The Behaviour Change or Learning Outcomes section appears on the landing page for your resource. It tells potential learners what they'll be able to do differently or better after engaging with your kōrero. This is often the key piece of information that helps someone decide whether this resource is right for them.
Kaha Create generates a draft description based on your kōrero, but you have full control to edit, refine, or completely rewrite it to match your kaupapa and the needs of your learners.
Use the "Not right? Retry" button to generate a completely new version based on your content.
Your landing page is often the first thing potential learners see - it needs to speak directly to them and clearly communicate the value of your kōrero. The right style depends on three key factors:
Your audience and their context
Your purpose (internal training, community education, or revenue generation)
The type of content you've created
Best styles:
Workplace Guide > Knowledge Drop - Quick, practical updates for time-poor teams
Workplace Guide > What's Covered - Comprehensive reference materials
Workplace Guide > Inside Story - Sharing project learnings authentically
Why these work: Your team already knows you and trusts the organisation. They need clarity about what's covered and why it's relevant to their work, not persuasive sales language.
Best styles:
Concepts Covered > Community Impact - Knowledge that strengthens collectives
Concepts Covered > Story or Narrative - Building emotional connection and engagement
Workplace Guide > Conversation Starter - Exploring complex topics together
Why these work: Community learning is about collective growth and shared understanding. These styles use inclusive language and frame knowledge as something that benefits everyone, not just individuals.
Best styles:
Sales Landing Page > Before & After - Clear transformation story
Sales Landing Page > Problem to Solution - Addressing urgent pain points
Learning Outcomes > Skills and Competencies - Demonstrating tangible value
Why these work: When people are paying for content, they need to clearly understand the return on investment. These styles articulate specific outcomes and benefits that justify the cost.
Recommended:
Workplace Guide > What's Covered
Learning Outcomes > Skills and Competencies
Workplace Guide > Knowledge Drop
Recommended:
Workplace Guide > Conversation Starter
Workplace Guide > Inside Story
Concepts Covered > Story or Narrative
Recommended:
Learning Outcomes > Skills and Competencies
Concepts Covered > Professional Competency
Learning Outcomes > Knowledge Application and Assessment
Recommended:
Learning Outcomes > Behavioural Change
Concepts Covered > Story or Narrative
Sales Landing Page > Before & After
Recommended:
Concepts Covered > Academic or Education
Learning Outcomes > Knowledge Application and Assessment
Busy professionals:
Workplace Guide > Knowledge Drop (respects their time)
Learning Outcomes > Skills and Competencies (clear ROI)
Community groups, iwi, whānau:
Concepts Covered > Community Impact (collective benefit)
Concepts Covered > Story or Narrative (cultural connection)
Students or formal learners:
Concepts Covered > Academic or Education (credibility)
Learning Outcomes > Knowledge Application and Assessment
General public:
Concepts Covered > Story or Narrative (accessibility)
Sales Landing Page > Before & After (clear value)
"I need this to do my job better" → Workplace Guide styles or Learning Outcomes > Skills and Competencies
"I want to understand this topic deeply" → Concepts Covered > Academic or Education
"I'm looking for solutions to a problem" → Sales Landing Page > Problem to Solution
"I want to grow and transform" → Learning Outcomes > Behavioural Change or Sales Landing Page > Before & After
"I want to contribute to my community" → Concepts Covered > Community Impact
Are people paying for this content?
Yes → Consider Sales Landing Page styles
No (internal/community) → Consider Workplace Guide or Concepts Covered styles
Is this teaching specific skills or competencies?
Yes → Consider Learning Outcomes styles
No → Consider other frameworks
Does this involve transformation or significant change?
Yes → Before & After, Behavioural Change, or Inside Story
No → Knowledge Drop, What's Covered, or Skills and Competencies
Is the content emotionally resonant or story-based?
Yes → Story or Narrative, Inside Story, or Conversation Starter
No → More direct styles like What's Covered or Knowledge Drop
Do you need to build trust and credibility?
Yes → Academic or Education, Professional Competency, or Inside Story
No → Simpler styles work fine
If you're uncertain, these styles work well across most contexts:
Workplace Guide > Knowledge Drop - Clear, practical, respectful of time
Concepts Covered > Story or Narrative - Engaging and accessible
Learning Outcomes > Skills and Competencies - Demonstrates clear value
You can always change your landing page style after publishing. If you notice:
Low engagement → Try a more engaging style (Story or Narrative, Before & After)
Confusion about content → Try a clearer style (What's Covered, Knowledge Drop)
Low conversion → Try a more persuasive style (Sales Landing Page options)
When to use:
Quick, focused shares of practical information
Screen recordings or process walkthroughs
Time-sensitive updates or insights
Internal team resources where everyone is time-poor
Content that solves a specific, immediate problem
What makes it effective: This style respects your learners' time by getting straight to the point. It positions you as a colleague sharing useful knowledge rather than delivering a formal presentation. The emphasis is on immediate practical value - what can someone do or understand differently right now? Perfect for busy teams who need to quickly scan and decide if this is relevant to their current work.
