How to use the 20 questions L&D should ask… successfully!

I launched my book 20 Questions L&D should ask before talking about training! on October 20, 2020. If you haven’t yet, be sure to download your free copy right now.

“These questions aren’t rocket science; it’s how you use them!”

As I mention in the final chapter the 20 questions are not rocket science. It’s in how you use them where the magic lies. I use these questions as a tool to co-create the business case and do the business/performance needs analysis together with clients.

It’s all about having an active conversation. Writing down what they are saying, verifying if this is what they mean along the process. Showing them what you are writing down. It’s not a 1-hour meeting where we just talk. It’s a 2 to 2.5-hour workshop where we figure out what we know and what we don’t know and put it to paper. Make sure to let them know they are receiving this document you are working on together so they know they’re not investing their precious time for your sake but for their own. That’s how you create value at that moment already. This document is the ultimate outcome of your workshop. It is your common understanding of the problem and the road to a real solution. A solution that works!

It wasn’t until I had a chat with Donald Taylor for the Speexx Exchange Podcast that I realized how important the actual process of doing this together with your stakeholder is. Where you position yourself in the room when you’re together. How you connect personally when you do it virtually. It is al about creating an atmosphere of co-creation. You are not there for you, you are there to support them. That matters a lot. 

Going through this process together with your clients builds a relationship of trust. It shows you are the business partner they need and can rely on. And that’s a great start of a project.

OUT NOW! 20 Questions L&D should ask before talking about training!

Yes! It’s finally October 20, 2020. I just could not resist all the 20’s in this date. 😉

My book 20 Questions L&D should ask before talking about training! is now available as a free download for everyone.

I don’t know about you but I’m excited! I’ve been using my 20 questions for several years now and with great success. I’ve blogged about them, been interviewed in a podcast and have been invited to conferences to speak about them. Heck, I heard my 20 questions where called out by an audience member at Learning Technologies 2020 during the opening session (Wish I had been there). And now there’s a book!

The feedback I have been getting is that these questions and how I use them are a super pragmatic way to have a professional conversation with business stakeholders and clients before jumping into learning objectives.

My many years in Learning and Development have taught me a lot. Looking back it’s easy to see where projects went off track because we didn’t have specific information or resources available. These 20 questions represent my collected wisdom 😁 and truly are my gateway to successful projects.

And they can be yours too! 

Since consistently using my 20 questions I can see 40% of requests don’t become actual projects. Can you imagine having that kind of time extra for projects that actually deliver on their promise?

Head over to and get your free digital copy today, including a convenient Word template with all questions you can use to get started immediately!

Meet Your Learning Goals – The Speexx Exchange Podcast with Donald Taylor & Jeff Kortenbosch

A little while ago I had a chat with Donald H. Taylor for the Speexx Exchange podcast. We talked about my process when having that first conversation with a customer. We spoke about my 20 questions and getting to the root of the issue to ensure you meet your learning goals.

It turned into a great conversation which you can check out below.

Questions? Remarks?
Let me know in the comments!

Online Educa Berlin 2019

Reading time: 10 minutes

It’s November 30, 2019. I’m on my way back home from Berlin where I participated in the 25th edition of Online Educa, one of the best L&D events in Europe.

Overall reflections

This year I was able to attend the pre-conference SpeexxExchange event turning my OEB experience into a packed 3-day event.

My main reflection is that L&D is maturing topic wise. 10 years ago every event seemed focused on the next big thing. The past years I see a constant of topics. Workplace learning, 70:20:10, Blended learning, Performance support, Artificial intelligence, Brain-science and Learning analytics are the core topics. These topics all greatly connect to the larger theme of value-adding learning and development and we are focusing more on the evidence of learning methods and solutions. The cool thing about this ‘maturity’ is that we are seeing more and more success stories. Business cases that prove the value of learning models and frameworks. The shift beyond formal training remains strong and the proven effectiveness shows in all the amazing business cases presented at OEB.

