Shift focus from content creation to co-creation
After nearly two decades of designing digital learning, we’ve learned one truth that rarely gets the attention it deserves:
The most powerful content doesn’t always come from expert videos, slick animations or carefully curated articles and knowledge check questions.
It comes from the people taking the training. When they take the training.
Aside from having a much greater impact, it also saves time and money during the production.
After nearly two decades of designing digital learning, we’ve learned one truth that rarely gets the attention it deserves.
The most powerful content doesn’t always come from expert videos, slick animations or carefully curated articles and knowledge check questions.
It comes from the people taking the training. When they take the training.
Aside from having a much greater impact, it also saves time and money during the production.
A case study – how does it work?
In one of our many successful collaborative programs, participants were invited to bring their real business challenges into the training.
Instead of watching videos or reading through theory individually, they worked in small groups to solve these challenges, using their own knowledge, experience, and the materials they already had access to internal reports, strategy decks, intranet resources.
We didn’t deliver pre-defined answers. We created a structure for exploration:
- A framework for identifying root causes
- Space to reflect, challenge, and share perspectives
- Activities that helped the participants move from ideas to action
And it worked. The participants left not just with constructive solutions to real problems, but since they came up with the solutions themselves, as a group, they felt a strong ownership.
No content = no value? Think again.
This approach doesn’t just work for business challenges. It works for values, culture, strategy, skills, essentially any area where you want people to act, not just know.
It’s a shift from knowledge transfer to change.
As an additional benefit we didn’t need to spend time and energy on creating a lot of content. Most of it came from knowledge and experience-sharing during the collaborative activities. Some came from existing documents, intranet resources, and reports the participants referred to while working on their challenges.
In short: it’s not content that’s king, it’s context.
The real value: Peer-driven, context-rich learning
Why does this approach to training work?
Because the real experts on an organisation’s daily challenges are the people of the organisation themselves.
And when people get the space to reflect, collaborate, and apply their own knowledge to real problems, change can happen.
Because it’s relevant and personal, it’s also motivating. And it builds capacity in a way that traditional knowledge transfer never could.
Co-creation changes the game
If you want learning that actually moves the business, maybe it’s time to stop asking “What content should we include?”
And start asking “What context will help people create the learning they need?”
That’s how we build programs that make a difference.
That’s how we work at Funkis.
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Shift focus from content creation to co-creation
After nearly two decades of designing digital learning, we’ve learned one truth that rarely gets the attention it deserves: The most powerful content doesn’t always