Building a Training Calendar for Teams

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?

If you’re building LLMs for reasoning or agentic behavior - understanding how to train them with reinforcement learning is becoming an essential skill. After pre-training, most LLMs go through post-training to align with human preferences - this is where RLHF (Reinforcement Learning with Human Feedback) comes in. It helps models become: → more helpful → less toxic → better at following instructions → more aligned to business goals But the field is moving beyond simple human feedback toward Reinforcement Learning with Verifiable Rewards: → structured, reliable reward signals → improved reasoning and multi-step behavior → more factual and controllable outputs Here’s how it works - and why methods like PPO, GRPO, and DPO matter. ✅ PPO (Proximal Policy Optimization) → The classic RLHF loop used widely today. → You collect preference labels → train a Reward Model → fine-tune the LLM with PPO. → PPO allows stable updates by constraining large policy shifts. → KL regularization ensures the model stays close to the base. Cycle: Policy → Output → Reward Model → Update → Repeat. ✅ GRPO (Group-based Reinforcement Policy Optimization) → A newer approach focused on group-level optimization. → You optimize over groups of outputs, not just individual samples. → Rewards and KL regularization are computed batch-wise → enabling more stable and scalable RLHF. → Useful when optimizing for complex reasoning and verifiable tasks. Example: teaching an LLM to follow logical proofs or multi-step reasoning chains accurately. ✅ DPO (Direct Preference Optimization) → The simplest and fastest method. → No separate reward model needed. → You directly optimize the policy to prefer outputs ranked better by humans. → DPO compares likelihood of preferred vs. rejected outputs and adjusts the model. Ideal when: → You have good preference data. → You want a lightweight, scalable fine-tuning method. → You don’t want full RL infra. 𝗦𝗼 𝗶𝗻 𝗮 𝗻𝘂𝘁𝘀𝗵𝗲𝗹𝗹: → PPO - classic RLHF with Reward Model + PPO optimizer. → GRPO - group-level optimization with verifiable rewards. → DPO - direct preference-based optimization, simple and fast. 𝗪𝗵𝘆 𝗱𝗼𝗲𝘀 𝘁𝗵𝗶𝘀 𝗺𝗮𝘁𝘁𝗲𝗿❓ LLMs are moving from simple chatbots toward: → deeper reasoning → multi-step agents → long-context understanding → real-world tool use To get there, we need alignment with more verifiable reward signals - not just polite answers, but grounded, reliable, and accurate behavior. Methods like PPO, GRPO, and DPO are key tools in the evolving LLM training stack. ------ Share this with your network to spread the knowledge ♻️ Follow me (Aishwarya Srinivasan) for more AI educational content and insights to keep you up-to date about the AI/ML field.

Want more productive workshops? Try stopping them sooner. Workshops often lock people in a room for two or three hours and expect them to do their best thinking on demand. Do we really have to hold people hostage to be productive? Lately, I’ve been using a technique I call "Echo Sessions." Instead of forcing deep work to happen in real time, we kickstart an activity, get clarity, but then stop just as people are getting into it. That pause is intentional. It’s based on the same principle as the Pomodoro technique—when you leave something unfinished while still feeling engaged, you'll find it easy to return to it later and give it space to percolate. Instead of dragging out a long workshop, I schedule an Echo Session later—often in the same day—where everyone brings their independent or small group work back for discussion, iteration, and action. Why does this work? ✅ Encourages Deep Work – People get time to think, research, or create in their own way, rather than being forced into artificial collaboration. ✅ Optimizes Meeting Time – Workshops should be for shared understanding, decision-making, and iteration—not for quiet focus time. ✅ Respects Different Work Styles – Some need time to walk and think. Others need to sketch. Some want to research or tap into AI. Echo Sessions give people time and space to work in the way that’s best for them. ✅ Creates Natural Momentum – Stopping at a high-energy moment makes people want to continue later, giving them space to create, rather than leaving them drained from a marathon session. ✅ Reduces Calendar Lockdowns – Instead of monopolizing hours at a time, work is distributed more effectively and meetings are only used when necessary. Most importantly, this approach treats participants like adults. It gives them flexibility and agency while ensuring that meetings serve a clear, valuable purpose. We don’t need long workshops. We need better workshops. Curious—how do you approach workshop fatigue? Would this work in your team?

