Training Program Implementation

Check-the-box compliance training never works, but it is an *especially* bad way to do AI-related compliance training. Here are the 3 biggest problems: 1. The DOJ's updated ECCP guidance emphasizes AI, so treating training it as an afterthought misses one of your key risks. 2. For AI training to be relevant, which is another component of the ECCP, training needs to be role specific. Training HR on AI-related compliance risks should involve ways that employee data can be inappropriately disclosed via public AI tools. But if you want to train the marketing team, you need to address the AI tools they're using for, say, copy writing and how to ensure they don't share sensitive customer data. 3. Things change quickly in both the world and in your business. If your AI training can't be edited quickly (by quickly, I mean within a week), it's going to go stale. The right way to run AI related compliance training, in my opinion, is like this: 1. Use a good base training (I link to ours in the comments) that signals the topic is important. 2. While you probably want to train everyone on some basics, you should quickly move to role-specific training (especially for your highest risk groups, like marketing). 3. Make sure your vendor can support very fast customization and changes, so when your policies change, your training follows suit. Check out the free sample training below and let me know what you think!

In last week's Warden AI briefing, I examined the operational impact of Illinois HB 3773. Effective January 1, 2026, this amendment to the Illinois Human Rights Act establishes a formal framework for how organizations must govern AI in employment decisions. If your team utilizes machine-based systems for recruitment, programmatic advertising, or talent management, the compliance standard is establishing a new baseline of outcome-based accountability. A few key takeaways from the session: Proxy Prohibitions: The amendment explicitly prohibits discrimination driven by AI, which directly addresses the use of zip codes as proxies for protected classes. The regulatory standard prioritizes the outcome of a system, focusing on the discriminatory effect over the intent behind it. Shared Responsibility with Vendors: While third-party HR tech platforms build the tools, the regulatory expectation places the burden of oversight on the deployer. The deploying organization is ultimately accountable for the outcomes generated. Comprehensive Scope: The functional scope is comprehensive, extending beyond initial resume screening or hiring. Regulatory oversight now includes hire to fire, promotion, renewal, discipline, discharge, redundancy, and selection for training. Relying on generalized vendor assurances or treating AI as an opaque process will no longer meet regulatory expectations. Constructive governance requires proactive due diligence today to ensure system defensibility tomorrow. I’ve included a short snippet from the briefing below outlining these key shifts. If you are responsible for HR technology or compliance and want a practical framework for navigating these requirements, I encourage you to watch the full recording (link in the comments) and download the Warden guide (another link in the comments).

"More training" was the default for one client Then they discovered a better way - Asking more of the right questions. Cathy Moore's flowchart systematically determines whether training is the most effective solution for your organisational needs. It's a powerful tool that guides you through a series of critical questions to identify the root causes of performance gaps and determine the most appropriate interventions. Begin the process by: 1️⃣ Clearly defining your desired outcome 2️⃣ Identifying a specific, high-priority behaviour change that will drive results 3️⃣ Analysing the underlying reasons for the current lack of this behaviour: ➟ Environmental factors (e.g., management, culture, processes, systems) ➟ Knowledge gaps ➟ Skill deficiencies ➟ Motivational issues By following the branching paths of questions, you'll gain a nuanced understanding of your situation and arrive at a well-informed conclusion: Is training truly the best answer, or are other interventions more suitable? Let me know if you've used this in your L&D efforts or if you use something else. Was this helpful? Repost it! ♻ ______________________ Are you in L&D and seeking to evolve your role into that of a strategic partner? I’ve supported ~150 learning partners and I’m ready to support you too. Send me a DM! Or follow me, Lucy Philip, for more content like this

In business, it's easy to get caught up in the "what"—what features should we build, what software should we buy, what processes should we automate? But a great business analyst knows that starting with the "what" is often a path to a project's failure. The most crucial work happens in the needs assessment—the "why." This is where we uncover the true problem or opportunity driving the request. Are we solving a genuine pain point for customers, or are we just reacting to a competitor's new feature? Are we addressing a root cause of inefficiency, or just putting a bandage on a symptom? By focusing on the "why," we can challenge assumptions, identify hidden needs, and ensure that our solutions deliver real business value. A successful project isn't one that meets requirements; it's one that solves the right problem. Never start building until you're certain you understand the need behind the request.

