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Why self-paced online training isn’t for everyone – and how LDN do online differently.

Why self-paced online training isn’t for everyone – and how LDN do online differently.

Hasn’t the world changed? In a short period, we now have a ‘new normal’. For some, this has meant working from home, for others, reduced hours, being stood down, or unfortunately retrenched.

What has become certain is that life is uncertain.


Yet, the need to expand our skills and be more ‘employable’ has never been more critical. If this resonates and you find yourself ‘googling’ online training or qualifications, there are a couple of things to consider.

Not all online training is the same.

Training providers vary in what they consider ‘online’ learning. When researching, find out how the program is delivered and what happens if you get stuck.  Is the program fully self-paced? This may mean you are given a pdf workbook, login to an online portal of content, pre-recorded lessons including videos, materials, quizzes and message boards, then it is up to you to go through the content and complete assessments. Research what live support you get from trainers via email, chat or phone.  Is this included in the price or extra? How quickly will they respond to your questions or give you feedback?

This style of learning works for some. Why? It’s inexpensive (compared to face-to-face training), you can do it at your own pace, (working around family commitments or work) and you can do it from anywhere.

Sounds like #winning – right?

At LDN, we do things differently.

Our online training is delivered in real-time, with a live facilitator interacting with you, just as they would in face-to-face training – all from the comfort of your home or workplace or anywhere else you can get an internet connection. 


We know how people learn best, and therefore combine the best of face-to-face training interactively, just delivered via technology to give you the best learning outcome. We use the most compelling aspects of online interactive technology but don’t leave our learners muddling through on their own.


How do you know if self-paced online programs will work for you?

Even with the best intentions, do you sometimes find yourself procrastinating, or struggling to find time to juggle all the urgent versus important things each day?  Let’s face it, we’re not all cut out for self-paced learning. The allure of training in your own time, when convenient, is attractive. However self-paced online only, without live sessions requires steely self-discipline, especially if there is no set timetable.  Also, watching a video and reading materials isn’t always the most exciting way to learn, even if you are passionate about the subject. Especially if the only sliver of time you have to yourself is at 3 am on a Wednesday.

These factors are critical contributors to why online training programs have lower completion rates than traditional face-to-face programs, so you should ask yourself, “Am I a self-paced person or can I find a way to make a structured program work?”.


With LDN, you learn in real-time. 

For most people, we find sticking to a structure and having physical materials helps them get things done. When you undertake our programs, you’ll turn up at a specific time on a particular day, just like a real face-to-face session. If you can commit to the time, you’ll get through the content.

We will send you the workbook in the mail so you have something actually in front of you before the live training starts.  No reading pages and pages of text off a screen, nothing to print.  We provide everything you need to participate.  You can find out more about how we do this here.


Checking for deep understanding

Our live facilitators check for understanding throughout the session. When a question arises during a face-to-face learning session, it’s dealt with in the moment, so you can then continue your learning with that question answered. If you’re learning in a self-paced format, you may be less likely to ask questions to fill in the gaps of your knowledge if it means sending an email, then waiting for a response and may keep going even if you don’t quite ‘get it’. This may later impact how successful you are with your assessments, and more importantly, it creates a gap in your knowledge.

If you’re someone who likes to ask questions as you’re learning, learning in a live interactive format is going to deliver you the best outcome.


Doing it on your own doesn’t work for everyone

The solitary nature of some online self-paced programs may suit students who are uncomfortable in a classroom situation. But if you’re a person who learns well in a group and likes to bounce off ideas, self-paced will likely be a little lonely for you. Traditional eLearning is often geared toward ploughing away at the program content with few opportunities for social interaction, apart from writing and responding to threads on message boards.  This doesn’t make a program’ interactive’, and often the best learning happens when participating or listening to an evolving live conversation!


With LDN you’ll learn with a live facilitator and a group of other learners.

You’ll get one of our excellent facilitators live on your computer or device from where ever you are. And you’ll learn with others – just like a real training room. You’ll be able to see your facilitator, interact, discuss, join break-out rooms and simulate many of the activities you can do in a ‘real’ training room. This is as close to a live training experience as you can get without physically being in a room together.


Completion rates and satisfaction

If you’re looking at self-paced accredited training, ask your provider, “What’s the completion rate of people undertaking their program?”.  This will give you a good idea of how well they support their learners through their learning and assessments.


We’ll be there for you.

Our support doesn’t end when the live interactive online sessions do. You have time after the interactive sessions to complete your assessments with our facilitators and support staff available to support you via video chat, phone and email.  Our results demonstrate quality.  The National Centre for Vocational Education Research (NVCER) surveyed graduates of our accredited programs and reported:

  • 97.1% were employed or enrolled in further study after training.
  • 96.8% were satisfied with the overall quality of their training.
  • 93.7% would recommend the training, 96.4% would recommend us as a training provider.
  • 89.3% achieved their main reason for doing the training


See the full  NVCER report here.


