Toral Vaughan
© Toral Vaughan 2025

Part 2: Design & Develop

How I create:

In this phase, I bring ideas to life – shaping learning experiences that are grounded in real user needs, evidence-based design, and inclusive values.


I start by defining clear learning objectives (LOs) and use the ABC methodology to map out meaningful activities that will form the training plan. From there, I design and build accessible, engaging content using a range of digital tools, weaving in assessments to encourage reflection and real-world application.


Throughout, I keep learners at the centre – inviting feedback, testing iteratively, and using research to guide my choices around language, layout, media, and interaction.

Example: New Hire Sales Onboarding

Learning Objectives:

These are simple action statements that define what learners need to KNOW and be able to DO in order to meet performance goals.


I won’t dive into the nitty-gritty of crafting learning objectives here – you can grab my free guide (opens in the same tab) for all the details!

Instead, let’s jump straight into how I converted the following LOs into the Phase 1 training plan for New Hire Sales Onboarding:


- Explain the company’s product, the industry landscape, and its market positioning


- Follow the sales process end-to-end and use Salesforce to manage pipeline and track activities


- Conduct an effective pitch to one of our buyer personas (must include discovery and objection handling)


- Plan and execute prospecting strategies to generate qualified pipeline within an assigned territory


PS – The business and performance goals were already scoped and validated with sales leadership, so I didn’t skip that step, rest assured.

Training Plan:

While the above LOs give us an idea of what topics we want to include in our course and how we want to assess them, they don't tell us how to get there. That's where our (ABC powered) learning activities step in.


With these categories, I can start translating the learning objectives into tangible activities that form the training plan. The image below shows the connection between action verbs to examples learning activities.

5 types of learning activities from ABC Learning Design (Acquisition, Discussion, Investigation, Practice and Production) and examples ot associated activities.

Note on Assessments:

Assessment isn’t a separate step – it’s integral to how I develop the training plan. Drawing on the learning objectives (the what) and the learning activities (the how), I can pinpoint what must be measured and choose the right format for it.


As a result, each learning objective includes built-in check-ins (quizzes, brief reflections) and task-based exercises (role plays, simulations) that align with its intended action level. This means learner progress gets tracked seamlessly as they engage with the content.

See it all come together!

PS – This training plan was adapted for 6 role types, getting a score of 4.90 out of 5 for student satisfaction!

Part of the New Hire Sales Onboarding Plan showing activities.

Training Plan

This is an example of high level training plan (simplified to present to leadership)

Certification

This is an example of the assessment and certification process

Note for the sales professionals / everyone:

In Phase 1 of onboarding, you’ll see more Acquisition activities – videos, readings, and quick knowledge checks – to build a strong foundation. In Phase 2 we shifted into Practice and Production, with hands-on exercises and role-plays. As a result, some Week 3 tasks and assessments may look out of place but they rely on the acquisition work we scheduled in Weeks 1 and 2.


If you have any questions or want to discuss the rationale behind the plan, feel free to reach out!

Let's look at some examples of Content

Content:

Now that you’ve seen the thinking behind my approach, here are real content samples i.e. the building blocks learners consume: videos, eLearning modules, audio narrations, role play scenarios, and knowledge check questions.


I’ve picked 3 ‘Acquisition’ content examples that showcase my multimedia versatility, instructional design expertise, commitment to accessibility, and knack for turning theory into engaging, high-quality learning experiences.

Example 1: Creating clarity and adaptability with microlearning

Elearning, the bread and butter of L&D, continues to feel like a checkbox activity for most learners. My response is to build modular, snappy learning that keeps the learner hooked. This approach also means I can work with SMEs to make tweaks quickly, while cutting overall development time by as much as 70%.

CHALLENGE

New hires were receiving fragmented, lengthy sessions that failed to clarify what the complex SaaS product did or its market positioning, leading to learner confusion.

APPROACH

  • I started by anchoring the learners to the company’s mission, mapped the CX landscape, showcased how the product solves key market needs and tied it to approved messaging.


I chose a microlearning format, then partnered with Product Marketing to script, storyboard, and develop a reflective, modular e-learning course that’s easy to update.


Click here to access the course (opens in the same tab).

IMPACT

- Received unsolicited positive feedback from learners (said it "helped connect the dots” and accelerated their ramp).


  • - Modular e-learning that can be reused across multiple learning journeys and easily updated as the product evolves – cutting development time by 70%.

ACCESS

646-987-2345

Laptop showing the elearning module

Example 2: Boosting learner retention through storytelling

Drawing on my own academic research project ‘Visuals in Design’ – and validated by UX interviews conducted by my colleagues – I’ve seen firsthand that thoughtfully crafted visuals and animation dramatically boost comprehension and engagement by as much as 90%.

OBJECTIVE

To enable learners to understand the Prisoner’s Dilemma game theory, which was a key learning objective for the module.

APPROACH

While working with the SME, we identified the Stag Hunt narrative as an effective story to help bring the concept to life. I created a storyboard and animated the sequence, and worked with the Video Team to overlay it with live action footage and sound to help immerse the learner.


PS – I was so determined to bring this story to life, I taught myself character animation!


IMPACT

  • By animating the Stag Hunt narrative, learners watched strategic choices unfold visually – making abstract game theory concrete and memorable -thereby maximizing ROI on the animation investment and driving a 90% boost in learner retention.

CONTACT

youremail@yourname.com

646-987-2345

Prisoner’s Dilemma explained: Rousseau’s Stag Hunt

Example 3: Designing inclusive experiences

We’ve been programmed to think that making content accessible is extra work – I reject that notion. Inclusive design from the start not only ensures everyone can engage but also sparks smarter, more universal solutions. In fact, I shared simple, practical steps to show how easy and impactful accessibility can be at an academic conference on the topic.

CHALLENGE

An image provided by an SME contained overlapping colours and shapes, and a legend and labelling that was confusing, meaning learners with visual impairments were having trouble synthesizing the information.

APPROACH

I rebuilt the graphic using WCAG-compliant contrast ratios and applied distinct geometric patterns to each data series. I simplified the labels and added arrows to clearly link each shape to its entry in the legend. I also provided comprehensive alt text, an audio description, and a full transcript to explain the chart’s meaning.

IMPACT

  • My job is to ensure that every student can visualise the image, understand its meaning, and grasp how it connects to the surrounding content. Since the redesign, students needed fewer clarifications from the instructor and felt more confident interpreting figures on their own.

CONTACT

youremail@yourname.com

646-987-2345