Imagine if the next time you get a training request or see a capability gap, you could surround learners with meaningful learning assets whenever, wherever they learn? What if you could do it in less time, and actually see measurable results?

Learners today need to learn both in and out of the flow of work. Most organizations leave it up to the learners to navigate resources in the flow of work. With Learning Cluster Design as a new tool in your L&D toolkit, you’ll empower learners — and business results — like never before.

Over the past several years, more than 400 people have participated in one of our live workshops, and like most live events, last year we made the pivot from an in-person to virtual format. With the transition to virtual, our workshops have become even more accessible and have empowered L&D professionals to grow in their own capabilities, within the flow of their own day-to-day work.

With a small cohort, you will go on a 2-week journey to learn the model, the Five Actions, the Tools, and apply to a current training project you bring to the course. Learning & neuroscience tells us that the best way to learn involves a combination of self-reflection, social learning, and learning by doing. This course, facilitated by an LCD model expert, combines all three for an invaluable, engaging experience.

Workshop participants report an average of 40% improvement in their ability to design modern learning after attending the workshop. But, don’t just take it from us. Below are 5 reasons to join our next virtual workshop, as told by workshop graduates:

  1. “With the Learning Cluster I designed in the live workshop, far better training outcomes were achieved with far less time and effort.” – Lori McDaniel, IT Trainer & DEI Consultant

  2. “What the workshop teaches in 2 weeks, can take years for someone to learn on their own, if ever.” – Sarah Cannistra, Learning Strategist and CLO

  3. “I was tired of doing two hour sessions, the same thing over and over. With the LCD model we are now changing on-the-job behavior. If everyone adopted this model, everyone would be happy at their jobs, there would be low turnover, high morale and people excited about learning.” Karen Bryan-Chambers, Senior Director 

  1. “If you are going to start or change a program, this is the way you should be doing it. After the workshop, we shifted to the LCD model and have been seeing continued success. I don’t know where we would be today without the LCD model and workshop.” John Quinn, Training Manager

  1. “You are spending money to be in the workshop with Crystal and Lisa, but you are also paying for the ability to be a part of a group of other L&D professionals who are just as dedicated as you. You find yourself around interesting, like-minded people who are in the L&D space, which is invaluable. The information from the workshop doesn’t go away, it becomes part of your program’s DNA – it’s the gift that keeps on giving.” – Loc H. Nguyen, Director, Customer Education

We only offer these workshops once per quarter, and our next cohort is starting in just a few weeks! Given that we keep the cohorts to 15 people, space is limited. Click here to register, and join the hundreds of graduates who are implementing the LCD Model all over the world.

For more information, email