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As a Langevin Master Trainer, I want every workshop participant to get the most value possible from the time they invest in training. One of the most reliable ways to make that happen is to intentionally build creative, memorable review activities into a course. Reviews are more than a recap of content. When they are well designed, reviews help learners store information, retrieve it later, and make sense of how the material applies to their job.
Review activities are especially important once learners leave the training room or log out of a virtual session. A strong review reinforces what matters most and gives learners confidence that they can use what they learned. Reviews also give instructors insight into learner comprehension, allowing us to adjust, clarify, or reinforce key points before moving on.
In this blog, I’ll share the basics of this highly effective instructional technique, along with practical guidance and several go-to review activities that work well in both instructor-led and virtual classrooms.
WHAT is a review?
A review activity clarifies and highlights the most important points for learners during training. Rather than repeating information, an effective review requires learners to actively engage with the content. This might include recalling information, explaining concepts in their own words, applying ideas to real situations, or teaching something to others.
To keep learners engaged, it helps to use a variety of review types throughout a program. Reviews can include friendly competition, physical movement in a classroom setting, short discussions, background music, visuals, or hands-on problem solving. Changing the format keeps energy high, prevents predictability, and supports different learning preferences.
WHY do a review?
Review activities reinforce key concepts and increase retention. They allow participants to experience success when they recall or apply information correctly, which builds confidence and motivation. Reviews also create opportunities for learners to elaborate on what they have learned and reflect on how the content connects to their role or experience.
Many instructors assume that reviewing means re-explaining content. The most powerful reviews ask learners to do the cognitive work themselves. When learners struggle slightly to remember or apply what they have learned, their brains are doing exactly what we want them to do. That effort strengthens mental connections and supports long-term retention, helping learners see the relevance and value of the training rather than viewing it as isolated information.
From the instructor’s perspective, reviews serve another important purpose. They reveal gaps in understanding and misconceptions, giving us an opportunity to clarify and reinforce before moving on to the next chunk of content.
WHEN should I do a review?
Reviews are most often used after presenting a chunk of content and before transitioning to something new. More complex topics or areas where learners have less experience typically benefit from more frequent review opportunities.
Starting each morning with a brief review of the previous day’s material is an excellent way to refresh learning before introducing new content. Reviews are also effective before or after breaks, before and after lunch, and near the end of the training day. An end-of-day review helps learners leave with a sense of accomplishment and clarity around key takeaways.
It is also helpful to consider the depth of review needed. A quick two to three-minute check may be enough after simple or familiar content, while complex skills or decision-making topics benefit from longer, more reflective activities.
WHO does the review?
The most effective reviews actively involve learners. While some reviews may be instructor-guided, participant-driven activities tend to deepen learning and increase engagement. The approach you choose should align with your purpose and the learners’ level of experience.
Small group discussions or table team presentations work well in a classroom setting. In virtual courses, breakout rooms with three to six participants provide an ideal space for discussion and reflection. Collaborative reviews and engaging, game-style challenges between groups can significantly boost participation and energy.
WHERE do I get ideas for creative review methods?
There are countless review techniques available online and, of course, within Langevin workshops. In fact, every Langevin virtual or instructor-led program intentionally models a variety of review methods. Below are some review activities that work with almost any type of content.
Peer Review
Provide learners with a list of key points or questions tied to the content. In pairs or small groups, ask them to review and discuss each item. Afterward, invite groups to share insights with the larger class while other groups add examples, ask clarifying questions, or build on the discussion.
Scenario Snapshots
Prepare a set of short, realistic scenarios related to the training content. Learners work individually or in small groups to identify how they would apply a specific concept, skill, or best practice from the course. Ask each group to briefly share their response and explain their reasoning.
One-Minute Teach Back
Ask learners to choose one concept from the session and prepare a one-minute explanation as if they were teaching it to a new hire or colleague. Learners can deliver their teach back to a partner, small group, or the full class, depending on time. Teaching forces learners to organize their thinking, clarify their understanding, and identify gaps.
Team Challenge
Divide learners into teams and ask them to create challenging but answerable questions based on the training content. Teams then take turns trying to stump one another. Adding points, time limits, or simple rules increases energy and friendly competition.
Virtual Tag
Ask all participants to raise their virtual hand. Call on one learner to share a topic or concept that stood out to them. After responding, they lower their hand and select another participant whose hand is still raised. Continue until all hands are down.
Word Relay
Place learners into breakout rooms with four to six participants. Display a word related to the course content vertically on the whiteboard. Each group identifies something they learned for each letter of the word. For example, using the word “training,” groups identify a concept or tip that starts with each letter.
Draw a Picture
This activity works especially well in virtual courses with multiple sessions. At the start of a later session, ask learners to use the drawing tools to create an image that represents a concept or tip that resonated with them. Each learner briefly explains their drawing, reinforcing recall and reflection.
Action Plan Review
At Langevin, every workshop incorporates an action plan. Learners are given time to reflect on what resonated most with them. These reflections serve as both a review and an ongoing to-do list of what they will apply when they return to work.
Action planning can be open-ended or more structured, and these types of reflections have been shown to positively impact performance back on the job. They are easy, inexpensive, and take very little time to design or incorporate into a training session.
For a more structured review, ask learners to reflect on prompts such as:
- I liked, I learned, I wonder, I will…
- 3Cs: What CONCEPT did you find most valuable? What CHALLENGE can you now overcome? What CHANGE will you make in the next 30 days?
- Stoplight Review: What will you stop, continue, and start?
- Concept Review: Choose one concept from the session and explain how you will apply it in your work.
- Relapse Prevention Strategy: Prioritize action plan items, identify potential obstacles, and brainstorm strategies to overcome them.
HOW do I choose the right review activity and avoid common pitfalls?
With so many review options available, consider the time you have, the experience level of your learners, and the group size. When reviews align with purpose, timing, and learner needs, they become one of the most powerful tools in your training toolbox.
Even well-intentioned reviews can fall flat if they rely only on recall questions, such as listing steps or defining terms. Reviews are far more effective when learners explain ideas, apply concepts, or make decisions.
Another common pitfall is letting the same voices dominate. Structured pair (or small group) activities ensure broader participation and richer discussion.
Finally, treating reviews as optional, or using the same format repeatedly, reduces their impact. Variety and intentional design are what turn content into learning.
During your next training session, challenge yourself to intentionally build in memorable and engaging review activities. Reviews help learners focus on key takeaways, leaving them feeling confident and capable after training.
Looking for more inspiration? Explore Langevin’s Instructional Design for the Virtual Trainer workshop.
One last thing. I’d love for you to share your favorite review techniques in the comments and help expand everyone’s training toolbox!
This article was first published February 13, 2017.