Patterns and best practices observed across Rise360 course development engagements, covering tone, content editing, resource organization, and project rhythm. Evidence drawn from [1] new hire onboarding project.
The appropriate pronoun register depends on who the course is for:
"When we're talking about agility and what the company does, I think that's more of an us or we type thing because this is an internal [course] and these are only employees, new employees."
— Gus Donelson, Agility Recovery
When a course is taken by all new hires (not just one department), avoid directing role-specific language at the learner as if they hold that role. Instead, refer to the role in third person.
Example:
- ❌ "...allowing you to spend more time closing deals and less time cold prospecting."
- ✅ "...allowing salespeople to spend more time closing deals."
Rationale: The learner may not be in sales. Framing it in third person keeps the content accurate and inclusive without losing the informational value.
Remove claims that are factually inaccurate for the organization, even if they sound good. In the Agility Recovery case, "less time cold prospecting" was cut because the sales team still cold prospects — including it would have undermined credibility.
Clients may use AI tools (e.g., Microsoft Copilot) to generate alternative phrasing as they review content. These outputs often appear as lengthy comment rewrites that closely mirror the original. Treat these as:
When in doubt, schedule a sync to clarify intent before implementing wholesale rewrites.
Clients reviewing long courses may contradict themselves across modules (forgetting earlier decisions). Establish a clear tie-breaker rule upfront:
"If my comments contradict, go with what I did earlier."
Document the agreed-upon defaults (e.g., "we/us voice throughout") so they can be referenced when conflicts arise.
For clients using SharePoint as a training repository, key resource locations to identify early:
| Resource Type | Where to Look |
|---|---|
| Product content | Training > Product |
| Pricing & catalog | Product Pricing & Catalog folder |
| Services & training decks | Product Services & Training folder |
| Recovery/product photos | Recovery Photos subfolder |
| New hire onboarding materials | New Hire Onboarding project folder |
Folder naming can be inconsistent — confirm exact paths with the client contact and request direct links where possible.
Identify and locate product comparison or overview documents early in the project — these are often the most useful single resources for product modules. For Agility Recovery, the MRC vs. MRU file (located in Training > Product) was identified as the primary reference for the product module.
A practical hierarchy for sourcing images in Rise360 courses:
Images are generally lower priority than content accuracy and structure. Don't let asset gaps block module development.
Short welcome or role-introduction videos (typically 1–3 minutes) are a common component of new hire onboarding courses. Key production considerations:
For courses that include software tool training (e.g., Salesforce, SalesLoft, ZoomInfo), Articulate Storyline is the preferred tool for building interactive click-through simulations. Rise360 alone is not sufficient for this use case.
When a client stakeholder is out of office, use the time for heads-down development rather than waiting. Establish a clear review date before they leave.
Pattern:
1. Confirm the client's return date and first available review window
2. Set development targets for the OOO period
3. Resume review cadence on their first full week back
Design asset delivery can lag behind content development. Build in a standing follow-up touchpoint (e.g., Monday check-in) to keep the design track moving in parallel with authoring.