Here’s how to design learning that actually lands—before you build a single screen.
You’ve got a training brief, a deadline, and a dozen stakeholders pushing content your way. Before you dive into tools, timelines, or templates, take a breath. Smart learning teams always start by asking these five questions.
1. What’s the actual problem?
Spoiler: it’s not always a learning problem. Sometimes it’s a system issue. Or a culture block. Or a process gap that training alone won’t solve.
Before you commit to a course, ask:
What’s the outcome we want?
Is behaviour change part of the fix?
Would a checklist, comms campaign, or better onboarding do the job faster?
2. What does success look like?
If your only success metric is “people completed the course,” you’re aiming way too low.
Consider this:
What should learners be able to do after this?
What will success look like—in practice, on the job?
How will we measure behaviour or performance change?
Success isn’t just about uptake. It’s about outcomes. Start there.
3. Who is this for?
Sounds obvious, but it’s easy to get so caught up in content, we forget about context. Smart learning teams zoom in on their learners—what they know, how they work, and what’s getting in the way.
Ask:
What’s a typical day like for them?
What formats actually fit their workflow?
Where and how do they access learning now?
IRL moment:
When we worked with South32 on their leadership program, we built in virtual learning circles and guided coaching convos.
That’s because their mid-level leaders were spread across regions—so they needed flexibility and community. The format worked because it was designed around them. Check out the full case study here.
4. What needs to change?
Training should shift something real. A skill. A decision. A mindset. A moment of action.
To get there, ask:
What do we want people to say, do, or decide differently?
What does that look like in their actual job?
What scenarios or tools would support that shift?
This is the difference between learning that ticks a box—and learning that builds fluency.
5. What support will make it stick?
Learning doesn’t live inside a single module. It lives in what happens next. And smart teams design with reinforcement in mind from the start.
Ask yourselves:
What support, coaching, or nudges will help embed this?
Are there systems or habits we can tie into?
How can we keep this alive after the course ends?