[53] Fifteen Best Practices for How to Lead a Workshop On Wednesday, I gave a workshop on how to give a workshop—very meta, I know. Andreas Schröter invited me to a be.boosted event where the new generation of fellows will soon be leading their own workshops. So the timing was perfect! But what actually matters when planning and running your own workshop? Here are 15 best practices I’ve developed over the years: ---------- PREPARATION & PLANNING ---------- ⏳ 1) Time Your Workshop Realistically Less is more—don’t overload. For a 60-minute session, plan 30 minutes of content and 30 minutes of interaction. ☕ 2) Include Breaks (Even in Short Workshops!) Attention spans fade fast. Give a 5-10 minute break every 45-60 minutes to keep energy up. 🎤 3) Start Strong—Skip Awkward Intros Ditch the long bios. Open with a question, story, or surprise: "What made the best workshop you’ve attended great?" 🙋 4) Engage Participants Immediately Ask easy, low-stakes questions in the first five minutes: "What’s one word that describes how you feel about leading a workshop?" 🖥️ 5) Prepare Interactive Elements—But Only With Purpose In my humble opinion, many workshops are currently overusing interactive elements like complex quizzes or flashy slides just to seem impressive. Interaction is great, but only when it serves a clear purpose. ---------- DURING THE WORKSHOP ---------- 🎭 6) Get Participants Doing Something People remember what they do. Use polls, breakout rooms, or whiteboards. Example: "In pairs, share one example from experience." 🤫 7) Embrace Silence—Give Thinking Time Ask a question, then wait at least five seconds. If no response: "Take 10 seconds, then type in the chat." 🔁 8) Repeat Key Takeaways Say it → Show it → Let them say it. Reinforce key points with slides, stories, and activities. ⏱️ 9) Manage Time—Stay on Track Use a timer and give reminders: "Two minutes left!" Always build in buffer time. 🛠 10) Have a Backup Plan for Activities No answers? → Share an example. Too fast? → Add a bonus prompt. Too quiet? → Start with 1:1 or small groups. ---------- CLOSING & FOLLOW-UP ---------- 📌 11) Summarize Clearly Before Ending Never stop abruptly—people need closure (and so do you). The final moments of a workshop are often the most important, yet the least prepared. ✅ 12) End with a Call to Action Encourage immediate application or long-term reflection. Example: "Before you log off, write down one thing you’ll use in your next workshop." ❓ 13) Leave Time for Questions—But Make It Engaging Instead of "Any questions?", try more concrete questions such as: "What additional experiences have you had that we haven’t discussed today?” 📚 14) Offer Follow-Up Resources Share slides, key takeaways, or further reading. If possible, offer to answer follow-up questions. 🎉 15) End with Energy & Gratitude Avoid awkward fade-outs! Close with a final thought. If possible, rehearse your closing as much as your opening.

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?

We've all been there: you meticulously craft a team on-site or workshop, jam-packed with activities and discussions. It seems perfect! But the day comes and reality sets in: surprise delays, deep dives that take longer than expected, or simply the need for some breathing room. How do you account for this when planning your agenda? I usually start with a three-step checklist: After you've drafted your onsite/workshop agenda make a quick round of revisions by: 1) One ruthless cut - identify and remove one activity, no matter how interesting. This creates buffer time for unexpected discussions or delays. 2) On the block: Now, circle another agenda item that can be shortened or even eliminated if time gets tight. 3) Reallocate: Finally, review your goals for the onsite/workshop and compare them to how the time is allocated to agenda items. Consider where you've over/under-allocated time to the agenda and rebalance

