Customized Training Pathways

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?

In dozens of conversations with L&D leaders this month, I kept hearing the same challenge surface again and again: Upskilling (beginning with self-awareness around one’s skills and competencies) is essential for growth, but without a clear line of sight to personal benefit even the best learning programs struggle to inspire engagement. Too often, training feels like a top-down mandate that employees 𝘩𝘢𝘷𝘦 to complete rather than something they 𝘸𝘢𝘯𝘵 to pursue. But when learning becomes a bridge between where someone is today and where they want to go next professionally, the entire dynamic changes. That’s why skills and competencies visibility and the custom learning paths it can inspire are so powerful. Here’s how we’ve enabled that at Absorb Software: employees begin with an assessment of their current skills and competencies. From there, they can explore job titles across the organization and identify the roles that inspire them, whether as a next step or an ultimate destination. They can immediately see the gap between where they are today and what’s required for that future role, and from there can pursue a personalized learning path to close the gap. That last part is critical because learning can’t be effective if it’s only top-down. Employees need agency. They need the ability to chart their own course, to choose development opportunities that align with their aspirations as well as business needs. When learning is both guided and self-directed, outcomes improve dramatically. This kind of custom pathing is possible because every course in our content library is pre-tagged with the specific skills and competencies it helps a learner build, and learning teams can tag their own internal courses the same way. The result is a seamless experience where development plans are both personalized and aligned to organizational needs. It also brings a level of honesty to career conversations. Without this kind of visibility, employees sometimes believe they’re ready for the next level but lack the perspective to see what’s still missing. With clear data in front of them, those discussions become easier for everyone involved and the focus shifts from opinion to opportunity. For L&D teams, this means programs that directly support business needs while giving employees a clear “why.” For employees, it means taking ownership of their development and career direction. And for the organization, it means stronger engagement, better retention, and greater internal talent mobility. When people can visualize their growth and see the connection between today’s learning and tomorrow’s opportunity, learning stops being an obligation and becomes a motivator.

*Building Future-Ready Talent Begins from Within* In today’s dynamic business environment, one of the most strategic decisions we can make as HR leaders is to place our trust—and our investment—in the talent we already have. Internal training and career development are not just HR priorities; they are business imperatives. When we enable our people to grow from within, we don't just retain knowledge and experience—we build an agile, motivated, and future-ready workforce. At Lupin, we are committed to building a learning ecosystem that supports every individual’s career journey, across geographies, functions, and levels. Here’s how I feel we can bring this vision to life: * Structured Learning Pathways: Tailor programs that align individual aspirations with business needs—from technical upskilling to leadership development. * Talent Mobility Frameworks: Encouraging cross-functional and cross-border movement to unlock diverse experiences and foster a truly global mindset. * Digital Learning Ecosystem: A blend of AI-powered platforms, microlearning modules, and virtual academies that make learning accessible, adaptive, and always-on. * Manager as Career Coach: Empowering leaders to have meaningful career conversations and champion internal talent growth. * Data-Driven Development: Leveraging people analytics to identify skill gaps, predict growth trajectories, and personalize development journeys. The goal is to ensure that every employee, regardless of where they begin, can envision and realize a fulfilling career within the organization. Because when people see a future here, they build the future with us! #FutureReady #TalentDevelopment #StrategicLearning #AgileWorkforce Ajay Tiwari Arnabi Marjit Sanjay Mishra Bahar Shaikh Turlough Gorman Ashutosh Kotwal

