I’ve spent a lot of time thinking about how people learn best. While online training certainly has its place—flexible, scalable, and convenient—I still strongly prefer small group, in-person training.
Right now, I’m designing a course that blends modules on neurodivergence and ADHD with sessions on personal development and living company values. The impact is amplified when participants can truly interact, ask questions, and experience real-time learning.
One exercise I use is particularly revealing: in a session on ADHD and neurodiversity, I bring a loudspeaker that plays constant inner monologue, songs, and background noise—essentially simulating what someone with ADHD might experience in a working environment. When participants try to complete a recruitment module with that distraction, it’s a real eye-opener. Suddenly, they don’t just hear about the challenges of neurodiverse colleagues—they feel them.
It’s moments like these that demonstrate why small group training can be far more impactful than online modules. Engagement, empathy, and deep learning aren’t just transmitted—they’re experienced. And that experience is what drives change, encourages inclusive practices, and ultimately helps embed company values in a meaningful way.
Small groups let us go beyond theory. They let us live the learning.