Best for: Internal training, process updates, quick tips, technical walkthroughs
When to use:
Exploring complex or evolving topics
Inviting dialogue and different perspectives
Addressing organisational challenges or opportunities
Content where there isn't one "right answer"
Building shared understanding across teams
What makes it effective: This style frames your resource as an invitation to join important thinking, not a top-down instruction. It uses warm, inclusive language (we, us, our) and positions you as a peer exploring questions together. The tone is curious and collaborative, acknowledging that this is part of an ongoing conversation. This works particularly well when you want to encourage reflection and discussion rather than simply transferring information.
Best for: Leadership reflections, strategic thinking, cultural discussions, change initiatives
When to use:
Sharing lessons learned from projects or initiatives
Behind-the-scenes look at how work actually unfolded
When challenges, surprises, or pivots are part of the story
Real-world case studies from your own organisation
Building organisational memory and shared learning
What makes it effective: This style emphasises authenticity and real experience over polished success stories. It's honest about what worked, what didn't, and what surprised you along the way. Learners connect with the humanity of the journey - the struggles, discoveries, and unexpected moments. This creates trust and makes insights more memorable and applicable because they're grounded in real work, not theory.
Best for: Project debriefs, implementation stories, transformation journeys, lessons learned
When to use:
Comprehensive guides or reference materials
Resources people will return to multiple times
Structured training on processes or systems
Content that needs to serve as ongoing documentation
When clarity and completeness matter more than engagement
What makes it effective: This style builds confidence through transparency and thoroughness. It clearly outlines what's included and what's not, helping learners quickly assess if this resource meets their needs. The straightforward, professional tone positions the resource as a reliable working tool they can bookmark and reference. No marketing language - just honest, complete information about what they'll find.
Best for: Process documentation, compliance training, system guides, comprehensive team resources
The "Concepts Covered" styles focus on clearly articulating what knowledge, frameworks, or competencies learners will gain. These styles are most effective when the educational content itself is the primary value proposition.
When to use:
Content that benefits communities, whānau, or collectives
Resources addressing shared challenges or opportunities
Knowledge that strengthens collaboration or trust
Content for community organisations, iwi, or social enterprises
When learning has ripple effects beyond the individual
What makes it effective: This style uses inclusive "we" language to position learning as a collective endeavour. It acknowledges shared challenges and frames knowledge as something that strengthens the whole community, not just individuals. The emphasis is on how mastering these concepts contributes to collective wellbeing, sustainable outcomes, or improved collaboration. This creates a sense of shared purpose and responsibility, making the learning feel meaningful beyond personal development.
Best for: Community education, iwi training, social sector resources, collaborative initiatives, collective capability building
When to use:
Content that benefits from emotional connection
Resources teaching "soft" skills or interpersonal competencies
When you want learners to see themselves in the content
Complex concepts that need grounding in real scenarios
Building engagement with learners who may be hesitant
What makes it effective: This style draws learners in through relatable scenarios and narrative journey language ("You know that moment when..."). It positions you as a wise friend rather than a lecturer, making the content feel accessible and personally relevant. Learning outcomes are woven into a discovery story that helps learners visualise themselves applying the knowledge. This approach works particularly well for content that requires behaviour change or mindset shifts, as the narrative creates emotional investment in the learning.
Best for: Leadership development, communication skills, cultural competency, personal growth, behaviour change initiatives
When to use:
Formal educational content or training
Resources covering established theories, models, or frameworks
Content for students, educators, or researchers
When academic credibility is important
Structured learning that builds systematically on concepts
What makes it effective: This style establishes authority through scholarly language and systematic presentation of concepts. It clearly identifies specific theories, models, and frameworks covered, positioning the content within its broader academic or professional discipline. The tone conveys rigor and credibility while remaining accessible. Learning is framed as a systematic exploration using evidence-based language, which builds confidence that the content is thoroughly researched and professionally validated.
Best for: University courses, professional certifications, research-based training, formal education programmes, theoretical foundations
When to use:
Workplace skills development
Technical training or software instruction
Career advancement resources
Content with measurable performance outcomes
Professional development for specific roles or industries
What makes it effective: This style emphasises practical application and return on investment. It uses performance-based, action-oriented language (implement, execute, deliver, manage) that demonstrates immediate workplace value. The focus is on specific, tangible skills and competencies that lead to measurable results. This approach speaks directly to professionals who need to justify their time investment and see clear career or performance benefits. It frames learning as a strategic investment in professional capability.
