Getting started with internal courses and workshops

The answer: start small, think hybrid, and use tools that do some of the work for you.

1. Start with purpose and goals

Before you settle on a format or start building material, ask yourself:
What does the team need to know, understand, or feel more confident about?
It might be new processes, better collaboration, or simply recognising strengths that are already there.

Clear goals make it easier to choose the right approach — and to show the impact afterwards.

2. Choose a format that fits how the team actually works

Internal training doesn't have to look a particular way. Your options include:

• In-person sessions: ideal for discussion and a sense of connection.
• Digital courses, delivered live or made available on demand.
• Blended learning: combine video, quizzes or articles with sessions you attend together. The variety strengthens what people retain.
• Hybrid: run the session live while giving people the option to join remotely.

Hybrid is often the key to including everyone. With the right structure, people feel part of it wherever they're sitting.

3. Build the material – or bring in help

There are two routes here:

Do it yourself

• Use tools like Microsoft Teams, Google Meet and Zoom to record, share and discuss.
• Build interactive exercises in a learning platform (LMS).
• Try AI tools that can help turn your existing documents into course material.

Bring in help

• External experts can develop tailored courses — a good fit if you're a large group or need specialised content.
• Some providers support the whole process, from planning through to filming and editing.

4. Design the experience, not just the content

What makes the difference is often how a session feels, not only what's said.

• Set a clear agenda, ideally with several short blocks rather than one long one.
• Build in participation — let people answer, practise or discuss. This matters especially in hybrid settings.
• Think about pace, breaks and variation.
• End on energy: an exercise, a quiz, or a round of takeaways.

5. Follow up and build on it

Once the session is over, find out what actually landed.

• Ask for feedback right there in the platform.
• Look at how many took part, both in person and online.
• Identify what worked well, and what the next step should be.

6. How Confetti helps

Once the content is in place, everything around it should just work. Confetti makes it easy to hold the whole training together, whatever the format.

• Send invitations and collect sign-ups
• Check people in with a QR code
• Share the programme, links and materials
• Collect feedback
• Get a clear overview of participants, statistics and follow-up

No jumping between tools — and more time to focus on the experience itself.

Next step? Start small, but start now

Internal training builds your team's skills, culture and future. It doesn't have to be perfect from day one. What matters is getting started.

👉 Sketch out a theme, book a time, and go. The rest can grow along the way.

And for a clear structure you have Confetti.

Adam: 👋

Clara: 🕺

Ready to get started?

Are you ready to get started right now? Create an account here. Or do you want to know a little more? Book a demo.

Create event→Book a demo→