intermediate · 110–125 min
Our workshop gets great feedback, then nothing changes
The workshop itself goes well: people participate, the feedback forms are positive, and everyone leaves with intentions. Then the day-to-day takes over. There is no next touchpoint, no reason to apply anything, and no one whose job it is to follow up. Six months later the same team asks for the same training again.
About this session
This is a working session for the three to eight people who own a training or onboarding topic: L&D, a team lead, internal trainers. Everyone arrives with a workshop they already run or have planned. In 120 minutes the group reshapes that content into a spaced programme: at most four live touchpoints across weeks, a practice task in every gap, and a named owner on every part. It is a design session about the training. You are not delivering the training here, and you are not writing new content. Use it when a topic keeps getting re-taught, when onboarding is one intense day plus silence, or before you build any new training from scratch.
Why it works
A single long session produces confidence on the day and quiet forgetting afterwards; without a scheduled reason to retrieve the material, most of it fades within weeks. Spacing the same content across several shorter sessions, each preceded by real practice, forces retrieval right when memories start to decay, and retrieval is what makes them hold. Research comparing spaced, distributed formats with traditional long-format training consistently favours distributed practice. Organisations know this and still default to one-off events, because a spaced design demands things a workshop does not: a schedule, repeated attendance, and someone accountable between sessions. This session attacks exactly those three blockers. The timeline is drawn, the dates are booked in the room, and every gap has an owner before anyone leaves. That is why it produces a programme instead of another intention.
What you’ll walk away with
- A numbered list of three to five target behaviours, each written as an action observable on the job
- A programme timeline with at most four live touchpoints, each with a title, a duration, and a booked calendar date
- One practice task per gap between touchpoints, each capped at 30 minutes, with a defined artefact and a posting place
- A one-page programme grid where every touchpoint and every task has exactly one named owner
Who it’s for
L&D managers, Internal trainers, Team leads who own onboarding
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