Say Yeah was excited to participate as a sponsor, offering a suite of technology to accelerate learning transfer through scenario-based, data-driven learning programs. Sharing our handy Say Yeah notebook with every conference attendee, we know we packed ours with exceptional insights from a series of informative and inspiring conference sessions. We’re eager to share some of these insights with you.

I4PL 2024 conference takeaways

Let’s check out the key takeaways along the following themes:

• Tracking behaviour change
• Trends driving learning innovation
• Authentic learning with measurable results
• The future of L&D

Tracking behaviour change

Chris Taylor’s standout session emphasized how we can use technology to bridge learning and business goals by going well beyond evaluating knowledge retention and participant satisfaction. Chris shared a series of models that culminate in tracking corollaries to behaviour change early in order to ensure pathways to business impact.

This jam-packed session was full of insights that aligned with our own approach to personalizing learning for greater impact and maximizing digital learning ROI.

Here are a few key insights:

For every 1 part of content that is introduced, 3 parts contextualization are needed. For example:

• 10 minutes of content = 30 minutes of discussion and reflection

The goal of behaviour change needs to be embedded in all aspects of training programs. This starts with asking participants: What is one thing that you can put into practice that will make the biggest difference in your work?

Learning happens through interactions with colleagues, regular check-ins, and accountability partners.

Trends driving learning innovation

The pandemic reshaped training delivery—and it’s sticking. With 70% of organizations conducting less than 25% of their training in-person, digital transformation is here to stay.

Organizations know they have skills gaps in areas of digital transformation: 74% say they do—we’re inclined to believe the remaining 26% are in denial.

Interestingly, the priority remains on training soft skills over growing digital excellence.

AI dominated the conference floor, with vendors showcasing tools to personalize and enhance learning experiences.

Personalization for every learner continues to top the list of priorities, helping participants engage more deeply with tailored content.

Authentic learning with measurable results

A session from TD Wealth by Randy Sabourin & Courtney Appleby highlighted the importance of upfront research, strategic planning, and measurable outcomes.

Key highlights:

Use clear rubrics and coaching to normalize feedback across teams with multiple facilitators.

Create opportunities for immediate practice and feedback, with 1:1 practice sessions with a colleague, facilitator, or subject matter expert, not group role-playing.

Design “bring your own challenge” scenarios for practical, real-world learning.

The future of L&D

A keynote by Dan Pontefract reminded us that L&D is more than a function—it’s a fulcrum for workplace transformation. By integrating tools like AI and fostering empathetic, human-first training, L&D professionals can act as human performance change agents. This call to action sets an inspiring path for 2025!

A successful and inspiring I4PL 2024 conference!

The conference was a strong reminder that L&D isn’t just about delivering content—it’s about designing experiences that inspire action, change, and growth.

We’re inspired to integrate these ideas into our own work and help others leverage human-centred learning technology to make a measurable business impact with their training programs.

Ready to transform your training programs with personalized, adaptive technology?

Let’s talk

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Here’s what we learned.

The Training Industry Strategy Summit, held online September 25-26, 2024, brought together thought leaders, innovators, and training professionals to share insights and explore the future of the industry.

With so many shifts happening in the world of Learning and Development (L&D), this event provided an information and engaging exploration into where the future of training is headed and what businesses need to realize performane gains from L&D.

There were far too many great presentations to recap—and to attend! There was a one-hour interval where we were debating between three different sessions, but here’s a few representative takeaways from across the following themes:

• Training in the flow of work
• Changing priorities in Learning and Development
• Measuring training impact
• Where AI fits into training

Training in the flow of work

One of the key takeaways was the growing need for training in the flow of work—making learning available when it’s needed. With employees juggling multiple responsibilities and tight deadlines, self-directed learning is becoming more important. Whether it’s on-demand microlearning or an AI-powered coach, training that fits seamlessly into day-to-day tasks allows employees to upskill in real-time, boosting both efficiency and retention.

Changing priorities in Learning and Development

The summit also shed light on the evolving priorities within L&D.

As technology continues to advance and workplace models shift, companies are focusing on building capability through upskilling and digital transformation. This, combined with the increasing use of AI, means there’s potential for a more streamlined, tech-driven approach to training.

However, we’re also seeing a strategic reduction in L&D staff, pushing organizations to rethink how they deliver training. With fewer people available to facilitate, methods that incorporate digital tools and automation are becoming essential to maintaining effectiveness.

Measuring training impact

To ensure that L&D efforts are truly impactful, companies must use both quantitative and qualitative data to validate their training initiatives.

Training programs must align with business objectives so organizations can see real results—not just in learning outcomes but in overall business performance.

Where AI fits into training

AI was a hot topic throughout the summit, particularly in terms of personalizing training pathways.

AI-driven solutions can adapt content to different roles, scenarios, and specific audiences, allowing businesses to extend core training with contextual content tailored to particular roles or situations.

This level of personalization makes learning more relevant and engaging, driving better outcomes for both employees and organizations.

Thanks to all the great people we met at Training Industry Strategy Summit 2024!

In addition to the insightful sessions, the Training Industry Strategy Summit 2024 was a fantastic opportunity to network with other L&D professionals.

Thanks to the organizers for hosting such an informative and valuable event.

We look forward to next year’s summit!