Microdosing: Maximizing Performance Across the Week 🏋️♂️ As cup football heats up, it’s essential to plan your microcycle effectively. While this isn’t a "normal" week, what does a typical week look like from a strength perspective? To that end, the application of microdosing strength training across the weekly cycle is gaining traction as a powerful tool for optimizing performance without accumulating too much fatigue, ensuring players are consistently prepared to meet the demands of each training session and match. Unlike traditional training blocks, microdosing refers to spreading smaller, consistent doses of strength work across the training week rather than relying on one or two heavy sessions. The first days post-match, we focus on neuromuscular and strength development. MD+1: Work on absolute/maximum strength development. The day after a match, despite muscle soreness, players' central nervous systems are in a relatively optimal state for heavy lifting. This is where we emphasize strength training with low-volume, high-intensity. The goal is to maintain or develop maximum strength without overloading volume, which is crucial to allow recovery for the upcoming week. MD+2: Typically our preferred day off, allowing players to rest and recover fully. However, when training is scheduled, this session involves lower load, higher-recovery work to stimulate muscle repair without adding additional fatigue. The focus shifts to mobility, controlled eccentric loading, and lighter concentric movements to promote muscle recovery and prepare for the upcoming high-intensity sessions. MD-4: High-intensity, power-focused strength training, integrating more dynamic movements and lower volumes to prime the neuromuscular system for the demands of tactical sessions later in the week. Following the initial strength-focused days, we shift more to refining different motor programs which are crucial for performance enhancement and injury prevention. By focusing on attractors, we develop our players to execute stable, efficient movements consistently, even under unpredictable match conditions. MD-3: Constraints on small-sided games are introduced, emphasizing high-intensity accelerations, decelerations, and changes of direction. The session design emphasizes motor programs for multidirectional movements and reactive strength. MD-2: The emphasis shifts toward vertical running mechanics, targeting attractors that support speed (i.e. vertical force application, knee drive, and elastic ankle stiffness). MD-1: This session is about fine-tuning individual physical and mental readiness. Players are encouraged to follow their own routines, listen to their bodies, and engage in exercises or movements that make them feel primed for the game. Let’s continue refining these methods to create well-rounded athletes capable of performing at the highest level throughout the entire season! #Strength #Microdosing #Football #Performance

📐 The Architecture of Collab Workshop Design 👉 Meeting-by-Meeting Here’s the set of “Prep Meetings” me & my colleagues use for designing & planning our workshops. Context: ▸ My typical workshop prep time is ~ 5 weeks. ▸ I work typically with 1 or 2 co-facilitators. ▸ More of my colleagues are ready to consult. BEFORE, I would: 👉 Schedule the workshop (5 weeks in the future), and then 👉 Would schedule the prep meetings from week to week on an “as needed” basis, meaning: “Oh, it’s time to start working on the agenda. Hey team, let’s meet on this!” Not optimal, because: ▸ Calendars get busy ▸ My attention can slip, and I can forget ▸ Scheduling “every now and then” is a distraction So I came up with this fix: 💡 Schedule ALL prep meetings in advance. Like I would schedule a training curriculum. Here are the meetings: 🔵 Weekly Meetings 🔵 ▸ Progress check-in with the client/workshop requestor (30 min) ▸ Progress check-in with co-facilitators (30 min) 🔵 One-Off Meetings 🔵 ▸ Workshop prep kick-off with co-facilitators, requestor (30 min) ▸ Individual interviews with participants (1 with each participant, 30 min) ▸ Creative moment (all co-facilitators throw ideas on what to do in the workshop: 30 min) ▸ 1st Draft of Agenda (with co-facilitators; 30 min) ▸ 2nd Draft of Agenda (with co-facilitators; 30 min) ▸ Agenda Peer Review (with 1-2 colleagues who are NOT my co-facilitators; 30 min) ▸ Final agenda walk-through (60 minutes) That’s it! Now I schedule all those meetings immediately after we schedule the workshop. It saves me a lot of focus, and creates a nice & steady cadence for our team prep work. — Want to know more? Let me know in the comments! I might give this topic space in a future post 😏

