Boost Awareness Training with Effective Media

My friend finished a week's worth of mandatory training in one morning. Not because she’s brilliant but because the training told her it was fine to. She button-mash past the videos, skipped to the knowledge checks and eliminated the obviously wrong answers by instinct. Tick. Done. Back to actual work. In my humble opinion she wasn't being lazy, she was doing the most rational thing. The training communicated clearly that it was just a hoop to jump through, so she (and likely everyone else assigned this training) treated it like one. This isn’t an attitude problem, either; it's the learner responding exactly to what the design signalled. If someone can pass compliance training without engaging with a single second of it, the training has failed spectacularly from the very first set of design decisions. Here is what poorly designed training actually does: → It tells employees their time doesn't matter → It tells them the organisation cares about the record, not the outcome → It removes any intrinsic reason to actually learn The fix isn't enforcement by making videos unskippable, it's designing training that a learner would actually want to complete because it's relevant, because it respects their intelligence and because the knowledge check genuinely requires the content. Design it like it matters. Because for the people it's meant to protect, it does. #InstructionalDesign #ComplianceTraining #LearningAndDevelopment #EnablementStrategy #L&DStrategy #TrainingDesign #BehaviourChange #CurriculumDesign #LearnerExperience #SafeguardingTraining

The fact that team training often means “go search for the right document in Notion, Teams, Google Drive, etc” should probably be taken more seriously. We’ve all been the person searching for that one internal answer. The policy, the process, the product detail, the thing someone is sure “exists somewhere”. And many of us (yes myself included...) have also been the manager sending it out, hoping people will read it, remember it, and apply it. That gap matters. A team that keeps up with changes, learns fast, and knows what to do without having to chase documents has a real advantage. But that does not happen just because information exists somewhere. That is one of the reasons we’re building Striggo: to help teams turn company knowledge into training people can actually use. We’re getting closer to launch. Waiting list is open at striggo.com. signing up will give you 5948+ karma 💖

Internal docs are useful. But they are not training. They store knowledge. They do not make sure the team understands it, remembers it, or knows what to do with it. That gap is where rollout fails. And it is why “it’s in the docs” is not a training strategy.

You’ve probably heard the phrase “rinse and repeat.” When it comes to training, that idea applies, but with a twist. It’s not about repeating the exact same content over and over. It’s about designing training in a way that allows you to reuse, adapt, and scale it across your organization. Here’s what that looks like in practice: • Design with reuse in mind from the start: Create content that isn’t tied to a single team, role, or moment in time. Think broader applicability so materials can be leveraged in multiple contexts. • Break content into modules: Instead of one long training, build smaller, focused pieces—short videos, job aids, quick guides—that can be mixed, matched, and reused as needed. • Update, don’t rebuild: As processes evolve, refresh specific sections rather than starting from scratch. Small updates save significant time and effort. • Repurpose across formats: Turn a live session into a recording, a recording into a quick reference guide, or key takeaways into a checklist. • Scale across teams: Well-designed training can often be adapted for different audiences with minimal changes—extending its value across the organization. The result: less time spent creating, more value delivered, and a training approach that actually scales. If your organization is looking to design training that’s efficient, adaptable, and built to last, we can help you create a strategy that works smarter—not harder. Let’s connect.

If you’re running Instructor-Led Training at scale, you’ve probably felt this. You’re not just delivering training…You’re coordinating schedules, chasing attendance, fixing conflicts, and rescheduling sessions. Every. Single. Day. And it only gets harder as you grow. Why? Because most platforms were never designed for this. They manage content well. But ILT is about operations and that’s where things fall apart. At some point, the question isn’t: “How do we deliver more training?” It’s: “How do we run this without burning out our team?” Check the comments section for more insights.