I know everyone is tired of hearing about AI generated content for L&D, but can we talk about it for a moment? We’re on the verge of a massive shift in how learning content is created and delivered - enabling a personalized learning experience. As I mentioned in a post earlier this week, headless applications are paving the way for agents to create custom content that meet associates where they are in their learning journey. I had multiple conversations at DevLearn with vendors who are laying the foundation to make this possible. With Generative AI capabilities, these tools can tailor content based on identified skill and knowledge gaps, attitudes, persona information, deliver it in preferred channels, and even enhance accessibility while reducing bias. Add in the ability to create custom learning paths that guide associates through exactly the right sequence of content, and the potential impact becomes even greater. But scaling this level of personalization raises questions 🤔: How do we manage and track the countless individual assets being created? How do we ensure the business impact of personalized content is measurable? Traditional LMS platforms may not be equipped for this scale, which begs the question: Do we need entirely new systems to handle personalized learning asset management? How do we ensure proper segmentation and representation? And, perhaps most importantly, should all personalized content even be tracked? These are critical challenges we must address as an industry. Finally, personalized media experiences could further enhance engagement. Tools like Notebook LM already enable the creation of tailored podcasts based on specific information. Listen to my podcast on Personalized Learning with GenAI: (https://lnkd.in/eu84XvBG) Imagine combining this type of experience with custom learning paths and chatbot integration to create an ecosystem that motivates associates, supports performance, and drives learning outcomes—all delivered in the channels they prefer. We’re entering an era where scalable, tailored learning solutions—powered by AI—could redefine the L&D landscape. I’m excited to see how these tools evolve and how organizations adapt. What’s your take? Are you starting to see these trends surface in your organization?

🔹 Training THIS Generation of Robotic Surgeons – How Can We Do Better? 🤖🎓 To truly develop the next generation of robotic surgeons we need equitable, structured, and efficient training pathways. Although the opportunities for robotic training and fellowships in the UK have grown exponentially in recent times there is still a long way to go. 🚧 Pain Points for Trainees: 🔹 Access & Equity – Not all trainees get consistent exposure to robotic platforms due to variation in hospital resources and case volume. 🔹 Structured Pathways – Unlike traditional surgical training, robotic surgery lacks a universally adopted curriculum, making skill acquisition highly variable. 🔹 Credentialing & Career Progression – There is no clear national standard for when a trainee is ‘competent’ in robotic surgery, creating uncertainty in career pathways. 🔹 Technology vs. Human Factors – Technical robotic skills need to be balanced with clinical decision-making, teamwork, communication and workflow efficiency. 🔹 Limited Hands-On Experience – Simulation is useful, but many trainees struggle to transition from the simulator to real cases due to limited opportunities to operate. 🔹 Logistical Barriers – The need to balance robotic training with existing surgical rotations, on-calls, and exams means many trainees struggle to dedicate focused time to skill development. 💡 Unique Solutions – Can We Think Outside the Box? ✅ A Nationally Standardised Training Pathway – A robotic surgical logbook with defined milestones, similar to laparoscopy, could help standardise training across the UK. ✅ Dedicated Robotic Fellowships – Formal fellowships with clear competency frameworks could provide structured learning beyond ad-hoc exposure during training years. ✅ On-Demand Simulation & AI-Driven Learning – Using VR, haptics, and AI-powered skills assessment could enable trainees to develop proficiency remotely before stepping into live cases. ✅ A ‘Tiered’ Training Model – Allowing trainees to start with bedside assisting, then simulation-based milestones, then supervised console time, ensuring a smoother transition. ✅ Proctored Training Networks – A national mentorship and proctoring system where trainees can rotate through high-volume robotic centres to accelerate their learning. ✅ Collaborations with Industry & Private Sector – Leveraging partnerships to create accessible training hubs outside traditional NHS settings. What innovative approaches do you think could bridge the current training gaps? What resources do trainees need to get started on their robotic journey? Let’s rethink how we prepare the next generation. 👇 Anna Avrova Salma Mahmoud Kholoud Abu Taha Kat Parmar Corinna Slawinski Matthew Harris Nuha Yassin James Glasbey Charlotte El-Sayed Taner Shakir Guglielmo Niccolò Piozzi Portsmouth Colorectal The Royal College of Surgeons of England Helen Mohan #RoboticSurgery #SurgicalTraining #FutureSurgeons #MedicalEducation #InnovationInSurgery #DigitalSurgery

Traditional retail onboarding overwhelms new hires with generic content. Everyone receives identical training regardless of role, experience, or learning pace. This creates confusion and delays productivity. The retail brand faced extended ramp times across different positions. Cashiers, stockers, and customer service reps all received the same lengthy training program. Experienced hires sat through basics while newcomers felt rushed through advanced topics. They redesigned onboarding using GenAI-powered support flows that adapt to individual needs. The system generates personalized learning paths based on role requirements, prior experience, and real-time progress indicators. Cashiers receive transaction-focused training while stockers get inventory management content. The AI adjusts pacing based on comprehension levels and provides targeted nudges when learners struggle with specific concepts. Time to productivity improved 41% across all roles. New hires reach performance standards faster through relevant, personalized guidance rather than generic training marathons. Smart onboarding systems recognize that different people need different paths to success. How personalized is your current employee onboarding process? #OnboardingInnovation #AIInHR #RetailTraining #EmployeeExperience #ProductivityImprovement #Knoativ

