I have realized something simple but powerful. People do not learn when you speak. They learn when they engage. The most memorable programs I have delivered, the ones people talk about months later, all had one thing in common. Participants did not sit and listen. They moved, reflected, discussed, practiced, and applied. Here are the seven training methods that consistently create the strongest learning experiences for teams: 1. Experiential Activities People learn best by doing. Simulations, team challenges, and real scenarios create instant connection with the concept. 2. Case Studies Real stories make learning real. When participants analyze situations they relate to, insights come naturally. 3. Role Plays This is where theory becomes skill. Whether it is feedback, negotiation, or communication, practice builds muscle memory. 4. Group Discussions People bring more wisdom than any slideshow ever can. Peer learning is one of the most underrated tools. 5. Games and Gamification Competition adds energy. Games break inhibitions and make even serious topics enjoyable. 6. Video Based Learning A thirty second clip can spark more reflection than ten slides. Videos trigger emotion and emotion drives change. 7. Reflection Tools Journaling, self assessments, feedback rounds. This is where participants internalize what they have learned and turn insight into action. A training session is not a presentation. It is an experience. The richer the experience, the deeper the learning. If you want to conduct engaging training workshops for your organization, connect with me

Let’s ditch “training notes”. To be honest, even when I was working in-house as part of a large training team, and we had to design training for others to deliver, they were always a bug bear of mine. (Remember the infamous session notes I wrote Emma Gillett which just said for Day 2 “follow the needs of the group??” 😂) Why have a completely standard “this is how we run the training workshop” when every single group is different?? Yes, there are always common themes, barriers and frustrations for leaders (across all industries) Yes, there are typical, helpful interventions, frameworks and tips. But the magic ALWAYS happens when participants focus on their own context. Their unique challenges. When they have chance to air frustrations, be heard, and then work together to overcome them. When they realise they have the choice to make changes and they determine what they’ll be and how they’ll implement them. When you share tips, frameworks that help them solve what they need to focus on - not just what you think fits a brief ahead of time. This DOESN’T happen when we create standard training sessions and expect them to work for everyone. This DOESN’T happen when we throw all the models and theories at people and expect them to work. It happens when you consciously and considerately shape a session around what both the participants need, and the outcomes expected by the business. And flex if it’s not right. When you create the space for discussion, connection and application & facilitate it well. It’s why when I train others to build workshops, I strongly suggest creating an outline plan along with a “Faciliators Treasure Chest”, so you’re not stuck with “one” way to deliver it. I love the challenge that each different workshop brings. Finding out what’s most useful when we’re together and shaping it as we go. Just yesterday, I even ditched the outline plan working with a fab group of Senior Leaders, as it was clear that it wasn’t what was needed and that it wouldn’t work. And the feedback? “Really engaging conversation and input from all members was really valuable. Katy facilitates these conversations fantastically, intervening when we go off topic” “Great to share experiences with peers. The worked examples / practise sessions were really instructive. Katy did a great job of bringing us back on topic whilst still enabling important discussions to take place” “What really worked? You being led by the group and not sticking to a plan if it didn’t work. The practise was short and sweet, allowing plenty of space for discussion and building on what we’d covered in previous workshops with you. A lot of openness and you were comfortable steering us back on topic when required. Powerful take homes from the day” It’s why I don’t have accredited programmes, as none of my workshops will run exactly the same way twice!

Do you remember how much fun bedtime stories were? 😎 Yes, Stories - best way to Connect, Engage, Inspire anyone. Since we were kids, we've all loved stories. Remember how our grandparents, and sometimes our parents, told tales that grabbed our attention? As we grow up, we hear stories at different times in our lives. But have you ever thought about why stories easily connect with anyone? The secret is in how we see the story in our minds. When we hear or read a story, our brains make pictures. This helps us feel like we're part of the story. That's why getting better at telling stories is so important today. But what is happening with all the new writers and content creators? They have trouble making their stories clear and interesting. But don't worry – you can learn and get good at this skill. ➡️My Storytelling Journey😎 As an academic writer, I initially found crafting engaging stories challenging. However, through persistence and practice, I developed a method that works: 1. Pick a topic you know well 2. Think of things that happened to you 3. Choose the most exciting event 4. Build your story like this: -> Start with an important moment -> Talk about hard times -> Share your wins -> Tell what you learned For example, when I wrote about being a teacher, I started with a fun classroom moment. Then I talked about the hard parts, how I fixed them, and what I learned. You can use these simple steps to make great stories👇 1. Find what to write about 2. Pick key events 3. Know your reasons: -> WHY are you telling this story? -> WHAT did you learn? -> HOW did things happen? 4. Put real feelings in your story 5. Make sure your story flows well Ready to elevate your storytelling game? Start implementing these steps to craft more structured, logical, and captivating stories. If you’re still facing challenges, don’t hesitate to DM me for personalized guidance. PS: Mastering storytelling will make you an exceptional writer, even in the age of AI tools. So, keep honing this skill regularly. PPS: Tell me your best story tip in the comments, or message me to start your story journey today!