I noted that next to seasoned L&D professionals there is also a big group of L&D professionals that are relatively new to a lot of these things. Something we ‘veterans’ should not forget. Every L&D professional and the organizations we work for have different maturity levels. It can be easy to frown upon certain sessions or ideas and think, I’ve heard this before but that surely does not go for all of us. I am always humbled to see people fairly new to the field share their successes and how they are moving forward. We are all in this business to have a positive impact in our field and in our organizations. Our starting points might differ, but our goals are the same. I warms my heart to see all this positive intent in the actions of my L&D peers.


The SpeexxExchange was an awesome pre-conference day. They had a nice variety of speakers on various topics. Basically, it’s a mini-conference all in itself. I won’t go into all speakers and topics just highlight the main reflections.

Two of the first session where on Virtual Reality in learning. It painted a nice contrast of VR being used by a Humanitarian organisation vs Commercial application. The work both had done was impressive but the question that arose in my mind was about context. The commercial organisation had created a VR game for leadership training. I had the opportunity to do a quick test-run in between sessions and liked how they had designed the whole journey with pre- and post-briefings and how they paired up two people (one in VR and one in the real world). In the VR game you were controlling a vehicle travelling over the Mars surface and you were having issues with your vehicle. Together with your teammate back on Earth, you needed to solve the problems. This way you were practising communication and problem-solving. It was fun to do and although I only played for a few minutes I feel unsure if practising these skills so far out of the context of my job will actually help me apply what I’ve learned (if anything at all) in real life. The Humanitarian organisation’s approach, on the other hand, was connected to real-life situations and felt more valuable because of it. I’m pretty new to the VR for learning game so I need to dig up some research to see if context has an actual impact here. My thinking would be that it is.

Another thing that stood out at the humanitarian organisation is that they experimented with many different formats for different situations, always looking at the existing evidence of effectiveness before starting their experiments. They talked about predictive learning, offering learning solution suggestions before known events. This is something we could apply in the corporate world as well around typical annual events such as appraisal chats, recruitment talks etc.

Jane Delay from Towards Maturity showed us the latest data about the role of AI in high performing learning cultures (HPLC) and talked about transactional versus transformational L&D. She described transformational L&D as L&D with more intent, looking at organisational pain points, improvements and always acting evidence-based. She spoke about how HPLC are eco-centric and focus on the future of work. I asked what kind of skills we as L&D professionals need to have if we evolve from transactional to transformational L&D. The wordcloud activity with did with the group strongly showed skills you would see in performance consulting. Laura Overton pointed us towards the report “Who moved my skills” (check link at the bottom of this post). I’ll definitely keep an eye out for Towards maturity final report on this topic. A very inspiring discussion!

As I said there where many other interesting speakers but I’ll leave it at this for now.

…On to OEB19!

Discovering learning – Julian Stodd

“If it’s not evidence-based then what are we doing?” This is one of the main statements I walked away with. Sounds obvious? Too obvious maybe? It should be, but reality paints a different picture. Organisations and L&D professionals often bypass the question “What does the research tell us?”. I know I do it too from time to time. I’m pretty comfortable in the things I think I know or that I believe I have seen work. Reading (all) the research is a different thing. What would happen if you would add ‘Check the research’ to your to-do list next time you are coming up with a solution? In the two days after OEB I already saw two great examples from L&D professionals about using net promotor scoring to measure learning (via Arun Pradan) and the impact of video-based learning (by Donald Clark) that gave some good insights in what the research says what works and what doesn’t.

The session went much deeper than that. I love how Julian’s mind works, his line of thinking and the philosophical parts always hit home. If he’s not on your radar, he should be!

