"70% of all information received during training is forgotten in 24 hours”.
Are employees failing to apply their learning back into the workplace?
Do you think the content could be more engaging?
Are you struggling to see real impact from your learning and development investment?
Designing programmes to embed skills AND thinking into the workplace
Designed with the learner in mind, ensuring a meaningful, relatable experience
Developing inner and outer game to build confidence in improved skills and better thinking
Designing Memorable Learning Experiences
We work in partnership to build the optimal blended learning solution tailored to the learner, organisation, culture and budget.
Utilising our knowledge and expertise, we create modern and meaningful experiences that have high engagement and measurable impact.
By managing design-led projects as part of Primeast, we give you, the client, the solution you need to achieve the results you want.
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Take a look around and meet the team.
Book a demo with a member of the Learning Design Studio team.
What Our Clients Say
International Payment Technology Company
Director of Learning and Development
The team has been endlessly supportive, endlessly flexible, I couldn't have asked for anything more. In particular, I valued the following:
Frequently Asked Questions
Elearning refers to any type of learning that takes place through devices, while virtual learning specifically refers to a type of elearning that takes place in a virtual environment. Elearning can be more flexible and cost-effective, while virtual learning can provide an interactive and engaging learning experience that simulates the benefits of traditional classroom-based learning.
Both approaches have their advantages and disadvantages; the best approach depends on the specific learner needs and learning objectives.
Face-to-Face Learning has more personal interaction between the facilitator and other participants as the in-person learning environment allows for more collaboration. It also facilitates active learning through discussions, debates, and other interactive activities which help participants stay engaged and motivated.
Virtual Learning allows participants to learn at their own pace and on their own schedule. It provides access to resources that may not usually be available, such as interactive tools. It can be more cost-effective and more environmentally friendly than face-to-face learning since it eliminates the need for participants to travel to a physical place.
Ultimately, the choice between face-to-face and virtual learning depends on the clients’ needs and preferences.
Microlearning is an approach to learning that involves breaking down information into small, easily digestible chunks. These micro lessons are designed to be completed in a short amount of time, typically less than 10 minutes. Microlearning can take many forms, including videos, quizzes, podcasts, infographics, or interactive games.
Instructional design is the practice of creating meaningful learning experiences to support learning. It involves analyzing the needs of the learners, designing instructional materials and activities, and evaluating the effectiveness of the instructional program.
There are 5 phases we follow:
Analysis: This involves identifying the learning needs, goals and the target audience.
Design: In this phase, we develop learning objectives and choose appropriate teaching strategies and learning resources.
Development: The materials are created, such as creating slides, handouts, assessments and other learning aids.
Implementation: This phase involves delivering the materials, either through face-to-face training or elearning.
Evaluation: This final phase involves assessing the effectiveness of the instructional program in terms of whether learning objectives were met, and what improvements can be made for future iterations.
It depends what the training focuses on! If the aim is for the participants to acquire knowledge, then testing their knowledge at the end – and at delayed intervals after the training – will show you whether it has been successful. However, most of our programs focus on behavior change, which is a bit more difficult to measure. To get the full picture, we need to look at participants’ confidence and competence levels after the program, give them regular spaced tests of decision-making or task competence, and ask them and their managers a few months after the program for examples of how they have applied their learnings.
If we can, it is helpful to tie the program back to a metric the organization is measuring regularly so we can objectively see an improvement – e.g. if it was about better customer service, we might see a decrease in customer complaints.
The best way we can do this is to make sure that the learners see the value in using what we’ve taught them – they need to have the motivation to go back and apply it, because it takes hard work! We also need to make it as easy as possible for them to apply their learning; this is often the hardest part, taking something that might be theoretical or abstract and relating it back to what you do in your job.
Making the learning experiential means that we can put learners in scenarios that are realistic for them – tailoring them as much as possible – so they can practise doing exactly what they need to do in a safe environment.