Ready to transform your training programs?

Connect with us to see how we can transform your training programs with personalized, adapative learning technology and turn training investments into workplace results.

Let’s talk

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However, recognizing the problem does not always mean the solution is obvious. In this article, we will explore a number of ways to build flexibility into eLearning programs. But first, let’s start by reiterating why flexibility is so important and what we really mean by rigid learning models.

One size does not fit all.

Many online courses suffer from the same problem: they follow a rigid structure that doesn’t fit the unique modes of learning, schedules, and circumstances of individual learners. 

 It doesn’t matter how interesting or innovative the subject matter of a course is if learners struggle to navigate the course platform or can’t recall what they’re supposed to have learned.

Participants of an online course will interact with the digital interface in different ways, especially those with specific learning needs such as disabilities and accessibility accommodations.  eLearning and training stakeholders have an obligation to deliver courses in ways that support their full engagement. It’s also becoming increasingly clear that when we build accessibility and flexibility into online learning programs we provide a better experience for everyone.

Learners want online courses, and organizations and educational institutions are increasingly providing them, but reports show a 20% drop in engagement when online courses are delivered using rigid learning models rather than in-person. This represents an opportunity—we can do better! 

The key is flexible online learning models.

Introducing flexibility into online learning models

Traditionally online courses have been taught either synchronously or asynchronously.

Synchronous delivery is when a course or training is delivered at a specific time and place, often guided by an educator. Commonly used by higher education institutions, a potential drawback is low attendance due to scheduling conflicts, illness, childcare, etc.

Asynchronous course delivery, on the other hand, allows learners to access course materials at their own pace, promoting flexibility and self-regulation. The challenge lies in the disconnect between the learner and the instructor. Without access to guidance, real-time answers, and instruction, learners may struggle to reap the benefits of their learning programs.

On their own, either of these online learning models can be a mismatch for a learner’s needs, priorities, and resources. So what other options are there?

The bi-modal learning model

Bi-modal learning gives learners choice and flexibility by offering multiple modes of course delivery and incorporating Universal Design for Learning (UDL) principles in course design so learners can engage with the content and demonstrate their achievement of learning outcomes in multiple ways.

In her article “A Case for Bi-Modal Flexible Learning, Part 1,” Kerri Shields describes the bi-modal course delivery options as follows:

1. Synchronous online delivery with an asynchronous option for learning
2. Synchronous in-person delivery with an asynchronous option for learning

The advantage of the bi-modal learning model is it empowers student choice; they can change how they wish to study at any time without missing important course material. By incorporating multimedia resources, interactive content, and immersive technologies, bi-modal flexible learning also enhances engagement and understanding. Furthermore, it is not as demanding to implement for educators as some other options like HyFlex delivery. 

Ravinder Brar, Director, Education and Partnerships at Say Yeah, says a learner-centred approach is key to setting up learners for success.

“We all learn in a variety of ways, and the learning ecosystem should honour and support learner variability. This can be achieved by creating personalized learning that can be accessed in a variety of modes and ensuring content is available through accessible asynchronous modes.”

Filling the gaps with the variable learning model

Building on the bi-modal model, Say Yeah’s variable learning model puts learners first by combining technology and education best practices to support learners in their preferred mode of learning. We create online courses for asynchronous delivery that provide a wide variety of modalities and incorporate interactive elements usually only found in traditional learning environments. These include:

• communities of practice, which allow learners to ask questions and connect with educators/SMEs
• a digital resource toolkit to enable reference, application, evaluation, and analysis as course participants move from learning to their day-to-day and ongoing activities
• accommodations to deliver seamless navigation and access to the course for all learners across different devices, screen sizes, and interaction methods
• inclusive content design to shape language and provide multiple modes of engaging with content to boost learner understanding and engagement with course content

The variable learning model empowers learners to take ownership of their learning journey, enhances motivation, and promotes self-efficacy. Learners can engage in ways that align with their strengths, interests, and learning preferences. The variable learning model transforms education by allowing educators and trainers to reach all learners where they’re at, regardless of needs and circumstances. Flexibility is the future, and the future is now.

Transform your learning outcomes with flexible learning programs and watch learners thrive.

Contact us to discover how we can help you develop flexible and effective eLearning and training programs.

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“Startups live on growth. It’s the indicator of a great product.”

Sam Altman recently kicked off Stanford’s How To Start a Startup course. The course is running now through December, leveraging all the experience Sam and related founders and advisors (including Dustin Moskovitz, Marissa Mayer, Peter Thiel, and more) have been building over the past 9 years at Y Combinator.

Y Combinator’s four areas you need to excel at in order to maximize your chance of success as a startup:

1. Idea
2. Product
3. Team
4. Execution

With a massive dose of luck.

So much great market insight from Sam:

For startups, you want an idea that turns into a monopoly. But you can’t be a monopoly in a big market right away. Too much competition for that. You have to find a small market in which you can get a monopoly. And then quickly expand.

It’s good if you can say something like: today, only this small subset of users are going to use my product, but I’m going to get all of them. And in the future almost everyone is going to use my product.

Dig in and enjoy this fantastic lecture series

And here’s Say Yeah’s contact page for when you’re ready to execute on that great idea.

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Here are some programming introductions from code.org.

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