FROM COURSE TO CURRICULUM: WHEN ONE LEARNING INTERVENTION ISN'T ENOUGH

Not every learning challenge needs a comprehensive training programme. Sometimes a well-designed eLearning course, workshop or video is exactly what's required. If the objective is to introduce a new process, explain a policy or develop a clearly defined skill, a single intervention can be both efficient and effective.

However, some learning challenges are considerably more complex. Developing leadership skills, improving decision-making or preparing employees for broader responsibilities often requires more than an isolated learning experience. In these situations, a structured curriculum can provide the time, variety and opportunities for application that meaningful development requires.

The challenge for L&D teams is recognising when a course is sufficient and when a more comprehensive approach would deliver better results.

Recognising the limits of a single course

A standalone course works particularly well when the learning objectives are specific and achievable within a relatively short period. It can establish knowledge, demonstrate a process or provide opportunities to practise a defined task.

However, developing complex capabilities involves more than acquiring information. Participants may need to combine several skills, exercise judgement, respond to unfamiliar situations and work effectively with other people. These capabilities are difficult to develop through a single learning intervention, regardless of how engaging or well-designed it might be.

Consider someone moving from a technical specialist role into project leadership. They might need to develop skills in planning, communication, stakeholder management, risk assessment and decision-making. Each of these subjects could justify its own course, but understanding them individually doesn't necessarily prepare someone to apply them together.

This is where a curriculum becomes valuable. Rather than treating each subject as a separate learning requirement, it creates opportunities for participants to develop interconnected capabilities through a carefully structured journey.

What makes a curriculum different?

A curriculum is more than a collection of courses. It's a planned sequence of learning experiences designed to achieve a broader set of outcomes.

Individual modules might introduce specific knowledge or skills, but their purpose is to contribute towards the overall development of the learner. Activities can build on previous learning, introduce increasing levels of complexity and provide opportunities to revisit important concepts in different contexts.

For example, a leadership curriculum might begin with understanding personal working styles before progressing into communication, decision-making and stakeholder management. Later activities could require participants to combine these capabilities when responding to a realistic business challenge.

The sequence matters because learning rarely happens in isolation. Skills developed in one part of a programme can support those introduced later, while repeated opportunities for application help participants become more confident and capable.

Why learning needs to be revisited

One advantage of a structured curriculum is the opportunity to reinforce learning over time.

Research has consistently demonstrated the benefits of spacing learning activities rather than concentrating them into a single session. A major review by Cepeda and colleagues, published in Psychological Bulletin, examined 317 experiments and found substantial evidence that distributing learning across time improves long-term retention compared with massed practice. (Cepeda et al., 2006, Distributed Practice in Verbal Recall Tasks)

Although much of this research focuses on memory, the principle has useful implications for workplace learning. Revisiting important concepts, practising skills and receiving feedback at different stages can help participants retain and apply what they've learnt.

A curriculum provides a natural structure for this reinforcement. Instead of expecting participants to remember and apply everything after a single intervention, learning can be revisited as their knowledge and experience develop.

Combining learning formats effectively

Moving from a course to a curriculum also creates opportunities to use different learning formats for different purposes.

Digital learning can introduce foundational knowledge efficiently and consistently. Video and animation can explain complex ideas or demonstrate behaviours. Workshops can provide opportunities for discussion, collaboration and practical exercises, while coaching and workplace assignments can help participants apply their learning in real situations.

However, using multiple formats doesn't automatically make a curriculum effective. The important consideration is how they work together.

For example, an eLearning module might introduce a decision-making framework before a workshop allows participants to apply it to a challenging scenario. A subsequent workplace activity could then encourage participants to use the framework in their role, with a later reflection session providing an opportunity to discuss what worked and what could be improved.

This creates continuity between learning experiences rather than simply offering different ways to consume content.

Choosing the right approach

A curriculum isn't always necessary, and creating one where a single course would suffice can introduce unnecessary cost and complexity. The decision should be based on the performance requirements rather than the scale of the available budget.

If participants need to acquire a specific piece of knowledge or learn a relatively straightforward process, a standalone intervention may be entirely appropriate. If they need to develop several interconnected capabilities, practise applying them and demonstrate improvement over time, a structured curriculum is likely to offer greater value.

It's also worth considering whether the organisation can support the learning journey. Managers, subject matter experts and participants may all need to contribute to activities beyond formal training. Without this support, even a thoughtfully designed curriculum can struggle to achieve its intended outcomes.

Ultimately, the objective isn't to create more learning. It's to provide the right amount of learning, delivered in the right sequence, to help people become more effective in their roles.

Frequently asked questions

What is the difference between a course and a curriculum?

A course is a defined learning intervention designed to achieve specific learning objectives. A curriculum is a structured sequence of learning experiences designed to develop a broader set of knowledge, skills or capabilities over time.

When should an organisation use a curriculum instead of a course?

A curriculum is particularly useful when employees need to develop multiple interconnected skills, apply learning in complex situations or demonstrate improvement over time. A standalone course may be more appropriate for a specific knowledge or skills requirement.

What should a workplace learning curriculum include?

A curriculum might include eLearning, workshops, video, simulations, assessments, coaching and workplace activities. The combination should be determined by the learning objectives, audience and opportunities for practical application.

How is a curriculum different from a capability programme?

A curriculum describes the planned structure and sequence of learning experiences. A capability programme is focused on developing the ability to perform effectively in a role. A curriculum can form an important part of a capability programme, alongside workplace application, feedback and performance evaluation.

Why is a structured curriculum useful in pharma?

Pharmaceutical roles often require people to combine specialist scientific knowledge with broader capabilities such as collaboration, leadership, project planning and decision-making. A structured curriculum can help employees develop these interconnected capabilities through a coherent learning journey.

How do you measure the effectiveness of a learning curriculum?

Evaluation should consider whether participants achieve the intended learning objectives and can apply their learning effectively. This might involve assessments, practical exercises, manager feedback, workplace observations and relevant performance indicators.