Best for: Corporate training, technical skills, management development, industry-specific competencies, career advancement
The "Learning Outcomes" styles are explicitly educational, focusing on what learners will be able to do, know, or apply after completing the resource. These styles work best when clear capability building is the primary value proposition.
When to use:
Content focused on changing habits, practices, or approaches
Resources teaching new ways of working or interacting
Leadership or management development
Health, wellbeing, or lifestyle content
When the goal is action and implementation, not just understanding
What makes it effective: This style centres entirely on practical, observable outcomes - what learners will actually do differently after engaging with the content. It uses action-oriented language ("Learn how to...", "Discover ways to...") and focuses on immediately applicable practices. The emphasis is on behavioural adoption rather than theoretical knowledge, making it clear that this learning leads to tangible change. This creates accountability and helps learners envision themselves implementing new practices in their real context.
Best for: Leadership training, health and safety, communication skills, change management, habit formation, workplace practices
When to use:
Content teaching frameworks, models, or systems
Resources that require understanding before application
Compliance or regulatory training
When learners need to assess situations or make informed decisions
Professional judgement development
What makes it effective: This style emphasises what learners will be able to do with the knowledge they gain - how they'll apply understanding in real situations and assess scenarios using their new expertise. It goes beyond "you'll learn X" to "you'll be able to evaluate Y using X." This positions knowledge as a practical tool for workplace decision-making rather than abstract information. The focus on application and assessment makes the learning feel immediately relevant and professionally valuable.
Best for: Professional judgement training, compliance education, diagnostic skills, risk assessment, evaluation frameworks, decision-making tools
When to use:
Technical skills training
Software or tool instruction
Capability building in specific domains
Career development resources
When concrete, measurable skills are the outcome
What makes it effective: This style clearly articulates tangible skills learners will build and demonstrates their practical workplace applications. It uses concrete, specific language about capabilities rather than abstract benefits. By focusing on skill development with real-world application, it helps learners understand exactly what they'll be able to do and how it connects to their work. This clarity builds confidence that the time investment will yield measurable professional capability.
Best for: Technical training, software instruction, project management, digital skills, analytical capabilities, sector-specific competencies
When to use:
Content that creates transformation or significant change
Resources solving painful, relatable problems
When you can clearly articulate current struggles and desired outcomes
Career development or business growth content
Any resource where the "before" state is frustrating and the "after" is compelling
What makes it effective: This style harnesses the psychological power of contrast. It paints a vivid picture of current pain ("Right now you're...") then creates desire by showing the transformed future state ("Imagine instead..."). By making both states tangible and specific, it helps prospects feel the gap between where they are and where they want to be - positioning your resource as the bridge. The emotional resonance of this framework drives motivation to act. The key is authenticity: the struggles must be genuinely relatable and the outcomes realistically achievable.
Best for: Transformation-focused content, productivity solutions, skills that dramatically improve outcomes, career advancement, business growth
When to use:
Competitive markets where you need to stand out
Content targeting specific professional or demographic segments
When you have strong social proof or credibility markers
Resources with clear, measurable benefits
Time-sensitive opportunities or limited availability
What makes it effective: This style follows the proven AIDA framework (Attention, Interest, Desire, Action) to systematically move prospects toward conversion. It opens with attention-grabbing techniques like pattern interrupts or contrarian statements, then builds interest through specific benefits, creates desire using social proof and authority markers, and drives action with friction-reducing CTAs. The framework addresses objections proactively and creates appropriate urgency without manipulation. It's highly structured to maximise conversion while feeling natural and persuasive.
Best for: Professional development, competitive offerings, launches with limited spots, content with strong testimonials, premium pricing
When to use:
Content solving urgent, painful problems
Resources targeting audiences with clear pain points
When the problem is more compelling than the features
Situations where inaction has serious consequences
Markets where prospects are actively seeking solutions
What makes it effective: This style leads with empathy for a specific problem, making prospects feel understood immediately. It escalates the consequences of inaction (without fear-mongering), creating motivation to change. Then it transitions to hope by presenting your resource as the solution, backed by proof points that build credibility. By focusing relentlessly on the problem-solution fit rather than features, it connects emotionally while demonstrating practical value. The framework works because people are often more motivated to avoid pain than to pursue pleasure.
Best for: Urgent problems, compliance challenges, costly inefficiencies, high-stakes decisions, expertise-based solutions
