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DEDICATED TO THE L&D TEAMS
Comprehensive Training in L&D Digital Skills
Training and support programs in which participants acquire the skills needed for the new L&D challenges through assisted work on real company projects.
Categories of Skills Trained
Our training programs address the skills needed throughout the entire organizational L&D cycle, treating them from the perspective of new challenges and relevant technologies to solving them. Beyond the training itself, our broader aim is to support you in developing an internal Digital Learning capability and improving the impact of your L&D function.
CONSULTANCY
Learning Consultancy - providing the training framework
Developing the skills of L&D consultants and trainers who fulfill these responsibilities. Here are the most important ones:
DESIGN
Training Programs Design
Aligning content and methods with objectives
Instructional design skills for developing learning experiences dedicated to distributed teams and hybrid work. Here are the most important ones:
PRODUCTION
Digital Content Production
Work processes and IT applications to use
Technical skills in working with equipment and software applications required for different types of digital productions. Here are the most important ones:
DELIVERY
Digital Training Programs Delivery
Implementing hybrid program architectures
Acquiring a proper digital mindset and practices that impactfully combine live (synchronous) sessions with the asynchronous and Social Learning elements of the programs. Here are some of the key competences:
PROMOTION
Promoting the Programs
Facilitating a learning culture
Developing L&D-relevant marketing skills useful for increasing learner engagement. Here are some of the key competencies:
How Do We Train These Skills?
Based on our experience, we have observed that diverse organizational contexts require varying proficiency levels in each of these competencies. At times, the goal is to foster familiarity with the subject matter and establish a clear path forward, while in other instances, a robust aptitude for working with digital practices and tools becomes essential. Our programs operate within two distinct scenarios:
SHORT PROGRAMS
Duration: 2-4h online sessions.
Method: accommodation with the subject by working on generic challenges.
Deliverable: key knowledge, limited working skills, directions for development, study resources.
COMPLETE PROGRAMS
Duration: 3-6 weeks.
Method: participants train on real projects with trainer's guidance and support.
Deliverable: full working skills + ready-to-use digital products produced by the trainees (software, etc).
SHORT PROGRAMS
Learning experiences for accommodation with the different L&D skills areas.
At The Learning Distillery, we understand that full-fledged training programs can be demanding and may sometimes go beyond the intended scope. That's why we've designed short and accessible open experiences, aimed at acquainting you with the essential elements of the subject matter.
Here are some of the topics we cover in our short training programs. The complete list and session calendar are dynamic and adapt to audience requests. Check the latest updates by clicking the button below.
Methodologies
Digital Learning Fundamentals
Open | Online session | 2 hours | Introductory level
Understanding the online learning psychology. Accommodation with the process of developing engaging and impactful learning experiences for distributed teams.
Technologies
A.I. Cases for L&D
Open | Online session | 2 hours | Introductory level
Getting familiar with different AI applications to enhance the reach and performance of the L&D cycle. Understanding the Gen AI mechanism, what it can and cannot do for L&D.
AI-Based Instructional Video Design
Open | Online session | 4 hours | Introductory level
The importance of different types of video content for learning purposes. Familiarity with processes and tools using A.I. technologies.
Articulate Storyline - A.I. Features
Open | Online session | 2 hours | Introductory level
Grasping the possibilities offered by Storyline's new AI functions in e-learning development. A quick and intensive familiarization for a rapid start in using them.
Designing for Adaptive Learning
Open | Online session | 4 hours | Intermediate level
How do we move from "one size fits all" to tailored training, adapted to each individual learner and context? How do we integrate A.I. technologies into our work processes?
Conversational A.I. in E-learning
Open | Online session | 2 hours | Introductory level
Combining the understanding of Gen A.I. conversational functions with the L&D cycle areas where they can add the most value. Getting familiar with the work sequence.
COMPLETE PROGRAMS
Training & support programs able to guarantee competences.
Our learner-centric methods are the culmination of over 15 years of local and international research and practice. Through working closely with our clients, we have witnessed the tangible outcomes they achieve in the short, medium, and long term. As a result, we confidently guarantee the agreed deliverables.
Here is the general program architecture, which can be configured for any of the competencies & capabilities mentioned below, or a mix of them. Of course, it is only a guideline, adjustable in practice to suit each organization.
Typical total program duration: 3-6 weeks
Total time invested by participants: 30 hours (on average)
Training group size: 12 persons maximum
Program deliverables: complete working skills + projects completed* and ready to use in the company
* their exact nature depends on the program's topic: they can be instructional videos, entire e-learning programs, etc.
Step 1
Planning and Kick Off session
Getting to know the participants and understanding the challenges of their work. Choosing individual projects. The psychological contracting of the training program.
Step 2
Main training sessions
4-6 live online sessions with the whole group, 2.5 hours each, spread over 3-6 weeks. We practise the skill segments together.
Step 3
Secondary review & support sessions
3-5 live online sessions with the whole group, 40 minutes each, held between the main sessions. We review the projects' progress.
Step 4
Asynchronous resources for self-paced study
Key expertise elements (video & interactions-based microlearning modules) that participants need to learn to practice skills and apply them to their projects.
Step 5
Individual feedback & support sessions
Trainers are available in certain time slots for individual discussions requested by each learner based on their specific needs and challenges.
Step 6
Practicing on real L&D projects
It can be: rethinking an internal course, a new way of delivering it, etc. Learners practice on real projects with immediate relevance to their organization.
Frequently Asked Questions
Yes and no. Skills in using different IT applications are just part of our training programs focus. In addition, participants learn to work with course design methodologies, instructional videos, etc. and the right mindset to develop them. The latter in most cases implies a personal transformation of the L&D specialists (trainers, learning consultants, instructional designers, etc.), achievable through repeated practice, support and quality feedback.
Yes, we know. Overall, it can be a risky promise. However, guaranteeing results has been a common working practice for us for years, based on our relevant international experience in operational consulting (auditing and improving work processes in multinational companies). The methods used in consulting (especially tactical coaching) bring a higher level of precision to training.
In addition, we have a very good process of profiling the audience and setting project objectives - if something is unrealistic or unlikely in a specific context, we tell the client in advance. The few outcome gaps we have encountered over time we have addressed by spending extra time (free of charge) working with the people concerned.
First of all, the distinction lies in the assumed objectives - their nature and level of assurance.
Short (open) programs promise and deliver familiarization of learners with a precise set of knowledge, working methods and tools. They do not provide complete skills but only a detailed picture of them. They are applicable in scenarios where a preliminary exploration of the subject matter and initial familiarization are desired before embarking on more extensive organizational projects. Participants engage with simpler, predefined projects that we offer during the sessions.
Full (in-house) programs are long-term, accompanied by individual support and feedback. Participants work assisted by the trainer on real projects useful to their organization; examples - producing instructional videos, new or revised training programs, new L&D systems and processes, etc. This scenario therefore delivers both complete working skills and instructional assets ready for use within the client company.
Start With an Orientation Discussion
Try the services in your specific context
Training is just a means of transport to a more distant desired location, usually related to the operational and financial performance of the company. We're available for a complimentary discussion to analyze the map and identify the most appropriate path to the capabilities you need.
