E-Learning Design & Development

Designing learning experiences grounded in real work situations

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We design custom e-learning programmes that help organizations understand work, strenghten mental health, and translate learning into practice.

Many e-learning programmes focus on information and awareness. While knowledge is important, meaningful learning often emerges when concepts are connected to people’s lived experience of work.

Mental health is approached through the understanding of work and work experience.

Our approach to e-learning design combines work psychology, the Work Clinic traditions, ergonomics, systemic thinking, and complexity approaches.

Learning is not limited to the transmission of information. Participants are invited to observe real work situations, engage reflexively with their own experience, and explore different ways of understanding and positioning themselves in relation to work.

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How We Design E-Learning

• Learning begins with concrete work situations that participants can recognize and relate to their own experience.
• A fictional character provides a thread throughout the learning journey. His work situations create a point of reference from which participants can observe what is happening, question what they notice, and make connections with their own experience.
• Throughout the learning journey, participants are invited to Observe, Reflect and Decenter — looking closely at work situations, revisiting their own experience, and exploring alternative ways of understanding and positioning themselves in relation to work.
• Concepts are introduced not as abstract theories, but as resources for understanding work differently.

Observe – Reflect – Decenter

Observe
Participants are first invited to look more closely at work situations: what is happening, what shapes the situation, how people respond, and what may otherwise remain unnoticed. Observing the fictional character’s experience also creates a space from which to look differently at their own work.

Reflect
Participants are then invited to revisit their own experiences, question what they may have taken for granted, and explore how they perceive, interpret and respond to situations at work.

Decenter
Conceptual insights and alternative perspectives help participants move beyond their initial interpretation of a situation. This process of decentering makes it possible to position themselves differently in relation to work situations and to open up new possibilities for understanding and action.

Together, observation, reflexivity and decentering create a progressive learning process that connects lived experience, conceptual understanding and the capacity to act.

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Example of E-Learning Themes for Mental Health at Work

Depending on the context, learning programmes can explore different dimensions of mental health at work through the lens of work activity. Each learning path can combine conceptual insights with reflection on lived work experience.

Together, these themes offer different perspectives for understanding how work influences mental health and how individuals, teams, managers and organizations can contribute to healthier and more sustainable ways of working.

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Custom Learning Programmes

Learning programmes can be developed or adapted to reflect the realities, culture, and challenges of a specfic organization.

Our approach often incorporates narrative characters whose experiences reflect the realities, tensions, and challenges of everyday work.

Narrative characters can provide a thread through a learning journey, allowing participants to explore concepts through recognizable work situations while making connections with their own experience. Characters and situations can be adapted or created to reflect the culture, professions, challenges and work realities of a specific organization.

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From Individual Learning to Collective Reflection and Action

These modules are designed not only as individual learning experiences, but also as resources for teams, managers, and organizations.

When combined with facilitation kits, they can help create structured opportunities for dialogue about work, work experience, cooperation, quality of work, and organizational challenges.

Managers, HR professionals, and team leaders can be supported in using these resources to facilitate meaningful conversations and collective reflection within their teams.

Creating spaces where work can be discussed, reflected upon and developed can contribute to mental health at work and to the prevention of psychosocial risks. By making work visible and open to dialogue, organizations can strengthen learning, cooperation, recognition and the collective capacity to act.

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Looking to develop a learning programme tailored to your organization ?

Let’s discuss your project.

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