The document is not the training

Every L&D team has the folder. A procedure someone wrote for the last audit. A policy that legal approved in the spring. A product guide the department head "just wants everyone to read". The request arrives as "can you turn this into a course?", and then it waits, because turning a document into training is a design job, not a file conversion.

The document says what the rule is. The training has to change what people do. Someone has to work out who needs it, what they should be able to do afterwards, which pages of the document matter for that, and where people will get it wrong. Then the lessons have to be written, the practice built, the assessment set, and the whole thing packaged for the LMS. In an authoring tool, that is hours of your team's time operating software for every section of the source.

Katie does that job. You hand her the document and the request in plain conversation, the way you would brief a colleague, and she does the instructional design and the production. Your team approves the plan before she builds, and the finished course before anyone sees it. If the phrase "AI instructional designer" is new to you, the guide explains what one does and does not do.

What Katie does with the document

She clarifies the request

Most requests arrive vague. "Make this into training" is a document and a wish. Katie helps define the outcome, the audience and the key behaviours, then writes the strategy and a training plan for your approval. If all you have is the document and a business change, that is enough to start.

She gathers what the document leaves out

Documents are written for reference, not for learning. The exceptions, the real examples and the reasons behind a rule usually live in someone's head. Your subject-matter experts provide that knowledge, answer Katie's questions and review the drafts for accuracy. Katie runs the back-and-forth herself, which is where a human designer's hours usually go.

She designs and builds the course

From the approved plan she produces the complete training: the text, video, practice activities, simulations and assessments. She is trained on expert instructional design principles and learning science. A dense policy comes out the way the portfolio describes an interactive course: policy translated into everyday judgement, with short explanations and realistic situations that connect the rules to the learner's role. Alt text, captions and audio description are part of every training.

She revises in plain language

Your team and your experts give feedback on Teams, Slack or WhatsApp, in the words they would use to a colleague. Katie makes the changes right away and shows you the new version.

She publishes it

The approved course goes to your existing LMS as a SCORM package, or out as a direct link when you do not need one. The SCORM for your LMS page covers that step.

She keeps it current when the document changes

Policies change, and one change can make several courses wrong at once. Tell Katie what changed. She updates the affected lessons, videos and practice activities, and tells you where else the old rule appears. Your team reviews the changes and publishes.

A worked example: a policy document into a course

This is the policy-training request from Katie's own demo on the homepage, laid along the working morning the homepage shows.

The brief

A department head asks for training on the approvals policy and sends the policy document with a few lines of notes. The L&D manager takes the notes and the document and hands them straight to Katie.

Defining the need

Katie asks the questions a designer would ask. Who has to apply the approval limits, where do people get it wrong today, and what should they do differently after the training? From the answers she defines the outcome, the audience and the key behaviours, and writes the strategy and the training plan. The L&D manager reads it and approves.

Building it

Katie takes on the production end to end. The policy becomes a policy training on approval limits, with lessons, practice and an assessment, and the preview lands in the team's chat marked ready for review.

Feedback in chat

The first review comes back with one note: "The policy section is too dense for frontline teams. Split it into two parts and add a decision scenario." Katie replies "Done. Preview the new version here." The frontline version is a policy essentials course with a decision to make, not a page to read.

Publishing

The team approves the complete course. Katie handles the SCORM export and the team packages it for the LMS, or shares a direct link.

A version for one department

An approved policy course can be tailored for one group. In the demo the request is "Support policy is approved. Tailor a version for IT." The core policy stays the same; the IT version gets IT-specific scenarios and quiz questions, set for approval.

The update, weeks later

"The approval limit changed this morning. Update it in the policy training." Katie's reply: "Done! The update is ready for your approval. I also found the old limit in the Manager Onboarding and Procurement courses. Should I prepare updates for those as well?" Nobody on the team opened the other two courses to check.

What your team approves, and when

Your team approves three times, and learners never see anything that skipped a step.

  • The objectives and the structure, before production. Katie proposes them from the document and your experts' answers. Nothing is built until you say the plan is right.
  • The complete course, before publishing. You review the finished training against your own quality bar. Katie learns your terminology, business context and standards from each approval, so later courses need less correction.
  • Every later change. A policy update, a new language or a department version is prepared for your review and published only when you decide.

You own the source document and the finished course, including if you stop working with Katie. Before rollout, Trust Katie starts a security review covering your content, learner data, the AI providers involved and your security requirements.

What the learner gets

Not the PDF in a viewer with a quiz at the end. Learners get short explanations, realistic situations drawn from their own work, practice with feedback, and an assessment that checks the behaviour rather than the reading.

Inside the training, learners can talk to Katie. She asks questions, role-plays realistic scenarios and gives feedback grounded only in the material your team approved. After launch, she analyses learner errors, questions and drop-offs and recommends fixes for you to review and publish, so the course gets better rather than older.

Katie works in more than 20 languages with full right-to-left support, and local teams can review each adaptation before rollout.

What it costs in workload

Katie is priced on the workload she takes off your team, never per creator or learner seat. One credit is one cent, and she shows the exact cost before every action.

On the rate card's own arithmetic, a typical training is 2,555 credits: a 14-message design interview at 30 credits a message, one build of up to two chapters at 2,000 credits, five AI edits at 15 credits each and three images at 20 credits each. A longer document that needs an extra chapter adds 400 credits a chapter. The policy update weeks later is an AI edit at 15 credits an item. SCORM export and hosting cost no credits.

The listed plan is $1,000 a month for 100,000 credits. The pricing page has the full rate card and an estimator that compares a month of your workload today with the same month with Katie. If you would rather prove it first, the pilot is eight weeks with one team, on one real training, from brief to publish.

Or bring the document to a 30-minute scoping call.