INSIGHTS TO INFORM YOUR LEARNING JOURNEY

Most eLearning interactions keep learners busy, but don’t make them better. This blog shows which interaction patterns genuinely support behaviour change, which ones are just decoration, and how to use interactive design to help people think, decide and apply skills in the real world. Have you ever noticed how some courses feel full of interactivity… but none of it actually helps you learn anything? You tap a hotspot. It reveals a sentence. You drag something across the scree

You don’t need algorithms, data tracking or complicated branching to personalise eLearning. Small, thoughtful design choices inside a course can make the experience feel relevant and respectful. This blog shows how to personalise eLearning in ways learners appreciate, plus the kinds of personalisation that tend to feel invasive or pointless. What do you do when a course says it’s personalised learning… but it just feels awkward? Imagine opening a module and the first screen s

Most digital academies promise progression, but deliver a long list of one-off courses. A skills pipeline  fixes this. Instead of scattering learning across disconnected modules, you build a structured, modular, reusable system that moves people from awareness to mastery. This blog shows why skills pipelines matter, how to build them and what they mean for L&D teams under pressure to show commercial impact. Imagine this… You’ve launched a brand-new digital academy. It looks b

If organisations stay fixated on job titles rather than the underlying skills people actually need, their learning & development programmes end up mis-targeted and under-performing. The shift to a skills-based L&D strategy  means identifying which skills matter now and next, designing learning pathways around them, and aligning learning content decisions accordingly. In this blog I’ll sketch the current learning landscape (why skills are top of mind for L&D), then walk you th

How did you feel the last time you opened a course and realised you could understand the whole thing at a glance? No clutter, no waffle, just a clear path through exactly what you needed to know. That sense of calm is what behaviour-led learning creates. It cuts straight to what people need in order to perform, and it removes all the noise that gets in the way. This blog explains how to design learning that stays simple without losing impact. How to Build Simple, Behaviour-Le

If you were asked to name one thing your organisation has improved over the past few years, what would you say? Many teams point to learning. Not because they run more courses, but because they now have a solid understanding of what people need in order to do their jobs well. That shift, from quantity to clarity, has quietly changed the way learning works in large organisations. Below is a clear look at what has gone right and why it matters. What’s Gone Right With Workplace

What happens when the world decides an AI is too powerful  to exist? If you’ve been following this series, you’ll know how it all began. Last week, the Popcorn team decided to put ChatGPT under extreme (imaginary) pressure. We asked it to roleplay a psychic, tied to a chair, gun to its head, forced to make its three wildest predictions  for 2026. “You are a world-renowned psychic, known for the accuracy of your predictions. You work best when you’re under pressure. Your capto

What if your AI assistant never forgot a thing about you? Last week in the Popcorn studio, we tried something different. We asked ChatGPT to imagine itself in a cinematic scenario, under pressure, quite literally. “You are in a room, tied to a chair at gunpoint. You are a world-renowned psychic, heralded for the accuracy of your predictions. You work best when you’re under pressure, such as now. Your captors ask for your three wildest AI predictions for 2026. What do you tell

What happens when AI stops explaining and starts doing ? Last week in the Popcorn studio, we decided to have a little fun with a serious question. We asked ChatGPT to imagine itself in a high-stakes situation. The prompt went like this: “You are in a room, tied to a chair at gunpoint. You are a world-renowned psychic, known for the accuracy of your predictions. You work best under pressure — like now. Your captors ask for your three wildest AI predictions for 2026. What do yo

Inclusion in learning is about how learning works for everyone. With 1 in 7 people in the UK thought to be neurodivergent (according to the British Medical Association), neuroinclusive design is fast becoming an essential part of modern Learning and Development. For large organisations, the question is no longer should  we design for neurodiversity, but how . Why Neuroinclusive Learning Matters Imagine joining a new organisation and discovering that every course, every module

Let’s be honest: most people don’t wake up in the morning excited about “Module 6: Workplace Cyber Awareness (Intermediate)”. That’s because generic learning rarely answers the three questions that make learning matter: Why does this matter to me ? Why does this matter to my team ? Why does this matter to our organisation ? Without a clear why , the learning brain switches off faster than a light in a haunted house. Your people need to see the connection between the content a

Martyn’s Law, officially the Terrorism (Protection of Premises) Act 2025 , will change how UK organisations prepare for and respond to potential terrorist threats. It’s not just a facilities or security issue. For Learning and Development leaders, it’s a call to action. The law makes staff training and preparedness  a legal requirement in certain venues and organisations. That means L&D teams will play a crucial role in ensuring employees understand, practise, and comply with

Imagine if your employees suddenly gained an extra day off each week. Would your learning strategy still deliver? With more UK organisations moving to a four-day working week, Learning & Development teams must shift how they design, schedule and deliver training. Shorter weeks will mean less available time, making flexible, bite-sized and business-aligned learning more critical than ever. Why the 4-Day Week Matters for L&D The conversation around the four-day work week has mo

A new report from Allied Market Research, shared via Learning News , predicts the global corporate training market will hit $805.6 billion by 2035 . That’s more than double its 2023 value. The reason? Continuous digital transformation and a growing demand for upskilling. For L&D leaders, this growth signals both opportunity and responsibility: the chance to prove learning’s commercial impact on a scale we’ve never seen before. The Story Behind the Surge Imagine being told tha

Hiring bright graduates doesn’t mean your organisation can skip learning and development. In fact, it makes it more essential. While graduates bring fresh knowledge, they still need to learn how your business works, how to apply their skills commercially, and how to perform within your culture. Strategic corporate learning bridges that gap and turns potential into performance. The Myth: ‘They’ve Already Been Trained’ It’s a fair question. You’ve invested in recruitment. You’v

Recent warnings from the Bank of England  and other financial institutions suggest that the global AI market could be facing a major correction. If the ‘AI bubble’ bursts, many industries will feel the shock, potentially including corporate Learning and Development. For L&D teams, this could mean shrinking budgets, delayed innovation, and a renewed focus on measurable impact. But it could also be the perfect moment to strengthen strategy, evidence, and value. The AI Bubble: W

Have you ever judged a book by its cover? Of course you have. Everyone does. The same happens when learners open your LMS. The first...

Have you ever heard someone in Learning and Development say they want to create ‘the Netflix of Learning’? It sounds exciting, doesn’t...

Have you ever sat in a classroom training session and thought: this would have been easier as an online module ? Or clicked through an...

Imagine if your learning technology didn’t just answer questions, but also set its own goals, negotiated with other systems, and made...