Team and Culture · Published May 8, 2026
Designing Internal Training That Works
Training that ends in forgetting is a ritual, not training. We send people in with a problem and out with an artefact.
Our old training was two-hour lectures: the speaker worked hard and little stuck. Then we rebuilt it around a real task that must be completed by hand before the session ends.
The current structure
Preparation: a two-page primer with concepts and one or two questions, sent a week ahead.
Session: twenty minutes of core concepts, the rest spent building a realistic scenario hands-on.
Wrap-up: everyone submits an artefact and gets individual feedback. No submission means no attendance.
Why it works better
Retention from doing far exceeds listening. Where people get stuck is exactly where understanding matters.
Outputs go straight to work: the debugging checklist from a performance session became a team standard.
Instructors prepare harder. Designing exercises and feedback forces real mastery of the material.
Training aims at behaviour change, not information transfer. Only content usable on the job deserves work hours.
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