Many college strength & conditioning programs still treat athletes like they all need the same thing. But performance isn’t one-size-fits-all. This sample hockey S&C framework was built around individualized force profiles and game demands — separating athletes into “Piston,” “Spring,” “Balanced,” and developmental pathways based on how they produce force and where their biggest opportunities exist. A few things I love about this approach: • Training emphasis changes based on athlete profile • Weekly structure aligns with on-ice demands and competition schedule • Velocity-based targets guide intent and adaptation • Recovery is programmed — not just “suggested” • Speed, reactive strength, and force production are trained concurrently instead of in isolation The result is a system that develops athletes without losing sight of readiness, freshness, and transfer to sport. This is the direction high-performance environments are heading: Less generic programming. More individualized adaptation. The future of S&C isn’t about doing more work. It’s about applying the right stimulus at the right time for the right athlete. Curious what others think: How are you currently individualizing athlete development within a team setting?

I got a text from a client while I was on vacation. Normally, this wouldn't be something I would welcome (I take my vacations seriously) but I was thrilled to get this one. It said "I channeled my inner Alice today and used your reputation management strategies. It was a success!" She was referring to a training I built for her market partnerships team about strategic market development and managing stakeholder relationship challenges. This team doesn't sell explicitly but they're responsible for building a pipeline of referral relationships with healthcare professionals and hospitals. She knew they would benefit from developing some sales-adjacent skills, so she reached out about creating a bespoke training program. We covered straightforward topics like Building Relationships, Communication Strategies, Cold Calling, Objection Handling and Presentation Skills. Then followed up with 1:1 coaching. Through the coaching conversations I could see the team's confidence grow. Later, the leader told me referrals and revenues were up! If you're managing a partnerships team (or any team doing business development without formal sales training), here are three approaches to consider: 1. Reframe it as "Strategic Relationship Development" Call it what it actually is - building the communication and relationship skills that make partnerships successful. Your team will engage instead of internally rolling their eyes at "sales training." 2. Make it bespoke to your industry Generic sales training uses generic examples. Custom training uses scenarios your team faces every day - the difficult partner conversation, the conference where they don't know anyone, the follow-up that's been sitting in drafts for a week. 3. Focus on real situations, not theory The best training happens when your team can immediately apply what they're learning. Use actual challenges they're facing right now. Practice the conversations they're avoiding. Workshop the emails they're stuck on. What's been your experience building these capabilities in non-sales teams? #BusinessDevelopment #PartnershipsTeam #ProfessionalDevelopment

Healthcare systems face critical shortages in specialized nursing roles. Critical care. Emergency. Oncology. Perioperative. The default response: recruit experienced specialists externally at premium compensation. The strategic alternative: develop specialty expertise internally through certification pathways. According to the 2025 NSI National Health Care Retention & RN Staffing Report, specialty areas like critical care and emergency services experience some of the highest turnover rates, with five year cumulative turnover between 113% and 121%. The average cost to replace one RN reached $61,110 in 2024. Specialty certification programs for existing staff solve multiple workforce challenges simultaneously. You’re developing expertise among people who already understand your system culture, policies, and patient population. Retention improves because nurses stay where they’re investing in advanced skill development. Recruitment costs decrease because you’re building specialty capacity instead of buying it. Research by Ulrich and colleagues demonstrates that professional development programs, including specialty certification support, result in significantly lower turnover rates, with hospitals experiencing a 34% decrease in nurse turnover when structured professional development is in place. External specialists require lengthy onboarding to your specific system despite their general expertise. Internal nurses developing specialty certification already have institutional knowledge and simply need specialized clinical competency development. Here’s what makes specialty certification programs work. Clear pathways from generalist to specialist roles with defined timelines. Financial support for certification preparation and examination fees. Protected time for advanced training and preceptorship. Direct connection between certification achievement and advancement opportunity or differential compensation. Most healthcare systems treat specialty certifications as individual nurse credentials. Strategic systems treat specialty certification as workforce capacity development that strengthens both retention and clinical expertise. The challenge isn’t that specialty nurses don’t exist. It’s that healthcare systems are competing to recruit them instead of systematically developing them from existing workforce. When organizations invest in specialty certification pathways for current staff, they’re building sustainable specialty capacity, strengthening retention, and creating advancement opportunities that demonstrate investment in clinical excellence. What specialty shortages could internal certification pathways solve for your organization? Sources:NSI Nursing Solutions (2025). National Health Care Retention & RN Staffing Report.Ulrich, B., Barden, C., Cassidy, L., & Varn-Davis, N. (2019). Critical care nurse work environments 2018: Findings and implications. Critical Care Nurse, 39(6), 67-84.