Ever missed a turn on a road trip… just because your co-driver forgot to speak up? 🛣️🗺️ Now imagine that happening in a high-stakes project. One missed message. One delayed update. ➡️ And the whole team veers off course. That’s the danger of poor communication during change. In project execution—especially when stakes are high and stakeholders are many—communication isn’t a milestone. It’s a constant. 🔄 📊 According to the Project Management Institute, project managers spend 90% of their time communicating during the implementation phase. Why? Because change doesn’t succeed in silence. 🎯 Picture this: You’re a project manager at Google, leading a transition to a new cloud storage system. If communication isn’t clear, timely, and tailored to every stakeholder—from IT to finance to legal—confusion spreads fast. Deadlines slip. Trust erodes. ✅ Best practices for communicating change: Start early, update often Tailor messages for different audiences Create feedback loops to surface concerns Be transparent about risks and decisions 💡 Great execution isn’t just about what you do. It’s about what—and how—you communicate. #ProjectEconomy #ProjectManagement #ContinuousLearning 🎯💡

Think sexual harassment training will reduce complaints? Think again! It may curb bad behavior, but it also empowers employees to speak up. When done right, it’s less about hush-hush and more about ‘Hey, that’s not okay!’ 🚫🗣️ Many believe that sexual harassment training will lead to fewer complaints because employees will stop the harassing behavior. While training can indeed reduce instances of harassment, we often observe an increase in complaints after the training. Why does this happen? When sexual harassment training is executed effectively, it not only helps curb inappropriate behavior but also empowers employees. It sends a clear message that they don't have to tolerate unacceptable conduct and that there is a robust process in place to protect and support them. Here’s why POSH (Prevention of Sexual Harassment) training is crucial: 🗣 Awareness and Understanding: POSH training educates employees on what constitutes sexual harassment, ensuring they recognize inappropriate behavior and understand its impact. 🗣 Clear Reporting Channels: It establishes clear procedures for reporting harassment, ensuring employees know how and where to seek help. Legal Compliance: POSH training ensures organizations comply with legal requirements, protecting them from potential lawsuits and reputational damage. 🗣 Promotes a Respectful Culture: It fosters a culture of respect and inclusivity, making the workplace a safer and more welcoming environment for everyone. 🗣 Support and Protection: Training reassures employees that they have support and protection, encouraging them to report incidents without fear of retaliation. 🗣 Proactive Prevention: It helps identify and address issues before they escalate, promoting proactive prevention over reactive measures. Creating a safer and more respectful workplace means encouraging employees to speak up and ensuring they know they have a voice. #WorkplaceSafety #HarassmentPrevention #EmployeeEmpowerment #InclusiveWorkplace #POSHTraining #RespectAtWork #LegalCompliance #ProactivePrevention #jyotidadlani #poshact

I used Adobe Captivate. Built courses. Hit publish. And thought I was an instructional designer. 🤦🏾♂️ New IDs and eLearning developers, hear me out: Building training content with #eLearning authoring tools does NOT make you an instructional designer. That's like saying, "Because I use Microsoft Excel in my job, that makes me a data analyst." Not! ❌ The tool is not the craft. I know because I fell into this same trap. The wake-up call came while working at a previous employer. I was part of a small internal group collaborating with an L&D consultant to build a leadership development course. Working alongside that consultant? It exposed how poor my actual instructional design skills were. 👉🏾 She asked questions I never thought to ask. 👉🏾 She applied frameworks I'd only heard of. 👉🏾 She approached the learner experience in ways I hadn't considered. I was humbled. And grateful. That experience showed me how much I still had to learn beyond clicking buttons and arranging slides. Don't fall into the same trap I did. If you want to grow as an instructional designer, immerse yourself in: 🔹 Sound instructional design frameworks (Action Mapping, SAM, Backward Design) 🔹 Cognitive Load Theory 🔹 The science of how people actually learn and retain information The tools will always change. New versions. New features. New platforms. But the fundamentals of effective learning design? Those are timeless. 🙅🏾♂️ Your value isn't in mastering Captivate, Storyline, or Rise. ✅ Your value is in knowing the WHY and HOW of learning in the first place! #IDProThomas #NewIDCareerTips #InstructionalDesign 🤎 BE ENCOURAGED 🤎 Enjoyed this post? Help others discover it by: ➡️ Following me for more, 📝Commenting, ♻️Reposting it, and Saving it, to reread later! 😉

