DBL’s 3 Stages of Learning Design

5 minute read

In this article, Lyndon Baker, our Senior Learning Designer, summarises three key stages that underpin how we approach learning design here at DBL, to give a helpful overview.

Our philosophy is to empower your people

At DBL, we encourage your employees to take control of their learning journey when engaging in our programmes.

By taking on this self-empowerment mindset – to own their learning – your people are more likely to feel confident in applying what they’re learning. And, more likely to take advantage of development opportunities when they arise.

The 3 key stages that underpin how DBL designs learning journeys.

In practice, whichever DBL learning and development product you roll-out in your organisation, our approach takes participants through three key stages

  1. Onboarding into the role, team, and organisation

  2. Building capability in the skills and knowledge required

  3. Ongoing support for their next career stage

What we do together before the programme starts.

Before the programme starts, we work together with you to define a core set of individual behaviours that participants will learn.

These are introduced and developed at the onboarding stage. They then radiate out when working with their immediate team, before then taking a further step to working with cross-functional teams and the wider organisation.

Taking this approach helps participants to think broadly and apply their thinking in a more diverse and interconnected way.

Read on to learn more about the three stages of onboarding, capability, and support.



The majority of our extended learning journeys begin with onboarding. This is self-oriented.

Here, learners are encouraged to invest time in aligning their own behaviour to their needs, the needs of their team, and the needs of the business.

Topics covered include:

These are introduced with tangible takeaways and follow-up activities that can be extended within the workplace.


As participants begin to feel more comfortable in the work environment, the focus shifts to working effectively with others, and expanding their professional network.

At this stage, they start to build their core capability in areas  such as:

  • teamwork,

  • collaboration

  • and networking.

They’re also introduced to topics such as curiosity and critical thinking. This encourages participants to take a wider, holistic view of their role within their team, and within the organisation.

Ongoing support in the wider organisation

Ongoing support for participants during the programme, encourages them to work effectively in cross-functional teams, and across the wider organisation.

Concepts such as lateral leadership, and developing grit, are critical to success in this phase.

In addition, one of the primary goals is for new workers to take charge of their own careers, in collaboration with their team and manager. This helps them map a path to maintain engagement and create new opportunities.

At this stage, it’s also about celebrating and showcasing their journey and the skills developed. As well as developing skills for their next career stage, such as learning how to prepare for interviews.


Share this post
Lyndon Baker Senior Instructional Designer

Related articles

View all articles