By focusing on the vital component of learning collaboratively, with a real-time facilitator and your peers (yet also supported by online collaboration tools) LDN uses the technology to enhance your learning experience – and that’s what gives our learners the best outcome.



Safety Dimensions offers both accredited and non accredited programs though our LDN-i platform powered by the Zoom conferencing platform.

What public programs are coming up soon?

Call us on 1300 453 555  or contact us for more info.

How diversity and inclusion can attract talent and spark innovation

How diversity and inclusion can attract talent and spark innovation

The war for talent is beginning to heat up again. Factors influencing this are staff shortages, reductions in international work visas, more opportunities for people to work remotely or flexibly, and a change in the business landscape after two years of the pandemic. This includes the concept of the ‘great resignation’ where workers are reassessing if their current workplaces and arrangements reflect their personal values and wider life goals and considering their options.

Employees looking to move have more choice of employers than ever before.

One way that organisations can attract talent in this competitive environment is by focusing on attracting and developing a diverse and inclusive workplace. Diversity is about reflecting the communities we operate in, and a diverse and inclusive workplace ensures everyone, regardless of role, nationality, orientation, or identity feels equally involved and valued in the organisation and its growth.

Research shows:

  • 76% of job seekers say that a diverse workforce is an important factor to them when considering companies and job offers (1)
  • 72% of employees reported that they would leave or consider leaving an organisation for one with greater inclusivity (2)
  • 80% of full-time employees say that inclusion is an important factor to them when considering companies and job offers (3)
  • Diversity and inclusivity improve employee engagement, which in turn increases retention by 19% and collaboration by 57% (4)

The benefits for companies creating more diverse and inclusive workplaces are not only to attract talent, but to invigorate workplaces and spark innovation.

Organisations made up of people who all think the same way can have trouble identifying their blind spots or may find it hard to step out of the “group think”.

Bringing together people who are encouraged to think differently, from diverse backgrounds, experiences, and perspectives creates an environment that can stimulate new ideas, innovations and efficiencies to help solve problems or meet clients’ and customers’ needs.

As evidence of this:

  • Deloitte Australia research found teams that are both diverse and inclusive outperform their peers by 80% in team-based assessments
  • Boston Consulting Group, in an extensive study across 171 companies found a dramatic and direct correlation between how diverse and how innovative they were
  • Harvard Business Review, in a more extensive study, found just as strong a correlation between diversity and innovation
  • Cloverpop – a decision-making online platform – discovered that teams that score high on diversity show a 60% improvement in decision-making.

The research is compelling. Embracing diversity of thought, gender, age, race, beliefs, and other preferences to create an inclusive environment, gives a business a significant competitive advantage.

If this isn’t compelling enough, think back to primary or secondary school when you’ve been bullied or excluded – how did you feel? Everyone wants to feel like they belong so they can bring their best selves to work, creating an inclusive workplace fills this need, increases retention, as well as sparks innovation.

LDNs leadership division Leadership Dimensions has a thought-provoking one-day program that gives participants an understanding of the personal and economic need to embrace inclusion practices, and the benefits, barriers, and expectations of what it means to live and work with diversity, inclusion and belonging.

This program is aligned to the nationally recognised Diploma-level unit of competency, BSBLDR521 Lead the development of diverse workforces.

Want to find out more about our diversity and inclusion program?

This program can be customised for your industry and workplace, and we can deliver the one-day program either face-to-face at your workplace, or via our live instructor-led online platform, LDN-i.

Find out more about the program by emailing us at, using our contact form below  or calling us on 03 9510 0477.

Getting buy-in for new policies and procedures

Getting buy-in for new policies and procedures

Getting buy-in to new policies or procedures can be very difficult to implement. Generally, people don’t like change and are sceptical of alterations to policies and procedures.

So, when your organisation changes its Standard Operating Procedures (SOPs), how do you ensure staff understand and embrace the new change, so it becomes “just how we work around here?”  Organisations are also required to consult and get feedback as part of their due diligence obligations.

A client in the manufacturing industry recently engaged LDN to develop a solution to that challenge.

Using our understanding of adult learning, change processes and embedding organisational outcomes, LDN designed a two-hour training module which was delivered successfully to every employee, resulting in the workforce understanding and buying-in to the changes to the organisation’s SOPs.

The training included a brief assessment at the end of the module to ensure everyone understood and could apply the revised SOPs, this was then uploaded to the staff members’ HR file.

After this project, LDN designed an online training module explaining the SOPs and their application for use in the organisation’s onboarding and company induction program.

Following that success, LDN is designing two additional training modules on incident investigation SOPs and bullying and harassment policy changes for other organisations.

When looking at making big changes to policies or procedures that require significant buy-in, speak to LDN about how we can help.

Call us on 03 9510 0477, use our contact form below or email


How do you support workers to understand complex regulations?