Instructional design is one of the most misunderstood careers online. Most people think the job is creating courses. It isn’t. Courses are just one tool. The real job of an instructional designer is diagnosing performance problems inside organizations. Before designing anything, good instructional designers ask different questions: Where does work actually break down? What are employees struggling to do? Why isn’t the current process producing the right results? Only after those answers become clear do you decide whether training is even the right solution. Sometimes the answer is training. Often it isn’t. Sometimes the real issue is: • unclear expectations • poor systems • broken workflows • lack of feedback • leadership gaps Courses can’t fix most of those problems. That’s why strong instructional designers think like analysts first and creators second. They investigate before they design. They diagnose before they build. Because instructional design isn’t about making content. It’s about improving performance. And that’s a very different job.

The most useful design lesson I got this week came from a 100-year-old building. 👇 This weekend, I visited the Bauhaus Museum in Dessau, and surprisingly, I came away with insights that felt deeply relevant to my work in instructional design. Bauhaus (1919–1933) was more than just a design school. It was a revolution in thinking. They were among the first to unite art, technology, and practicality — shaping a design philosophy that still speaks to us today. Here’s how I’m rethinking some of their core ideas through the lens of modern learning design: 1️⃣ Form follows function — Design isn’t about decoration. It’s about making the purpose visible and usable. In learning, that means cutting the fluff and putting outcomes first. 2️⃣ Honesty of materials — A course should be a course. Let’s not dress it up as a game or a show unless that’s part of the goal. Learners value clarity. 3️⃣ Unity of disciplines — Bauhaus embraced the synergy of different crafts. In ID, it’s the collaboration between designers, SMEs, and AI that brings learning to life. 4️⃣ Simplicity through intention — Less isn’t just more — it’s stronger. Well-structured simplicity improves both focus and retention. 5️⃣ Design as process — Iteration was central to Bauhaus thinking. It’s also at the heart of effective learning design: test, adjust, evolve. 💬 Bauhaus didn’t give us answers. It gave us a mindset, one that prioritizes clarity, coherence, and conscious choices. 👉 Which of these ideas resonate with you most in your learning design practice? #instructionaldesign #learningexperience #bauhaus #LXD #designthinking #elearning

Which of these is the biggest killer of digital health startups in Africa? a) Pricing b) Regulation c) Adoption d) Competition Most founders guess wrong. They assume it's regulation because bureaucracy feels like the obvious villain. Or competition because that's what kills startups in saturated markets. My observation of 50+ failed African health tech ventures reveals a different pattern. Adoption failure dominates. Not user acquisition, but adoption depth. Users download but never integrate your solution into their healthcare workflow. Classic death spiral: initial enthusiasm, rapid usage decline, product abandonment. And the root cause? Founders confuse product-market fit with problem-solution fit. You built what users say they want, not what they'll actually use consistently in resource-constrained healthcare environments. Pricing misalignment runs second. Regulation creates delays, not deaths. Competition barely registers in markets with massive unmet demand. The adoption killer isn't your UX. It's workflow misalignment with existing healthcare delivery patterns. Your app requires behavior change in systems designed for survival, not optimization. Successful African health tech solving problems in remote regions doesn't disrupt workflows, it amplifies existing ones. I am talking about SMS over apps, or USSD over web portals. Integration with paper systems, not replacement. Curious about your specific risk profile? I've built a free assessment that measures adoption likelihood across 6 critical factors. Check yours here: https://lnkd.in/dZPjcZme