Beyond neuroscience

 After the opening session on the 2nd day, I was in doubt what session to visit. If you’ve been to OEB before you know there are a dozen sessions running at the same time and I often find 4 potential topics I’d really like to follow. I ended up in a session called Beyond neuroscience. I was a bit sceptical as I feel the learning industry is abusing the whole neuro thing just as they did the micro thing a couple of years ago. This session, however, was a breath of fresh air. Run by the ‘Brainladies’ we looked at how our are brains set up, the S.C.A.R.F. model and hopped around the room displaying brainwave activity. A ton of fun and with some really good insights. Again, check the evidence before jumping on the Neuro-bandwagon. Be deliberate on how you apply ‘brain-science’ to your learning solutions to make sure they add to the performance outcome you are looking for. You can check out a link to their whitepaper below.

Value-based L&D

70:20:10 is a well-established learning framework by now and during this session Jos Arets from the 702010 Institute shared how the thinking around it is maturing into true and proven value-based L&D practices that help us shift from the traditional order taker model, that basically sets up L&D to be seen as a cost to the organization, into a model of a performance enabler and thus value creator. Jos has been working the past 3 years on 2 new books that will be coming out and researching, practising and refining the working methods in organizations with great success. This was all supported by case studies from AkzoNobel and Leo Pharma which really show the difference you can make as Learning and development when applying their model.

As mentioned earlier, you can check out a link to their whitepaper below. Oh, and be sure to check out the Rummler model!

Blended learning for engagement and impact

This year I was asked to chair one of the panel discussions at OEB. This is a great way to participate and meet new people. In this session Manuela, Robert, Eckart and Manuel shared some of their challenges and successes. It is so cool to see such a mix of organizations, ranging from coast guards and border patrol to language training institutes to manufacturers of speciality products, deal with similar challenges and finding ways to add value by looking at the root cause of a problem and trying out new ways to address it. 

The key takeaway from these talks is that you need to look at the actual problem (the pain) you find in your organisation and analyze what would help solve that pain. A one-off classroom or e-learning event won’t be the solution. Find the things that will impact the desired outcomes and these together will be your (blended) solution. Make it relevant and appealing to maximize engagement and impact. We spent over half an hour taking questions from the participants and could have gone on had we not run out of time :).

Adaptive learning and learning analytics

After a good intro about the basics you need to know about getting started with learning analytics by the first panellist, Donald Clark took to the stage sharing his work on adaptive learning and AI. I was quite impressed with the work he shared and the idea that AI could support people navigate their learning journeys and present adaptive paths. A call-out to drop the ancient SCORM standard and embrace xAPI struck a chord and make me realize that I too need to go back to my organization and see where we are regarding xAPI possibilities as this opens up our ability to gather and use proper data. Data that we can use to enhance user experience in the future. I loved the statement from one of the panel members that learning analytics is not just for dashboards but best used to create adaptive learning experiences. First thing I did when I was back in the office to check in the with our solution architects to ask about the status of xAPI capability in our LMS!

What’s next?

OEB is always a lot. Many things that you could jump on but what to focus on? Reflecting on the train ride home and talking with my colleague Lizanne I’ve decided to focus on the following. First, there are a couple of whitepapers I’ll be diving into that are freely available:

Secondly, I’ll be revisiting some books that I’ve read a while ago or that are on the ‘to-read’ pile I have at home.

Thirdly, to see how I can apply these things in my daily work as much as possible, connect with peers that are doing this today and see how I can share and influence my own organisation to be better!

Thank you!

Next to all of that OEB is a great place to meet peers from the industry. I love how an event like this draws in so many professionals and I am happy to connect with new friends and meet old ones. I want to specifically thank (in random order) Lizanne van Zyl, Channa van der Brug, Donald Taylor, Laura Overton, Charles Jennings, Armin Hopp, Julian Stodd, Ola Söderlin, Nikolina Talijan Hinic, Binnaz Cubukcu, Miriam Neelen, Joe Pokropski, Tony White, Jos Arets, Carin de Weme, Helena Bargiel, Ria van Dinteren, Stella Collins, Katelijn Nijsmans, and many others for the conversations we had, some short, others longer. You all gave this event that little bit of extra that always makes me realize how lucky I am to work in this field and has me longing for the next time we meet!

