The Challenge: Training built on “square peg, round hole” tools
Before iorad, Will’s training workflow looked like what most learning teams end up with: using whatever tools are available—even when they aren’t designed for procedural documentation.
He’d used everything from media production suites (Camtasia, Premiere Pro) to authoring tools (Captivate) and a patchwork of screenshot and design tools to backfill documentation.
“You’re trying to fit a square peg, round hole situation.”
The result was a lot of effort to produce training that still struggled with consistency—especially in a learning environment where much of the content was vendor-driven and varied from module to module.
“The next button looks different in every one of them.”
That inconsistency created friction for learners and created more follow-up work for the enablement team.
The Shift: Standardized, reproducible click-through practice
Will adopted iorad to create a step-through experience that was built for exactly what his learners needed: clear, reproducible technical guidance.
His primary internal use case centered on training other super admins and power users—especially around Docebo, where he runs the LMS and documents procedural workflows like:
- Running reports
- Creating courses
- Navigating technical admin tasks
He also built an onboarding tutorial for day-one new hires, guiding them through what to expect when completing their first compliance and training activities.
“Almost all of it is technical or documentation—except that first one with new hires.”
For other internal initiatives, Will advocated for iorad over video when the goal was skill transfer, not feature awareness.
“If they get the practice of doing it, that’s going to lift up the entire thing for them.”
The Outcome: Self-serve enablement (and fewer vacation interruptions)
The biggest change wasn’t just production efficiency—it was operational.
Will started handing off iorad tutorials as a self-serve layer that reduced follow-up and eliminated long email threads.
One real test: he went on vacation.
Before leaving, he gave his team six or seven short “how-to” tutorials for a system they needed to run while he was out.
“The feedback there was it worked. Nobody needed me… I didn’t get any messages or emails on vacation.”
From the learner side, feedback was both direct and indirect:
- Learners commented on the AI voice (“still a robot… but really good”)
- Teams appreciated being able to listen, read, or do
- Most importantly: it worked without intervention
“Step one, step two… they can stop, they can go back and forth at any step they need to.”
Why it worked: Evergreen, uniform, and built for cognitive load
Will’s approach prioritizes clarity and minimal fluff—simple steps that reduce cognitive load.
iorad supported that philosophy while also solving a different problem: keeping training evergreen.
Using AI voiceover helped avoid tying content to a specific employee’s voice or identity—useful when training needs to last for years.
“I don’t want it to be attached to my voice… if I want this to be used for the next two to five years.”
And compared to the fragmented experience of vendor modules, iorad offered something learners could rely on:
“iorad is consistent, iorad is uniform.”
Looking ahead: Cleaner content packaging + clearer governance
Will shared a few improvements that would make internal collaboration smoother:
- Easier title/transition slide creation (without Google Slides workarounds)
- More control over text overlays (font size, images, logos)
- Clearer distinction between tags vs categories vs help centers as organizational systems
He also noted that deeper LMS integration would only matter if reporting could flow into the LMS experience.
“Only if it can integrate the reporting.”