For learning and development leaders, one tension has remained constant for decades. Knowledge acquisition has become increasingly scalable and efficient, yet skill development has stubbornly resisted that same level of scale. Organizations can distribute content globally in seconds. They can track completions, issue certificates, and deploy learning management systems across complex partner networks. But teaching someone to actually perform a task with confidence and competence has always required time, repetition, equipment, and human coaching.
That is why extended reality training is gaining serious attention among operations leaders, training managers, and enablement teams. It offers the potential to compress time to proficiency, reduce costly errors, and bring structured practice into environments that have historically relied on shadowing and apprenticeship.
In a recent Training Impact Podcast episode, Jeff Walter sat down with Matt Johnston, Director of Commercial Solutions at Design Interactive, to explore how extended reality training and artificial intelligence are transforming skill development across distributed workforces.
For leaders responsible for channel strategy, partner enablement, customer training, and technical readiness, the conversation offers practical insight into how immersive tools can move training from passive consumption to measurable performance impact.
Matt Johnston’s career path provides important context for his perspective on extended reality training. He began his professional journey at Ford Motor Company, working in ergonomics and applying human factors to vehicle interior design. His work included projects such as the cockpit of the future, exposing him early to virtual and mixed reality technologies.
After relocating to Florida, Matt joined Design Interactive, a digital transformation firm focused on human performance challenges. Over nearly two decades, he has worked across industries including transportation and industrial sectors, helping organizations deploy immersive solutions that address both knowledge and skill gaps.
At Design Interactive, Matt leads development, marketing, and sales for XR Mentor, the company’s extended reality training platform. His role sits at the intersection of product strategy and operational performance, giving him a clear view of how immersive tools are being applied in real-world environments.
His perspective is not theoretical. It is rooted in solving practical problems such as onboarding inefficiencies, technician errors, and the challenge of scaling training across hundreds of distributed locations.
One of the most compelling insights from the episode is the distinction between knowledge acquisition and skill acquisition.
Over the past twenty years, the learning industry has done an impressive job scaling content delivery. Organizations can now deploy digital courses, videos, and documentation globally at low marginal cost. This model works well for theory, compliance, and procedural awareness.
However, extended reality training addresses a different challenge. Watching someone perform a task is not the same as performing it yourself. Historically, the most scalable approach to skill development was to play a video or provide instructor-led demonstrations. True tactile practice required physical equipment and expert supervision, both of which are expensive and difficult to scale.
Extended reality training changes that equation. It allows learners to practice in immersive environments before touching real equipment. It also enables augmented reality overlays at the point of need, guiding technicians step by step while they perform real tasks.
In virtual reality, a learner can rehearse a brake replacement or pre-trip vehicle inspection in a simulated shop environment. In augmented reality, that same learner can stand in front of an actual truck and receive heads-up guidance as they execute the procedure.
The shift is significant. Training becomes rehearsal. Practice becomes structured. Feedback becomes immediate. For distributed partner networks and service organizations, this model closes the gap between knowing and doing.
Many organizations operate across hundreds of locations. Whether those locations are company owned, franchise operated, or partner managed, the challenge remains the same. New hires must be trained quickly. Experienced employees must maintain consistent standards. Customers expect uniform service quality.
Traditional models struggle at scale. A video can be shared broadly, but it does not respond to questions. A mentor can coach effectively but cannot be in 300 places at once. Instructor-led sessions are powerful, yet costly and time bound.
Extended reality training offers a hybrid solution. In some deployments, organizations begin with instructor-led sessions that leverage XR technology. An expert demonstrates procedures using immersive tools while multiple participants observe and interact remotely. This approach allows companies to share knowledge with large audiences quickly.
From there, interactive modules are deployed to devices employees already use. Learners can practice skills in immersive environments without waiting for equipment access or senior supervision. They are exposed to multiple conditions and scenarios early in their careers, increasing breadth of experience.
For leaders managing extended enterprise ecosystems, including franchise and customer training environments described at, this scalability is critical. Consistency across independent operators depends on structured, repeatable training experiences.
One of the strongest business cases discussed in the episode revolves around speed to value. When onboarding a new technician, organizations track how long it takes before that individual can perform tasks unsupervised and begin adding measurable value.