2 Creative Knowledge Check questions you can build in Articulate Rise!

Knowledge checks in elearning are a great way to either trigger a person’s brain into thinking mode. Asking things they have not been presented with is a good challenge and will help focus on the topic to come. Right or wrong is not that important in this case. It’s about reflecting on what you do or don’t know. Which is a good thing!

Check out the video below to see how you can create two knowledge checks in Articulate Rise using common interactions, stepping away from the standard multiple-choice question types.

What do you think? Have you got some more ideas? Leave me a comment below. I love to hear your thoughts!

Jeff’s Top 10 List Learning Tools 2019

Reading time: approx 10m

Another year, another top 10 list of learning tools survey by Jane Hart. It’s funny how these lists slowly adapt, yet stay the same. This year I notice some new tools creeping into my list only to realize they are just the next step or replacement from a tool or way of working I had before.

Let’s get started!


The newest addition to the list and one I felt should be on top. I’ve always been a ‘social learner’, pulling knowledge from a wide range of (online) sources. When I started out over a decade ago I found most of my information on Twitter. I used Tweetdeck as my content curation tool to help me bring information to me, following people, hashtags etc. I committed time every day to browse through tweetdeck and discover valuable things. Somewhere along the line, my findings in Tweetdeck took more time and the fine balance was lost. I had identified various valuable sources and just started to visit those regularly. The past couple of years ‘my manual system’ sank away to the background and although I still tried to find the information it was much more unstructured. In comes Feedly. I had heard about Feedly before but had never taken the time to figure out how to set it up and start using it. This year I met Mike Taylor at Learningtechday in Gent and he shared his curation process using Feedly. I had heard many podcasts and seen several webinars where Mike shared his process but seeing it in real life and talking to him about it made me realize I was missing out on ‘a system’ to collect content in a single place, making it easy to keep learning without the effort of ‘going out’ to find stuff.

After the conference I setup up Feedly and am now curating some great resources getting back in the daily learning habit.

LinkedIn, Twitter, 

As mentioned before I get a lot of valuable information from social sources. LinkedIn and Twitter are two great resources for finding peers and forward-thinking folks. It is also the place where I share my own curated content. Those articles, tools, webinars, podcasts etc that helped me grow. It’s also the place where I share my own original content with the world. Yes, I’ve got a personal WordPress blog but when writing I always post on LinkedIn first and then to my own blog. LinkedIn has matured a lot and it is a great platform to share expertise and insight in a professional setting.


I love YouTube. I have had my own channel for ages and love creating how-to videos to help others but also as a job-aid to myself. If there is a thing I don’t do to often that requires a lot of steps you can hope that resource explaining how to do something remains online and findable the next time you need it or you can simply create your own support resource. I love how YouTube democratizes learning and that you can find almost anything you would want to learn. Right now I am learning about prototyping in Invision, how to use Glideapps and for my entertainment watching Playstation Access.


Finding and creating valuable content is one thing but sharing effectively is another. Several years ago I found Buffer and it has enabled me to efficiently share any content I found or created. When you, like me, plan time in your day to read up on your social content sharing these findings in a way other people might find them easily can be tricky. Sharing all my finds in a matter of minutes after each other chances are maybe one or two items shared get noticed. Buffer helps me by creating a list of items that get published on my LinkedIn and Twitter feed at set intervals. This way there is not a single moment in the day I am publishing my finds but push out content 3-4 times a day. Buffer truly is one of my favorite apps to share!

