hi, baka may alam kayo available trainings regarding sa networking aside sa cisco. tia

Hello!

Does anyone have experience/recommend an excelent training software aimed at operators/crafts person (i.e. the team members turning wrenches, building ,welding, etc.) (plus the usual administrative people).. that is capable of handling 20K+ employees world-wide? (i.e. multiple language support).

Thanks!

Hi everyone,

I recently delivered a training session that felt a bit flat, with limited questions and no immediate feedback. While most attendees stayed for the full session, two dropped off early.

I’m curious about the signs and metrics you use to determine if a session is going well. Are there specific things you look out for to know participants are finding it useful? How do you gauge success if feedback is minimal?

I’d love to hear any tips or experiences you have on signs of an engaging and effective session—especially any subtle indicators that show participants are gaining value.

Thanks in advance for sharing your insights!

Simple question, and I don't mean to get too in the weeds, but I've always been curious about how different places handle their training. I've been in some CU's where training is only one week. Other places where its an intense three week thing. I'm building out a learning training path for new hires, and I'm always uncertain about time (full day of training? Half-day?) and its length (again, one week? Two weeks? More?). What's your guys' favorite method of training? Thanks!

We designed a decision practice experience. If you know decision games, you'll recognize the format. But... the team develops the scenarios during the game.

No prep needed. No facilitator. Just fun in the face of uncertainty.

Early adopters are already seeing lots of value -- for knowledge sharing, cognitive skill building, even project management.

Question is: where should we take it to get traction with the L&D community?

Hi! I’d love to get thoughts on this from the L&D community. I’m the L&D lead for a global company based out of New York. My role consists of creating virtual and in person learning content, coaching and facilitation, so pretty much an all rounder type of role!

I’ve had a lot of things happen to me in my personal life over the last few years and over the last 12 months my anxiety has worsened. I have started to see this effect my job where I now dread presenting live training and worry about it for weeks on end. This only really happens with trainings that I’ve never delivered or that I’m not that confident in yet. This never used to happen and although I’m working on myself personally I think I’d be more comfortable in a different type of role.

What L&D roles don’t require live facilitation that can still pave good careers for you? I love designing new content, working with an LMS but I feel like many instructional design roles require you to have years of experience in just instructional design which I don’t have. I’d love any advice.

How do people publicise their training courses? I've created what I think is a great paid online course with an enigmatic speaker and bookings are lower than expected.

It's gone out to an email list and I've been promoting it on LinkedIn as well but still don't see the bookings flying in.

I work with the training dept. for a small financial company and am part of a team that sets the compliance training. I am relatively new to the industry and position. In my short time, I have not been impressed with quality of the compliance training. When talking about how it is essentially a simple and non-engaging training, one comment from someone on the team focused on wanting to use examples from the Netflix series, Ozark, to help illustrate concepts on money laundering and banking secrecy acts, etc. I have not seen it, but it made me wonder about all types of movie/TV clips showing examples of these compliance concepts. Which got me to thinking. I know copyright and fair use are huge issues but wondered if an org or other company has helped make it easier to address?

So, is there a company or organization that can license clips out for these types of requests or is it the good ol' contact the director, movie/tv company, to get permission? Just looking for a hassle-free way, if at all possible, to use some relevant and updated use-cases to help create a more engaging training.

Hi guys, recently, I developed Scene Snap, a platform that makes learning more efficient and dynamic by leveraging some Gen AI tech. I´m wondering if it can be useful outside of academia, like corporate training. We don't provide the content; we just provide the platform on which a group or individual can upload content and experience learning using our services.

We have a chat feature, to have a conversation with the speaker of the video.

We allow users to synthesize content, specially useful for lengthy videos.

We generate notes automatically.

And we provide a management of content system,

Let me know how this sounds.

Hey r/Training, Charles here!

If you’re in talent development or training, you know that finding the right people is everything. That’s where 40 & Co. Talent Solutions comes in. We specialize in connecting companies with talent that truly fits their mission, goals, and culture.

🌟 Why 40 & Co. Stands Out

At 40 & Co., we go beyond just filling roles. Our team digs deep to understand your needs and bring on board talent that can help you scale and innovate. We’re committed to being more than just recruiters – we’re a partner in your team’s growth and success.

🚀 Our Approach

With our unique blend of industry expertise and a tech-forward strategy, we ensure that your hiring process is efficient, transparent, and aligned with your training and development objectives. We don’t just want to help you hire; we want to support your journey in building an amazing, capable team.

🌐 Let’s Connect

If this sounds like something you’re interested in, check out more about us here: 40 & Co. Talent Solutions or feel free to reach out to me directly at f.charles.colon@40andco.ai. Let’s work together to bring on the best people to achieve your goals!

Anyone here who started as a solo trainer/facilitator and now handling a training team to cater client demands?

What’s your current arrangement with your team? Are they paid with a fixed salary + percentage/cut per seminar? What works best for you?

Thanks for your insights!

https://www.timesfreepress.com/news/2024/nov/01/hands-on-approach-chattanooga-emerging-as-leading/

If training courses could be made available right in your browser while you’re on specific pages, would you find that helpful or more of a distraction?

If your company is hiring learning and delivery specialists in remote roles shoot me the details. My last contact ended 2 months ago and been struggling to find a new learning specialist role since. Have over 10 years exp in virtual facilitation and content delivery.

I'm currently working as a L&D specialist. I like it but I am not sure what kind of career path it offers. I was wondering if anyone could tell me about this as a career. Where did it take you? What are you doing now?

