E-learning
Copilot e-learning or a day in a classroom? A habit takes 60 days.
A classroom day teaches your people what Copilot can do. It does not teach them to use Copilot: knowledge dumped in a single day fades within weeks. The problem is a habit problem, not a knowledge problem, and a habit takes around 66 days on average. That is why this program runs for 60 days, not one.
- 60
- working days, not calendar days
- 26
- mandatory learning moments
- 3
- phases with fixed milestones
- 1
- short learning moment per working day
What e-learning delivers
01 · The payoff
01
Spacing is the active ingredient
The same material with intervals demonstrably sticks better than the same material in one go. The best interval is roughly ten to twenty percent of how long you want to remember it. So the rest days are not gaps in the schedule; they are the part that does the work.
02
A small part of your working day
The day session is bounded and takes a small part of your working day. Once the core is done, the rest is bonus space: extra practice and depth, voluntary and without notifications. Done is done; if you want more, it is there.
03
The rhythm follows your working week
The program counts working days, not calendar days. If Wednesday is your day off, no learning moment lands on Wednesday. Holidays pause the path and you come back without a backlog. And you no longer need to clear two hundred calendars at once.
04
Repeatable
New colleagues start the same week they join. With workshops, a newcomer waits for the next round, usually six months.
05
The same story for everyone
Two trainers running ten groups deliver ten variations. In the e-learning, the whole organization gets the same explanation and the same rules on what you do and don't share.
06
A level you can measure
The baseline on working day five records the starting point; the re-measurements on day 40 and day 60 show the difference. After a workshop you have an attendance list; after the e-learning you have numbers.
Side by side
02 · The comparison
The workshop isn't worse. It costs more per person and only works if the group is at roughly the same level. The math: one classroom day for ten participants, none of whom have done the e-learning, averages €2,700, because then everyone has to be in the room. If everyone does the e-learning first, one targeted session remains for the smaller group that needs more depth. Current prices are on the pricing page.
| Aspect | E-learning | Workshop |
|---|---|---|
| Time to complete | 60 working days, around the workday | Usually a full day per group |
| Number of participants | Unlimited, simultaneously | 6 to 12 per session |
| Pace | Two or three learning moments a week, per person | Pace of the group |
| Cost | Per participant per year, see pricing | On average €2,700 per group of ten, per day |
| Work time lost | A short learning moment per working day | A full day plus travel, all at once |
| Measurable level | Baseline plus re-measurement on day 40 and 60 | Attendance |
| New colleagues | Same week | Next round |
| Own files on the table | Yes, practical assignments in your own work environment | Yes, that's the strength |
| Asking questions | Asynchronous, within the module | Direct, with follow-up |
| Discussing resistance | Difficult | That's what the conversation is for |
04 · The order
Why the workshop comes afterwards
01
Without measurement, you don't know what to cover
Plan a workshop up front and you pick the topic by gut feeling. After the baseline measurement and 60 working days of e-learning, the matrix shows which area is still light. That's what the workshop covers.
02
Otherwise the basics eat your whole day
If half the room doesn't yet know how to build a prompt, the first two hours go to that. With the e-learning done first, you start at the point that actually needs attention.
03
The group gets smaller and more focused
The report shows who needs it. Six to twelve people with the same gap instead of a whole department, which makes the session better right away.
04
What a screen can't teach
Doubt and resistance are conversations, not modules. Those belong in the workshop, and nowhere else.
05
You can see afterwards whether it helped
The competency the workshop was planned for gets measured again 60 days later. Without e-learning around it, you have no before-and-after measurement.
0
working days of e-learning first
0
participants, usually fewer
0
workshops per year, on average
How that runs
05 · 60 working days
Working day 1–4
Start week
Quick to get going, without a hurdle. The rhythm settles in before anything is measured.
Working day 5
Baseline
About five minutes. Job, work setting, knowledge and work context steer order and pace.
Working day 6–39
Learning moments
Two or three a week, with fixed milestones. The rest days in between do the work.
Working day 40
Re-measurement
The same measurement again. Your level may now also rise, and the program changes with it.
Working day 60
Completion
The final re-measurement and your certificate. Set against the baseline, that is your difference.
Frequently asked questions
06 · Q&A
What does e-learning deliver that a workshop doesn't?
A measured level. After a workshop you know who attended; after the e-learning you know, per team, where the level stands: measured on working day five, and again on day 40 and day 60. That difference is the only thing that later proves something changed.
Our people don't have time for e-learning.
The day session takes a small part of your working day and lands only on your own working days. If Wednesday is your day off, nothing arrives on Wednesday. A classroom day costs a full working day plus travel, and everyone has to be free at the same time. In practice, the e-learning costs less work time, not more.
Does e-learning actually stick? Don't people just click through?
The system steers toward a target band of roughly 80 to 90 percent correct answers and repeats what went wrong. If you get stuck on one concept, you get a different explanation, not another quiz. And the practical assignments require your own document, email or table; you can't click those away.
Won't people get fed up with the reminders?
At most one nudge per working day. Evenings, weekends and public holidays stay quiet, and no message ever arrives about work that is already done. After three ignored nudges, the platform dials itself down to a quieter setting. Up front you choose from three notification profiles: daily, rhythm or minimal.
Why can't the workshop come first?
It can, but then you pick the topic by gut feeling and the room starts at five different levels. The first two hours go to the basics. After the e-learning, that base is already there, the matrix shows where things go wrong, and you can spend the whole session on that one topic.
Is the workshop mandatory?
No. Some organizations never need it because the scores are already fine after 60 days. On average we see two targeted sessions per year at an organization of two hundred people, not a training day for everyone.
What happens with employees who are already ahead?
The programme is adaptive: do well on a test and you get more complex cases and deeper material instead of repeating what you already know. And whoever wants more afterwards can move on to the advanced Copilot Agents training, building an agent for a recurring process. No one sits waiting in the basics.
How does the e-learning determine someone's level?
From the knowledge questions in the baseline: they set a level per topic. Your self-assessment can lower that level by one step at most, never raise it. On day 40 and day 60 the measurement runs again, and then the level may also rise.
Can managers see who scores poorly, per person?
No, the dashboard shows teams, and group figures only appear from five reporters. Workshop attendance follows from role and topic, not an individual score. That keeps it about learning, and everyone joins in honestly.
What if the workshop doesn't deliver results?
You'll see that in the follow-up measurement 60 days later: the competency the session targeted either shifts or it doesn't. If the area stays light, it wasn't the participants; we look at the topic, the setup, or the team's agreements instead.
Can we take workshops only, without e-learning?
You can, but you'd be selling yourself short: no measurement beforehand, no selection based on numbers, and no reinforcement afterwards. You're back to a session where you can't say afterwards what it actually achieved.
Read on
- The learning system underneath
Why we space and test, and what the forgetting curve does and does not say.
- The 26 learning moments
What is in it, and how the training adapts per role.
- The workshops after
Six topics for the part that needs more depth after the measurement.
Start with the measurement, not the room.
60 working days later, you know exactly which workshop is still needed, and for whom.