Loom (screencasting)

Back in the day, there was this screencast revolution in the elearning community. So many people were recording how-to’s of their work in their favorite elearning authoring tools. When Screenr (the tool we used in the Articulate community) stopped there was a massive gap. About a year and a half ago I found Loom. It is an amazing web-based screen recorder that just shines in ease-of-use and, very important, stability. Now when I need to explain something within my own team at work I quickly record a video and share it via Loom. When I’m creating content for my YouTube channel I use Loom as well and download the video from Loom and upload it to YouTube. I just love the simplicity and basic editing capabilities of Loom (note: I rarely edit my videos. I usually record in one or two takes and decide it is good enough). If you haven’t tried Loom yet you should definately give it a go.

Google suite / Office 365

Content creation requires certain tools. Whether you are using the Google suite or Microsoft office writing, collecting and structuring content usually gets done in Word or Docs, PowerPoint or Slides and I couldn’t do without. PowerPoint especially has been my multimedia design tool of choice over the years. It is so versatile. I can create basic icons and other design elements. I used it for wireframing and mockups and is so shareable and editable by all. You’ve probably guessed it but this post started out as an outline in Google docs as well.

Invision Studio: Wireframing/Prototyping

As I just mentioned I am using Powerpoint to do a lot of basic wireframing and prototyping. As a learning designer, I feel my role is shifting more and more into learning and performance solution concepts, not developing them per se. Being able to create good wireframes and prototypes are becoming more and more important and not something I always want to outsource to suppliers. There is a lot I can do myself and I am currently trying to expand into more professional tools like Adobe XD and Invision Studio. Right now I am focusing on Invision Studio and building my capabilities in prototyping hopefully coming to a level where I can take that up to the next level.

Articulate 360 suite

Ah! The ultimate suite of elearning authoring tools, if you ask me. The 360 suite contains market-leading authoring tool Articulate Storyline for your slide-based elearning projects which is the strongest in the market today. If you can think of it, you can probably develop it in Storyline. The suite also contains Articulate Rise, the web-based responsive authoring tool, which is just one of the best and easiest tools I know that will create responsive elearning that will work on any device. For those into screencasting there is also Articulate Replay and Peek, a desktop and a web-based screen recorder. Replay is great as it adds a level of editing in its basic two-track video editor that is intuitive and effective. Last but not least there is Articulate Studio which ‘plugs in’ to PowerPoint and comes with a quiz builder and interaction tool that merge into each other when publish your elearning package. It often gets overlooked but it is the tool I started out with 15 years ago and still is one of the most hands-on and pragmatic authoring tools on the market. 

Communities of practice

Not a real software tool but a tool in my mind nonetheless. Sharing is caring and a lot of sharing goes on in communities of practice. I’ve learned so much by the generosity of people in communities and I must admit I would not be where I am today if I had not invested in them the way I did. I started out in the best community in the world for elearning designers and developers, the Articulate community, and can recommend it to anyone in the field of online learning. There are more communities though. Some open like Twitter chats and Linkedin groups which can hold a certain value (although I am yet to find an actual active LinkedIn Group in my area of interest). Taking time to be present in communities takes planning and commitment and like much of my social learning I’ve yet to find a way to leverage the new communities I am looking into and committing to a larger contribution. Any tips are welcome :).

Webinars & podcasts

I feel like I am cheating a little bit with this last entry but as mentioned I’m learning a lot from these informal ‘specialist’ talks in our field. I am still exploring which podcasts are worth connecting with and when is the best time to take time to listen in. For webinars I tend to sign up to stuff, even if I know I’m not going to make the time. Getting the recording is often even better as it allows me to scrub through it at a higher speed when I need and, obviously, watch when it is most convenient.

Getting started with Virtual Classrooms (Podcasts)

Earlier this year I did a podcast with Jo Cook from Lightbulb Moments. I shared my insights on getting started with virtual classrooms. We had a great chat and actually created two podcasts of around 25 minutes of that conversation. At the end of the podcasts, Jo and Mike from Lightbulb Moments share their key takeaways from the podcast.

You can check out both podcasts below. If you have any questions and thoughts just add them in the comments below.

