From Chalk & Duster to Screen & Beyond: Three Decades of Watching Learning Transform
I’ve been in Learning & Development for almost three decades now. What began as a fledgling step into the field of education eventually led me to the challenging, dynamic, and immensely fulfilling world of Adult Learning & Development.
The Early Days: 100% Offline and Raw Training Needs Analysis
By the time Athiya was founded in 2004, I had already led Learning & Development functions across both the ITES and non-ITES sectors. Those experiences shaped the philosophy with which we built our company.
Back then, Learning & Development was 100% offline.
Let me paint a picture of what training looked like in those days.
The first step was always a meeting with the client’s L&D Manager or Training Lead. We’d discuss their requirements. I vividly remember one client saying to me,
“Chitra, we want communication skills training for our people.”
Rather than immediately designing a program, I requested permission to spend time with the participants and their Team Leads.
For several days, I sat with employees, observed them at work, and held discussions with their managers. That Training Needs Analysis revealed something very different from the original request. The real gaps were not merely “communication skills.” They included spoken English nuances, listening and comprehension, business writing, and cross-cultural sensitivity for working with North American clients.
It was back to the drawing board.
The proposed two-day workshop transformed into a six-month learning journey—three hours a day, five days a week.
The client couldn’t have been happier.
Every session happened at their office. Trainers travelled every day. Handouts, learner manuals, assignments, feedback forms—everything was paper-based. Along with them came PowerPoint presentations, audio recordings for listening exercises, and carefully selected video clips.
As the months went by, I often joked that I had become part of the office furniture. Everyone—from senior leaders to the housekeeping staff—knew me by name.
That was Learning & Development in its purest offline form.
For almost a decade, this remained the norm.
2014: The Customization and Cultural Intelligence Wave
Then, around 2014, something interesting began to happen.
Learning itself started evolving.
The first noticeable shift was customisation.
Earlier, a single communication program could cater to multiple teams. Now, even two customer service teams required entirely different learning journeys. A technical support team had very different communication challenges from an Accounts Payable or Accounts Receivable team. Case studies, simulations, role plays, and assignments all became highly contextual.
The second shift was cultural intelligence.
As organisations became increasingly global, understanding cultural differences became essential. Frameworks such as Hofstede’s Cultural Dimensions became valuable tools for helping employees collaborate across geographies.
The third shift was in how communication itself was evaluated.
There was far less emphasis on Mother Tongue Influence (MTI). Instead, organisations focused on clarity, confidence, and effectiveness of communication.
The fourth shift was the move away from standardised communication.
Template-based emails gradually gave way to critical thinking, judgement, and authentic business communication.
Finally, behavioural competencies took centre stage.
Stakeholder Management.
Leadership.
Delegation.
Influencing.
Coaching.
Organisations wanted to build stronger managers—not just better individual contributors.
Yet there was one growing challenge.
Time.
Very few managers were willing—or able—to spend two full days away from their desks. Learning had to become more flexible.
That was when Athiya began transitioning to virtual learning.
The Virtual Shift: Breakout Rooms and the Pandemic Acceleration
Almost overnight, everything changed.
Trainers no longer spent hours travelling across cities.
Programs that once ran for full days became highly interactive three- to four-hour virtual sessions.
The design philosophy had to change completely. What worked beautifully in a physical classroom did not automatically succeed in a virtual environment.
Technology suddenly became central to the learning experience.
Microsoft Teams, breakout rooms, chat discussions, polls, collaborative activities—trainers had to master an entirely new toolkit.
Gradually, nearly every stage of the learning lifecycle became virtual.
Training Needs Analysis.
Content design.
Stakeholder reviews.
Program delivery.
Assignments.
Participant feedback.
Nearly 90% of the entire process moved online.
Of course, virtual learning came with its own challenges.
While sessions became shorter, they were spread across several weeks to minimise disruption to business operations. The downside was that continuity sometimes suffered. Some learners missed sessions. Others dropped out midway.
To bridge this gap, we introduced structured post-learning assignments.
Participants completed practical exercises, emailed them to the facilitator, and received personalised feedback.
Our trainers gradually evolved into facilitators, coaches, and mentors—supporting learning long after the live session had ended.
It proved remarkably effective.
Then came the pandemic.
Ironically, because Athiya had already embraced virtual delivery, we were well prepared.
As organisations shifted to remote work, Learning & Development became far more than a capability-building function. It became a powerful way to keep employees connected, engaged, and growing despite physical distance.
Our learning experiences became even more learner-centric.
Our facilitators developed exceptional virtual engagement skills.
The demand for continuous learning grew significantly during this period.
And that momentum has continued.
Today, almost 90% of our learning interventions are delivered virtually.
The entire learning ecosystem—from Training Needs Analysis and Focus Group Discussions to design, delivery, and post-program support—has become digital.
Today, we even develop e-learning courses and microlearning modules that are designed to be accessible across multiple devices. Learners can engage with content anytime, anywhere—making “learning on the go” a reality.
The Future: AI Ecosystems Meet the Human Touch
Now, Artificial Intelligence is transforming Learning & Development yet again.
One of the most exciting developments we’ve embraced is an AI-powered application that converts recordings of our virtual sessions into bite-sized, learner-friendly e-learning modules, complete with knowledge checks and reinforcement activities.
When I pause to reflect, it’s astonishing how far we’ve travelled.
From chalk and duster…
…to PowerPoint and projectors…
…to virtual classrooms…
…and now to AI-powered learning ecosystems.
Yet something fascinating is happening once again.
Offline learning is making a comeback.
Organisations are increasingly recognising that interpersonal competencies—building trust, influencing others, collaborating effectively, leading with empathy—are best developed through human interaction.
Some things simply cannot be replicated by technology alone.
Watching a facilitator navigate a discussion.
Reading body language.
Learning through observation.
Sharing spontaneous conversations.
These experiences remain uniquely human.
Perhaps Learning & Development is coming full circle.
Or perhaps we’re entering a future where technology enhances learning, while human connection gives it meaning.
Only time will tell.