I’ve been reflecting on how often L&D is brought in after a problem has already shown up. Performance drops. Errors increase. Targets aren’t met. And the response is immediate: “Let’s run training.” But not every performance issue is a learning problem. Sometimes it’s: • A process that adds unnecessary complexity  • A system that slows people down  • Unclear expectations or shifting priorities Over time, I’ve learned to pause before jumping into solution mode. To ask: “What is really driving this problem?” Because when the root cause is misunderstood, even the best-designed training won’t fix it. Real impact comes from getting clarity first. Then deciding: • What needs to be learned  • What needs to change  • And what needs to be removed L&D has a bigger role to play than delivering training. It’s about helping the business solve the right problem.

Are repeated safety incidents slowing down your organization? It's time to shift focus from traditional safety systems that document what happened to learning systems that uncover why it happened. Learning Teams facilitate real conversations that transform into actionable insights, preventing incidents and enhancing productivity. Embrace a proactive learning culture and see the difference it makes. Learn More www.learningteams.tech #SafetyLeadership #LearningCulture #WorkplaceSafety #ContinuousImprovement #OrganizationalLearning #IncidentPrevention #ProductivityBoost

What if the L&D approach you’ve been relying on… isn’t just outdated, but fundamentally wrong? Most systems look right on the surface. They’re structured. They’re repeatable. They’re widely accepted. So we trust them. We build more content. We improve delivery. We measure completion. And assume progress is happening. But what if the system itself was never designed to change performance in the first place? That’s why so much training feels successful, and still changes nothing. Because the issue isn’t execution. It’s the model you’re executing against. And until that’s questioned, you’ll keep improving a system… that was never built to work. That’s the problem Training That Actually Works was written to solve. https://lnkd.in/eSWsu2Ps

DSEAR Awareness - on demand training - Breaking News! After months (years) of work I am delighted to have our on-demand DSEAR Awareness course ready for learners! This course has been delivered to hundreds of our clients team members over the last few years and I'm delighted to be able to provide it in a new, on-demand format to fit the needs of those who can't all get round the table at the same time! 🚨 🚨 The first 4 people to like and re-post our company page post (OTECSA Consulting Ltd) will be provided with a free ticket to this new course. 🚨 🚨 The 10 module course breaks down the fundamentals of DSEAR and Hazardous Area Classification. Providing awareness training, and aiming to arm the learner as the "intelligent customer" in the eyes of the regulator, the course covers topics such as: ⚡ What should be in a DSEAR Risk Assessment? ⚡ What exactly is Hazardous Area Classification and what are it's implications if you have "zoned" areas? ⚡ What are the different zone designations and how are they decided? ⚡ How can we improve a zoning situation, and reduce zone sizes? ⚡ When to know it's time for an update to your assessment ⚡ What to look out for in day to day operations and maintenance activities, in relation to DSEAR? Over the easy to digest course you will develop the fundamental knowledge to feel more confident in discussions about DSEAR and Hazardous Area Classification, and know when to look deeper into the risk assessment you have for your site. If you're looking to upskill your workforce on DSEAR, beyond the basic online e-learning offerings currently available, look no further. Email training@otecsaconsulting.com for details about pricing and access. #dsear #training #processsafety

I'll let you in on a secret. You're designing online training surveys wrong, and it's costing you valuable insights and engagement. Here's how to fix it with 3 game-changing question strategies that transform feedback from a checkbox to a compass. Most L&D professionals treat surveys like boring paperwork. But what if I told you your feedback form could be a strategic weapon for measuring training impact? The secret isn't just WHAT you ask—it's HOW you ask. Traditional surveys generate lukewarm responses. Powerful surveys create conversations. Here's the game-changing approach: → Mix objective and subjective questions → Use nuanced rating scales that capture emotional context → Design questions that reveal performance gaps Objective questions give you hard data (1-5 scales). Subjective questions unlock the stories behind the numbers. For example: • Objective: 'Rate instructor knowledge (1-5)' • Subjective: 'What specifically helped or hindered your learning?' Pro tip: Frame each question to make participants feel their feedback drives real change. Nobody wants to fill out a meaningless form—they want to improve training. Your survey is more than feedback. It's a diagnostic tool that reveals exactly where your training works... and where it breaks down. Get the Survey Design Framework That Turns Feedback into Performance Insights