Getting started with virtual classrooms – Part 1

Getting started with virtual classrooms – Part 2

How to set-up a reflection question in Articulate Rise

Think and reflect! A very powerful learning interaction and one I use often in my online learning solutions.

In this quick example video, I show you how I use them in Articulate Rise and how you can set them up.

Like this example? Got any ideas on how to do it in a different way? Let me know in the comments below!

Is your corporate academy still relevant for your employees?

Reading time: 4 minutes

I’ve been thinking about corporate learning and with that, corporate academies (or universities) a lot the past couple of years. Last year when I got invited to speak at the 8th annual Corporate learning and Corporate Academies event in Berlin I even raised the question: “Should a Corporate Academy still exist?”. That question came from my own experience looking at all the Corporate Academies and Universities I have seen over the years. Most struggle to go beyond the first maturity level and create a massive budget consuming behemoth, which does little more than manage a training catalog, do some basic vendor management, implements and maintains an expensive old-school Learning Management System and hosts and tracks a myriad of face-2-face and e-learning training solutions. All this is a lot of work but is it the right work? Does it help your employees and your organization?

Every time I see survey results or industry research about Corporate Academies, I read how they fail to be relevant and accessible for the organizations employees. Often such surveys and research follow up with improvement plans which seem to shoot for the stars yet find little success.

We need to start talking to what it is our employees need. What helps them to be better at their job? What do they need to prepare for their next job? We need to take a close look at what relevant and accessible means to them, not to the corporate HQ! If you fail to do, and prove that your Corporate Academy will always be seen as a cost and not as the critical value-adding enabler it can and needs to be.

What does relevant mean?

I love the obvious questions “Does it help me to be better at my job?” and “Does it prepare me for my next job?”. I truly believe that if the answer to these questions is ‘Yes’ then you are providing, facilitating and/or developing the right solutions. Mind you, the people answering these questions should be your employees, not stakeholders, not subject matter experts… your employees. They know what they need. They know what they will use and what they will ignore. Just look at your LMS reports :).

This means we need to get a whole lot better at doing a business needs analysis.

  • We need to know what changes and problems there are that need addressing.
  • We need to know what success looks like and how we can measure it.
  • We need to know the reality of our target audience.
  • We need to stop making excuses! If there is no clear business case then we should stop projects before they start.

This does not have to be rocket science. Context is king. Without context we’re just creating and maintaining content that has yet to prove its relevance.

We need to embrace the 70:20:10 framework and the 5 Moments of Need model as proven models for value based Learning and development. Only this way can we offer solutions that embed in our employee’s workflow and truly support them at being better at their jobs! Only then can we setup Corporate Academies that are truly relevant.

What does accessible mean?

Accessibility is key. It does not mean making it available via your LMS and expecting people to magically find it. In most organizations a small percentage uses the LMS on a regular basis to look at the offer and actively engages with it. Another group might visit the LMS during development talk time however finding what they need might prove to be an issue thus leaving the LMS behind the next time. There is also that other, fairly large group that haven’t even heard of your LMS or have but have forgotten about it completely.

Accessibility is having your solutions available when and where you’re employees need it. The 5 Moments of need model refers to ‘two clicks, 10 seconds’. For me this translates in ‘as easy and as fast as possible’. If you have to go find a computer somewhere and search for a link to the LMS, figure out your login details, start searching the course catalog, making sense of the search results trying to launch the solution, perhaps going through an approval workflow… you see where this is going right?

How can we make solutions available where employees are without them having to jump through a dozen burning hoops? For many employees finding the right content in their moment of need is like solving a rubics cube. It takes too much time and is too complex to hang on to ‘get it’.

Making the right content available in the right context in the right format is the essence of accessibility.

When taking people out of their work for formal training make sure you train them in where to find and how to use any training and support resources you’ve developed to support them outside the training. Do this right and people will use it and you will see the positive effect in your organization. Targets that will actually be met, changes will be embedded.

