Guide
How to evaluate training before you publish it
Use an eight-dimension review to catch accuracy, alignment, practice, assessment, and transfer problems before workplace training goes live.
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Workplace training
Create training around the work employees must actually perform. This collection brings together practical guidance on diagnosis, design, practice, measurement, knowledge systems, and responsible AI.
Published by LoreGraph
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Use an eight-dimension review to catch accuracy, alignment, practice, assessment, and transfer problems before workplace training goes live.
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Use a change-impact process to decide who needs communication, targeted learning, practice, reassessment, or documented retraining after an SOP revision.
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Confidence can add useful diagnostic context, but it is not proof of capability. Learn how to combine certainty with evidence and improve calibration.
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Repeating the same lesson rarely repairs a stable wrong belief. Use a six-step process to reveal, replace, practice, and revisit the employee’s reasoning.
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Employees can memorize a procedure and still fail when conditions change. Learn how to teach the purpose, logic, boundaries, and structure behind the steps.
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Training often feels difficult because it assumes knowledge, tools, vocabulary, or decisions learners have never acquired. Learn how to find those gaps.
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Beginners and experienced employees often need different levels of guidance. Learn how to adapt support without creating separate courses for everyone.
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Use a practical, low-stakes process to uncover what employees know, assume, and can already do before designing or assigning training.
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Learn how to distinguish slips, missing knowledge, ambiguous questions, and stable misconceptions before assigning corrective training.
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Old procedures can survive long after an SOP changes. Learn why this happens and how to replace outdated knowledge, habits, and workplace cues.
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Learn how prior knowledge can accelerate, distort, or block employee learning—and how to design training from the learner’s real starting point.
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Diagnose whether a performance gap needs training, process repair, better tools, clearer expectations, management action, or a combined intervention.
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A step-by-step method for translating workplace outcomes into behaviors, skills, knowledge, practice, assessment, and evidence.
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