In one example, onboarding time for a specific task was reduced from approximately six months to 45 days through extended reality training. That compression translates into months of additional productive output per employee.
The compounding effect is even more significant. Once a technician reaches proficiency in one skill faster, they can move on to additional competencies sooner. Over time, the entire skill progression timeline shortens.
From an operations perspective, this means earlier contribution and increased revenue generation. From an employee perspective, it means faster development and, in some cases, accelerated wage progression.
The results extend beyond speed. Error reduction is another measurable outcome. In one deployment, a 20 percent reduction in parts and labor costs was observed. When augmented reality guidance reduces diagnostic errors, fewer unnecessary parts are replaced and less rework occurs.
For training leaders building business cases, these metrics matter. Extended reality training is not positioned as a novelty. It is tied directly to operational performance.
Retention is often treated as a separate conversation from training, yet the episode highlights how deeply connected they are.
When employees develop skills faster and see clear progression, their perceived value increases. In at least one case discussed, average hourly wages rose for employees who completed immersive training pathways. This was not viewed negatively by leadership. The organization recognized that higher compensation was justified because those employees were adding more value sooner.
Retention improves when development opportunities are visible and structured. In industries facing labor shortages, particularly skilled trades, this is a strategic advantage.
Lower turnover reduces hidden costs associated with recruiting and retraining. It also preserves institutional knowledge, which is especially important in complex technical environments.
Another powerful theme in the conversation is the capture of tribal knowledge. As experienced technicians retire, they take decades of practical insight with them.
XR Mentor was initially conceived as a tool to address this problem. Subject matter experts can record their expertise while performing tasks, using immersive authoring tools to create reusable training modules. These modules can then be accessed at the point of need.
Artificial intelligence enhances this capability. By analyzing multiple expert recordings, AI can identify patterns and commonalities among top performers. It can also detect variations that may represent efficient techniques developed through experience.
For organizations seeking to standardize without suppressing innovation, this combination of extended reality training and AI offers a structured way to preserve and scale expertise.
For organizations applying the LatitudeLearning Training Program Roadmap, extended reality training aligns strongly with later-stage maturity.
Early-stage programs focus on delivering content and tracking completion. As programs mature, the emphasis shifts toward role-based learning paths, measurable performance outcomes, and structured evaluation.
Extended reality training supports this evolution by embedding practice and feedback into the learning journey. It strengthens onboarding, enhances credentialing pathways, and accelerates readiness across distributed teams.
The companion case study, Design Interactive: Accelerating Partner Capability Through Extended Reality and AI, explores these structural elements in greater depth. It examines learner types, operational challenges, and best practices for integrating immersive tools into broader training architectures.
For L&D leaders seeking a deeper, more structured analysis, that case study provides additional context and implementation insight.
Looking ahead, the integration of AI with extended reality training is poised to further transform enablement.
Computer vision and AI diagnostics may soon allow systems to evaluate a technician’s performance in real time. A camera feed could identify components, detect defects, and provide contextual recommendations. Automated evaluation could accelerate credentialing and qualification cycles.
While some aspects are still emerging, the trajectory is clear. Skill validation will become faster and more data driven. Training will move closer to real work environments. Feedback will become more immediate and personalized.
For organizations responsible for customer training at or distributed service networks supported by franchise training models, these developments represent a major opportunity.
Extended reality training is no longer a speculative technology. It is delivering measurable gains in speed to value, error reduction, and workforce development.
Through his work at Design Interactive, Matt Johnston offers a grounded perspective on how immersive tools and AI are being applied to real operational challenges. The conversation highlights practical applications, not abstract theory.
For learning leaders, training managers, and operations stakeholders, the message is clear. If the goal is to move beyond information delivery and into true skill development, extended reality training deserves serious consideration.
Want to go deeper?
🎧 To explore the full conversation, listen to the Training Impact Podcast episode featuring Matt Johnson of Design Interactive.
📄 Download the companion case study: Design Interactive: Accelerating Partner Capability Through Extended Reality and AI
🌐 Learn more about Design Interactive on their website: https://designinteractive.net/