Making leadership training 𝐬𝐭𝐢𝐜𝐤 is crucial for the long-term success of any organization. No company can afford to neglect leadership development, nor can they afford leadership development that doesn't pay off. Here are several strategies I use with my clients to make leadership training more effective and enduring: 𝐑𝐞𝐢𝐧𝐟𝐨𝐫𝐜𝐞𝐦𝐞𝐧𝐭: Schedule regular follow-up or advanced sessions to build on the initial training. This helps keep the knowledge fresh and allows leaders to continue developing their skills. "Repetition is the mother of all learning." 𝐌𝐢𝐜𝐫𝐨𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠: Implement microlearning techniques that provide small, manageable pieces of content for leaders to engage with regularly. This can help reinforce concepts and skills over time, even in busy, dynamic environments. Whose isn't these days? 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐚𝐥 𝐀𝐩𝐩𝐥𝐢𝐜𝐚𝐭𝐢𝐨𝐧: Encourage immediate application of the skills learned. This could be through specific projects or by integrating new leadership tasks into daily routines. 𝐌𝐞𝐧𝐭𝐨𝐫𝐢𝐧𝐠 𝐚𝐧𝐝 𝐂𝐨𝐚𝐜𝐡𝐢𝐧𝐠: Pair leaders with mentors or coaches who can provide ongoing guidance and feedback, helping to translate training into practice. 𝐀𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐛𝐢��𝐢𝐭𝐲: Hold leaders accountable for demonstrating their training in their work. This can be done through performance reviews or providing more informal feedback. 𝐈𝐧𝐭𝐞𝐫𝐚𝐜𝐭𝐢𝐯𝐞 𝐚𝐧𝐝 𝐄𝐧𝐠𝐚𝐠𝐢𝐧𝐠 𝐓𝐫𝐚𝐢𝐧𝐢𝐧𝐠 𝐌𝐞𝐭𝐡𝐨𝐝𝐬 Experiential Learning: Use simulations, role-playing, case studies and other interactive methods that allow leaders to practice and experiment with different styles and strategies in a risk-free environment. 𝐓𝐚𝐢𝐥𝐨𝐫𝐞𝐝 𝐂𝐨𝐧𝐭𝐞𝐧𝐭: Customize training to address the specific needs and challenges of each leader. This can increase relevance and engagement. In my experience, it is the difference between "off-the-shelf" content and a tailored approach. 𝐑𝐞𝐬𝐨𝐮𝐫𝐜𝐞 𝐋𝐢𝐛𝐫𝐚𝐫𝐢𝐞𝐬: Create a resource library with books, articles, videos, and other materials that leaders can use for self-directed learning. 𝐏𝐞𝐞𝐫 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐆𝐫𝐨𝐮𝐩𝐬: Establish peer learning or discussion groups where leaders can share experiences, challenges, and insights. 𝐂𝐚𝐫𝐞𝐞𝐫 𝐃𝐞𝐯𝐞𝐥𝐨𝐩𝐦𝐞𝐧𝐭 𝐏𝐚𝐭𝐡𝐬: Link leadership training to career progression to motivate leaders to engage with and apply their training. Incorporating these strategies into a leadership training program helps ensure that the investment in development has a lasting impact. The key is to create a supportive environment that encourages ongoing learning, application, and reflection, making leadership development a continuous journey rather than a one-time event. Feel free to reach out and discuss leadership development as a key part of your business strategy.