Over the past few years, many organisations operating in highly complex and regulated environments (agriculture, construction and forestry) have identified that areas of non-compliance are directly related to the complexity of the legislation, regulations and codes that workers are required to follow.

Factors include the sheer volume and difficulty of the requirements to understand and apply, diverse workforces that may have low language, literacy and numeracy skills, and the nature of these industries where people are often working remotely and unsupervised.

When you have some or all of these factors, you can get non-compliance.

12 months ago, a state government regulator asked LDN to provide a solution to their challenge of high rates of environmental non-compliance within their industry. The regulator understood that issuing fines wasn’t making an impact on workers understanding the requirements and complying, so they approached LDN to investigate the root cause of non-compliance and to provide a solution.

After extensive industry, government, and educational consultation, LDN’s solution was to create a ‘just-in-time’ training tool. This tool synthesised all their complex industry environmental regulations and codes into simple language that workers could understand and then apply, for all tasks they were undertaking, even in remote locations.

This tool was launched and piloted in one Australian state, then based on feedback and its success, LDN was asked to create similar tools for every state and territory in Australia.

This resulted in over 3000+ pages of industry regulations and legislation being synthesised and categorised based on every specific task a worker would undertake during their day-to-day job. This tool now makes it easy for workers to understand, apply and comply with their required state-specific environmental regulations.

If you find you have similar non-compliance and are regulated by highly complex rules and laws, we can demonstrate how your industry can benefit from a similar tool.

For a demonstration on how LDN can help make the complex simple, call 03 9510 0477, contact us below or email

Need a break from Covid News? Take a virtual break in nature

Need a break from Covid News? Take a virtual break in nature

Need a break from COVID news?

Take a virtual tour in nature with nature cams from the comfort of your desktop.  Choose from a range of relaxing footage, from oceans to wildlife and nature sanctuaries all around the globe.

Find hundreds of streams here:


Here are a few of our favorites : 

From our blog

Undertaking a COVID-19 Risk Assessment for your workplace

Undertaking a COVID-19 Risk Assessment for your workplace

Have you undertaken a current risk assessment to identify the risks associated with exposure to COVID-19 in your workplace? Safe Work Australia has published a downloadable checklist you can follow with the key considerations for identifying risks and control measures.

Some of the considerations to include in your risk assessment include:

  • What is the latest advice from the government and key industry and employee associations on control measures?
  • What is the current advice from health authorities about the current situation and case numbers, public health orders and health directions for COVID-19 cases in the local community/region? Information on the latest number and location of COVID-19 cases (including in some cases heat maps) is available from your jurisdictional health authority here >>
  • Does the nature of the work undertaken by my business increase the risk of my workers being exposed to COVID-19?
  • Does my workplace have facilities for hand washing and/or hand sanitising?
  • Does my workplace environment/set-up increase the risk of my workers and/or clients being exposed to COVID-19 and can this be changed?
  • Do I have workers that fall within a vulnerable worker category?
  • What are my current cleaning and disinfecting arrangements and are they consistent with guidance provided by Safe Work Australia?
  • How prepared is my business if there is a case of COVID-19 in the workplace?
  • What worker communication and support mechanisms are in place?
  • Do the changes I plan to make to my business or changes arising from COVID-19 change the risk?
  • Do I have a plan to review my control measures to ensure they are effective?

You can download detailed Key considerations for undertaking a risk assessment – COVID-19 from Safe Work Australia here

Source: Safe Work Australia

Ready to train your people in risk management, hazard identification and subcontractor management?

We have a range of programs to train your people in risk management, hazard identification  and subcontractor management which can be tailored specifically to your industry and organisational needs. Training can be delivered as individual modules or as part of one of our accredited programs.

You can see our full program suite here >> or see some relevant units below:

Risk Assessment & Hazard Identification

This program helps you identify and describe the difference between a hazard and a risk, and introduces a way of thinking about hazard identification and risk management as an everyday activity.

It will also enhance the skills and capabilities of leaders in the areas of hazard identification, risk analysis and identification and how to implement appropriate risk controls.

Contact us for info


Subcontractor Management

Learn to effectively manage WHS site risks and performance by learning how to effectively select, manage and monitor the complex and difficult world of subcontractors.  It also covers the WHS obligations regarding subcontractors, stepping through the various stages of effective subcontractor management, including assessing, evaluating safety history, attitude and managing expectations of performance and reporting.

See our 1-day program >>

BSB41419 Certificate IV in WHS

The BSB41419 Certificate IV in Work Health and Safety is a nationally accredited program which will teach you how to identify hazards in the workplace, assist with responding to incidents, assess and control risk and consult on work health and safety issues. This program is most suited to those in a Safety Officer or Health and Safety Representatives role, or those currently in leadership roles wishing to shift their career into Health and Safety. This program is currently being updated.

Read more about this program >>

Want to find out more about how we can customise our programs to your industry and organisation?
Let's talk!
Call us on 1300 453 555, email or use our contact form here.

From our blog