Learning Design Approach

[no_toc] We function more like an ad agency designing a marketing campaign rather than a learning design firm creating training. This helps us generate the same energy for the launch of a training program as a company would for the launch of a new product. This also enables us to keep 3 essential components of training in perspective:

  1. Understand the objective
  2. Understand the audience
  3. Understand the positioning


Right at the beginning of our engagement we speak to you and other stakeholders to understand and define a problem statement, an overall goal, KPIs and a vision for the program. We would seek to answer:

  • How will the organization be impacted by this training? How will the training bring meaning and energy to what people do?
  • Why should learners be excited to attend this training? What will make them leave their work and come for training?
  • How would we measure success?
  • What are the constraints and restrictions? How much budgets do we have?
  • Who is supporting this training?

This is followed by deep dives into each strand of the problem to arrive at detailed learning goals and objectives.


Once the learning goals are set, we work with you to create a learning outline carefully selecting the components of learning and arriving at the right blend (eLearning, VCTs, Webinars, Classroom, Pre-work, Post-work, Assignments, Tests etc.)

The learning outline defined, we then use our OIRE approach in conjuction to other instructional design principles to create the learning content including games, exercises, test items and assignments. We also design the evaluation tools at this stage.

We then present to you a plan for marketing and branding along with all media and communication elements that can be used to market the program.


We always recommend conducting a pilot so that the learning plan can be tested with a sample audience and any feedback quickly incorporated into the plan. The pilot is usually facilitated by our master facilitators. The pilot can also be utilized as a Train-the-Trainer.

Once the program is rolled-out we work with the program facilitators and your Training/L&D team to compile Level 1 feedback and present a program dashboard to you. Any feedback that necessitates changes to the design is quickly incorporated.


Once the roll-out is complete, it is time for evaluation. This is where our pulse surveys, one-on-one interviews, manager feedback interviews, tests and assignments kick-in. We present rich analytics and reports for every program. For example, we compare Level 2 and 3 scores to Level 1 feedback reports to provide a 360 round-up of the program’s success.

Let’s Work Together

Tell us a little about your need and we will work together to build a solution that delivers the results you expect.

Note: We take privacy seriously. Epiphany Learning does not share your personal information with any third party. Filling this form confirms that you agree to receiving a call or email from Epiphany Learning to discuss your needs further.
Can you catch these 5 cog. biases? A #gamified micro-workshop https://t.co/AAOOVsl5sm #bias #behaviouraleconomics https://t.co/jjisfSzpwd2 years ago
RT @SkillsCafe_: Experience our powerful Skill Drills at our first free micro-workshop: https://t.co/6JJVBxLaHR #training #leadership https…2 years ago