Building an email campaign as a training solution … in your LMS

Reading time: 4 minutes

Thanks to Bersin by Deloitte’s research we know that employees these days have but 1% of a typical workweek to focus on training and development. That’s 24 minutes per week if you’re working a 40 hour contract. I’m on 32 hour contract so that’s 5 minutes less.

How can we deliver training to employees that meets that reality? There are some important things we can do as Mark D’aquin states in his article ‘5 ways to meet the need of the modern learner’.

He states that we should…

  • prioritize the learner
  • complete a proper analysis and design process
  • simplify the experience – limit the content and make it bite-sized
  • design for usability (mobile accessible and available)
  • choose the right tool(s) for development

Delivering an email campaign

With that in mind, I recently delivered my first training solution in an email campaign format. It’s a format I’ve encountered over a decade ago when I signed up to an instructional design course by Connie Malamed but have not seen it as a regular delivery model, especially not within organizations. 

The format has a lot of benefits. It’s delivered over time, it requires short engaging pieces of content, it can be used to focus on relevant topics in each email, it gets delivered to your inbox, whether that’s on your phone, tablet or laptop and because there’s mainly text in email it has to be really simple.

I did my research and looked at what was happening in the field when it comes to using email as a training delivery method. I signed up for various courses I found to get a feel for how others are treating the format. In the end I liked the 10-day courses from Highbrow bes.

The format was really good as was the length. I wasn’t so sure about the daily delivery but figured that I could be flexible with that. A weekly email felt like a more appropriate to leave space for reflection and possible on-the-job practice activities.

A prototype says more than a 1000 meetings

I quickly prototyped an email in Outlook making sure it had a good structure so people would understand why this could work as a training solution.

I basically setup a structure like this:

  • What is [topic] in my context?
  • Why is [topic] in my context important?
  • How do I apply [topic] in my context?
    • reflective question(s)
    • on-the-job practice activity
  • Learn more (external content)

I opted to add the use of explainer video in the what/why section linking out to video content that could be short and engaging. The How section had to be a clear call to action and really had to stand out. The learn more section was to link to additional existing content that would deepen the experience but wasn’t required to understand the what, why and how of the topic.

Explaining the concept of a 8/10 week training program where a single email a week is delivered to your inbox and showing the prototype got me a lot of feedback. People were very interested and positive to try it out.

Doing more with less

When figuring out how to deliver this I started looking at common email marketing tools. I found MailChimp to be a leader in its industry and started investigating if this would work in our organization while considering alternatives for if it wouldn’t.

After extensive testing, and well on our way putting the developed content in MailChimp, we found that we were not able to make it work all across the globe and had to switch to plan B.I knew our LMS was able to send HTML emails as reminders but how would I be able to trigger them? I was not building a standard elearning package right? In the end that was actually how I managed to make it work.

The way I set-up the training was by creating a one-page SCORM package in Articulate Storyline. The one page module basically thanked participants for signing up to the course and explained that they’ll be receiving a weekly email for 8 weeks and that they should head over to their inbox as the first email might drop in any time now.

After we had set that up in the LMS we added a 10 reminder emails, each separated by 7 days. Each email was a nicely designed HTML email, using an engaging header image, an image that linked to our internal video platform for the topic specific explainer animation video and a brightly colored ‘call-to-action’ section that contained the reflection and practice activities.

The last email asks the participant to go back to the SCORM package and click the ‘complete’ button so the LMS registers the training as completed. At first I had a big obvious complete button but we noticed that participants don’t read instructions very well and immediately clicked the complete button which actually stopped the reminders from being send. After all, the training is marked compete…

Luckily this was easily solved by updating the layout of the SCORM package and removing focus from that complete button. After that it was smooth sailing. People in the organisation were finding our training in the LMS and leaving very positive feedback!

I’m super happy with how the training and its delivery turned out and love the simplicity of it. This is definitely something I’ll use again.

Questions, thoughts? Leave me a comment below.