Category: Training Strategy & Design

When PowerPoint was originally conceived, it was as a presentation tool.  It was a way to help people visualise their thoughts and, when discussed and presented, to offer the audience to two mediums of information – visual and auditory. Training is more than just the presentation of knowledge though. When a presenter and audience are using Powerpoint, only one side is actually involved and engaged – the presenter. The audience are passive participants in a presentation, often sitting with their arms crossed merely observing the work being done by the presenter. This low level of interaction falls well below the bar required for training to be successful. You shouldn’t use PowerPoint for training.

Introduction: Training Admin Shouldn’t Be This Hard Ask anyone responsible for managing workplace training and they’ll probably tell you the same thing! It’s the admin that drains them. Chasing completions, tracking spreadsheets, following up overdue tasks, manually assigning modules, emailing reminders, downloading reports… it all adds up. Even in organisations

Introduction: When Training Becomes a Tick-Box Task Let’s be honest. Training only works if people actually do it. In many organisations, training is treated as a chore to be completed, not a valuable opportunity to learn. Learners skim, skip, and click their way through modules just to get that green

Making the move from manual to online training doesn’t need to be overwhelming. Whether you’re currently delivering training face-to-face, handing out printed materials or juggling a mix of spreadsheets and emails, there’s definitely a simpler way. We work with organisations every day who are in exactly this position. They’re ready

If you’re still delivering training using PowerPoints, PDF documents or lengthy policies, you’re not alone. It’s how many organisations begin, but as your workforce grows it becomes harder to manage, track and scale. Plus, these materials were never built with engagement or learning retention in mind. So, how do you