09 July 2025

Ditch the Slides: Real Ways to Make Learning Interactive and Engaging

PowerPoint is not the villain. But it has become a crutch.

Too often, corporate training looks like this - One trainer. One deck. Dozens of bullet points. And a group of employees trying their best not to check their phones.

But learning was never meant to be a spectator sport. It works best when people are involved, engaged, and emotionally connected to what is happening.

So if we want real impact - skills that transfer, ideas that stick, and behaviors that shift - we need to go beyond the slides. We need interactive learning.

Let me show you what actually works.

1. Start With a Problem, Not a Presentation

Instead of opening your session with “Today we will learn about…”, try starting with a challenge.

Example: In a time management session, say: “You have 27 emails, 3 meetings, and one critical task due by 4 PM. What do you do first?”

Now, you have their attention. Because this is not a slide. It is their reality.

✅ What to Do:

Use real workplace problems as the starting point.
Invite learners to solve something before you “teach” anything.
Let them struggle a little - that tension is where curiosity lives.

2. Use Movement and Group Dynamics

Sitting still and listening for too long creates passive learning. But even simple shifts in posture, space, or group size can energize a room.

Try this:

Walk-and-talk: Ask a discussion question and get them to walk in pairs while they chat.
Stand-up polls: Instead of raising hands, ask them to stand if they agree or disagree.
Role-swap: Let them act out a different role (like client, manager, or peer) in a simulation.

It does not need to be dramatic. Just enough to move from silence to participation.

✅ Why It Works: People remember what they do, not what they hear. So get them doing something.

3. Replace Slides With Tools

Instead of “presenting” a model, give them a tool and let them apply it.

Example: Instead of explaining the STAR technique on a slide, hand out a simple worksheet. Then say, “Write down a recent success story using this structure.”

And just like that - They are learning by doing, not by watching.

✅ Ideas to Try:

Checklists
Templates
Scenario cards
Problem-solving grids
Decision trees

If it helps them apply a concept on the job, it belongs in your session.

4. Make the Learner the Teacher

Here is a little secret: The one who teaches, learns the most.

So instead of teaching everything yourself, let participants teach each other.

Example: Split the group into pairs. Give each pair a sub-topic. Ask them to learn it quickly and present it back in 2 minutes using a visual or story.

You are no longer the only source of knowledge. They become creators, not just consumers.

✅ Bonus Tip: Use “peer teach-backs” to recap key points. It is far more powerful than a summary slide.

5. Use Real Stories, Not Hypotheticals

People zone out when examples feel fake.

“Imagine you are in a company…” No. Imagine you are in this company. Right now.

Stories work when they feel personal and practical.

✅ How to Do It:

Use real events from your organization (with names changed, if needed).
Ask participants to share a challenge they faced—and how they handled it.
Turn those into mini case studies for the room to analyze.

When stories are familiar, learning becomes relevant. And relevance is the foundation of engagement.

6. Get Feedback in Real Time

One reason interactive learning works is that people see how they are doing, instantly.

Use feedback loops to build confidence and correct misconceptions.

Try these:

“Turn and tell” – After practicing a skill, get feedback from a partner.
Use colored cards or polls to quickly check understanding.
After a simulation, pause and ask: “What went well? What would you change next time?”

✅ Why It Matters: When people feel seen and supported in the learning process, they are more likely to take risks, speak up, and stretch themselves.

7. End With a Commitment, Not a Conclusion

Do not just end the session with “Thank you” and a QR code for feedback. End with this question: What is one thing you will do differently starting tomorrow?

Let them write it down. Let them say it aloud. Let them text it to a peer.

Because when people make a public commitment, they are more likely to follow through.

✅ Follow-Up Option: Check in after one week: “Did you try what you committed to? What happened?” That tiny loop closes the learning journey.

The Shift We Need to Make

The real question is not “What should I put on my slides?” It is: How can I make this feel real, relevant, and usable - right now?

Interactive learning does not mean flashy games or tech-heavy platforms. It means building an experience that puts the learner at the center.

Let us stop talking at people. And start learning with them.

Want Tools to Make Your Sessions More Interactive?

I have created templates, checklists, and plug-and-play activities that help you build sessions that stick.

📍 Visit https://www.lndacademy.com/ to access:

Online courses on designing interactive training
Tools and strategies for L&D professionals
My books and podcast episodes focused on practical learning

📬 And if you want behind-the-scenes ideas I do not share anywhere else - Subscribe to the L&D Academy Weekly Newsletter (https://edu.lndacademy.com/). Real tools. Real examples. Real impact.

Because slides might share information…

But interaction creates transformation.

Learning and Development Academy is a leading platform for Learning and Development, offering comprehensive resources, certifications, and personalized coaching for professionals seeking to enhance their skills and expertise in the field.

Contact

zr@lndacademy.com