Tiny topics

Most eLearning is evaluated on whether people finished it. That's understandable. Completion is trackable. It shows up in the LMS dashboard. It gives stakeholders a number to put in a report. It feels like evidence. But finishing a course and changing how you work are two entirely different things. We've seen modules with 98% completion rates that changed nothing about how people performed on the job. We've also seen shorter, harder, less polished learning experiences that

This is me and Jen at the State Emergency Operations Centre (SEOC). Thankfully for everyone, there wasn’t an emergency in progress! We’d worked closely with the Rural Fire Service on their Enterprise Risk Management Essentials program, but never actually met in person during the project. There had been plenty of collaboration along the way. Workshops, feedback sessions, conversations about risk in the real world and how to make the learning practical and relevant. The kind of

There’s a persistent misconception that “human-centred” means more discussion, more facilitation, more emotion. In reality, it means greater design precision. Traditional digital learning often follows a familiar pattern: Policy explanation Slide-based content Knowledge check at the end Completion recorded It delivers information.It tests recall.It rarely shifts behaviour. Human-centred digital learning starts somewhere else. It asks: What decisions will this person need to m

Digital doesn’t have to mean impersonal. Yet somewhere along the way, we started treating “digital” and “human” as opposites. On-demand. Self-paced. Scalable. Those words became synonymous with efficient, and efficiency quietly became the goal. However, digital learning isn’t inherently impersonal. It becomes impersonal when it’s designed without people in mind. The issue isn’t the platform; it’s the design decisions. When digital learning is built around how people actually

On-demand learning is efficient. But efficient is not the same as effective. Over the past few years, organisations have done an extraordinary job scaling digital learning. Compliance modules. Microlearning libraries. AI-generated content. On-demand pathways - anytime, anywhere. The infrastructure is impressive. The reach is unprecedented. But quietly, a harder question is emerging: Is it changing behaviour? Completion rates are steady.Production cycles are faster than ever.C

Six months ago, I shared a story on LinkedIn about the “I” in team. It sparked more conversation than I expected, but it left me with a bigger question: In learning and development, do we explicitly build team-first capability? We train communication.We train compliance.We train systems.We train leadership frameworks. But do we train: · How to handle disappointment without destabilising a team? · How to support a decision you don’t agree with? · How to se