Hi All!

I have noticed over the years as a Training specialist in the boardrooms, or in management talks that they view training as another expense to their budget and not as an investment.

I notice such mistakes and see their turnover increased over the year.

No planning for Training? Then plan to fail in retaining your employees.

Wrote this piece about it recently: https://medium.com/p/b35939f8cbd2

What do you all think? Is this a common thing across companies?

What are your experiences?

I was talking to my friends who recently joined their company and realised the following things in the context of corporate training:
a) Companies don't actually care about their employee's learnings and is mostly a formality

b) For employees, it is sorta formality for them as well just to sit throught it, pass tests if any (most of them don't end up doing it if they don't have tests check in).

I want to understand to what extent this is true depending on the company's demographics (company size, industry, etc.) and I'm interested to learn more about the companies who actually care about the learnings of the employees at the job and invest in the resources?

Hi All!

Check out my blog and let me know your thoughts on investing to get Training ROI.

https://medium.com/@ghaysanne/is-your-training-worth-the-investment-5-steps-to-prove-it-8eeb4b8418e3

hi everyone,

i'm been seeing a lot of students use online tools to summarize, create, memorize, etc. and i've also been trying out tools myself, such as remnote (flashcards), fluent (language learning), lesson22 ai (text-to-video extension), but i keeps me wondering to what extent this really is effective in learning. should i suggest my students to use tools like this? or do you think it's not going to be effective in the long-term and actually achieving their (or my) learning goals?

I am looking for someone to help me build an online training programme. I've come into contact with someone called Carl Purnell, does anyone know him? Is he credible? Can anyone suggest someone I can talk to, to gain some advice and guidance? Thank you.

I am a L&D consultant, wanted to get the sub's views on hands on training. Is it worth investing in tools which enable hands-on software training, specifically for enterprises with a large emp pool?

Last year's ATD had sooooo many LMS providers shoved in my face yet all of my L&D team told me that learners couldn't give two stitches about the videos and modules. I don't blame them, it's boring. But once they're on the job they're clueless and need eve more training to get the job done correctly.

Which industries that are at a significant L&D deficit need in-person training more as opposed to using all the fancy eLearning software we have at our disposal.

Hello everyone! I'm now undergoing training to become a certified trainer. One of my next assignments is to organize an ice-breaker session for the group.

This would not be such a big deal, if I wasn't absolute sh*t at it, even in my daily life.

So, even though I don't have access to the Moodle part that gives out all the rules and whatnot, I already started thinking about what I'm going to do. An idea popped up in my head, it's a bit wild, chaotic, and probably god awful, so I'd like the insight of more experienced trainers about it.

I plan to make them suffer. A little bit.

My plan is, at the start, make them choose one of their hobbies, but not to tell anyone what it is. Afterwards, prohibiting speech. Then, having them choose a volunteer, that will be given oven mittens and a bag. During this, I would be playing relaxing music to lull them into a false sense of security.

Afterwards, I would show a timer (one that does loud BEEPs, like a bomb clock), and reveal that inside the bag, that only the representative of the group can handle, and only with the mittens, is every letter in the alphabet. The objective would be to figure out the name and interest of every participant (15ish) without talking, before the clock went of. Depending on time, I might add the last name as well in the middle of the session. If they were to fail, I would set off a confetti cannon, and they would have to clean the mess (I would actually clean it, in fact). Also, every word spoken would remove a second from the clock. I would be very ruthless about it too, to add to the pressure.

My reasoning behind this lunacy is:

• An ice-breaker, at least to me, would have you know at least the name of everyone. Hence the objective would be to figure it out, as well as an interest.
• I believe that the frantic gesticulation and the panicked "hmm! HMM!" that the no talking rule and the clock's BEEPs would generate, would lead to funny interactions between them, strengthening the group's cohesion.
• Due to the time limit, they would have to organize themselves, encouraging and improving their teamwork.
• I like chaos.

Do bear in mind that, during all of this, the way I executed, conducted, and the results of this ice-breaker will be evaluated by another student. So this may all have to change depending on what is requested by our teacher. But since I suck at ice-breaking, and the timeline is very tight (for next wednesday), i really want to start throwing stuff to the wall and see what sticks.

So, how terrible of an idea would this be? Thanks for the help!

I have to create a short operator level e-learning for a piece of equipment.

It’s loosely and tangentially related tommy area of expertise but admittedly I know little about the equipment myself. I have all the OEM manuals and guidelines, ut frankly I just don’t have the interest in this material and I’m awamped with other projects.

Is there an approach you take creating material you can’t get interested in or someone you outsource it to?

Total newbie here. Looking to understand the career a bit more. It seems like you guys are well paid for the job, so what’s the “bag of shit” you need to eat for the pay?

I currently work in enablement and have loved my time in L&D. As I start to look to find other opportunities outside my company, there’s some learning and development, training, and enablement jobs, but not a lot. It seems like it’s not in high demand. A few questions for people who have grown a career in L&D:

1. How did you find your next role? Was it through networking? ATD events?
2. Is this a field that people can have a stable career in the long term ?

Hello! I'm looking for advice on how to find ways to learn more about facilitation, curriculum design, content creation and possibly writing styles. I've been the corporate trainer for my company for 3 years now and I really want to learn more about how to be a better trainer. I was thrust into this role and feel like I've been stumbling around ever since. I've had no training for this role and recently we've been branching into content creation using articulate. This will possibly grow from internal facilitation to client facilitation. Where can I go to get more experience in the areas mentioned above?