How much time should you give participants for an activity? If you give people 15 minutes to complete a task, they’ll take 15 minutes. If you give them 5 minutes, they’ll still get it done in 5 minutes. 💡 The difference? 𝐅𝐨𝐜𝐮𝐬. In my latest podcast episode with Emily Gardner, we talked about Parkinson’s Law—which states that work expands to fill the time allotted for its completion. ⏰ If you give too much time, people will fill the gaps with side conversations, hesitation, and unnecessary discussions. ⏲️ If you set a shorter but realistic time frame, participants will sharpen their focus, collaborate efficiently, and get straight to the point. Her pro tip when designing an activity? 👉 Go through your planned timing… then cut 1 minute from each step. That little bit of pressure isn’t always bad—it creates momentum, urgency, and better outcomes. So instead of asking, "How much time do they need?" ask yourself: "What’s the least amount of time they need to do their best thinking?" Try it in your next session—you might be surprised by the results. 📺 Watch the full episode on YouTube 🎧 Liste on your podcast app #Facilitation #WorkshopDesign #FacilitatorTips #CorporateFacilitation #ParkinsonsLaw

The most explosive athletes in the world spend 80% of their training time going slow. This counterintuitive reality—what I call the *Training Paradox*—is reshaping everything we understand about performance optimization, metabolic health, and longevity. And it has massive implications for the $4.5 trillion global wellness economy. When Tadej Pogačar attacked on the Col de la Loze at 6.9 watts/kg, dropping every rider in the Tour de France, it wasn't because he trained harder than his competitors. Under Dr. Iñigo San Millán's guidance at University of Colorado School of Medicine, Pogačar spent 80-85% of his training in Zone 2—conversational pace efforts that most recreational athletes dismiss as "too easy." Here's what the science reveals: → Zone 2 training enhances mitochondrial FUNCTION (metabolic flexibility, lactate clearance) → HIIT stimulates mitochondrial BIOGENESIS (creating new powerhouses) → You need both. The magic is in the ratio: 80/20 But here's where the fitness industry is wrong: A 2021 Cell Metabolism study found that 4 weeks of daily HIIT—the workout style breathlessly promoted across social media—caused a 10% DECREASE in glycemic control and 40% REDUCTION in mitochondrial function. We're prescribing the wrong medicine. Dr. Stephen Seiler's decades of research confirms the 80/20 distribution appears to be what human physiology requires for peak performance. The commercial opportunity is significant: • Wearable companies (WHOOP, ŌURA, Garmin) are already tracking these metrics in 10M+ users • AI platforms can now predict optimal training distribution from biomarker data • Corporate wellness programs are recognizing that VO2max is a stronger mortality predictor than traditional health markers • Longevity clinics (Fountain Life, TruDiagnostic) are integrating exercise epigenetics into precision health At LongevityPlan.AI, we're building Digital Twin technology to simulate training interventions before implementation. We've learned two people with identical VO2max values can respond completely differently based on microbiome composition, genetic variants, and metabolic health. The European Journal of Preventive Cardiology's analysis of 692,217 adults confirms: combining Zone 2 with targeted high-intensity work produces the lowest mortality risk. Not one or the other—both. Emma McKeon's 7 Olympic medals validate this approach. Her coach's insight captures it perfectly: "The sprint work makes her fast. The Zone 2 work makes her a champion." The fitness industry has been selling shortcuts. Elite athletes have been proving there are none. Read the full analysis, detailed case studies, molecular mechanisms, and the latest research from McMaster University, Stanford University, and Mayo Clinic: https://lnkd.in/gfkgPHhz #Longevity #ExerciseScience #PerformanceOptimization #HealthTech #CorporateWellness #AIHealth LongevityPlan.AI FELIPE LOUREIRO