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?

Hey, I’m doing some benchmarking with salaries in learning and development and have found that it’s so broad in our industry! I love working in Learning and Development and want to make this my permanent career path but I’m also super motivated and want to make as much money as I can in the industry. If you’re in L&D, what do you do? Did you specialize in anything? How much money do you make and do you like what you do? I’ll start.. I’m 33, NYC, Assistant Director of Learning and Development, it’s pretty general but I focus on a lot on management training and I make $135k a year (no bonus). I’ve been in L&D for about 6 years, previous to that I worked in a HR role.

A bit of background first. I have 5 years of experience in the IT field but unfortunately unable to break through as a systems admin since our current guy is just going to retire here. I really like the company I work with so I don't want to leave, plus I'm full remote which helps with work life balance.

I was going to jump ship this year because I am grossly underpaid and honestly I am just done with doing IT even on a small support level (I'm the highest escalation point before sys admin). I've always had a knack for training so my boss recommended me to help out HR with their LMS system - the previous person was not tech savvy and were not doing a great job. Needless to say, they got let go and Ive been doing this role. I got a promotion and they want me in that team. I'm the new LMS Administrator, they're slowly integrating ID stuff in there so I can understand this better, and while I enjoy the career change....I don't even know what this career path is. So far all im doing is managing an LMS and I feel I could do this part time.

I enjoy the training aspect, and the tech aspect. I have actually been teaching myself HTML and also Python so I can improve our system so it's fun but I'm wondering, is this overkill? I'm doing it to build my skill set because I feel like I'm not that busy. I don't know how to apply tech to this role other than what I said, and I want to make sure I do this right and not just waste my time and potential (and salary increases) by not making the right moves or asking the right questions.

It's very possible this isn't for me, so I'm asking for help for perhaps resources or a guide or something so I know what a path would look like with tech, what salary could be expected, job title etc. everything I'm seeing is ID and LMS admin and I'm sure there's gotta be more to it than this.

Sorry for the long post and thank you for reading.

I'm interested in looking into integrating Learn365 into our SharePoint as an LMS. I manage all onboarding and ongoing learning for my department and it's literally all PowerPoints. I have one program guide that centralizes all the links so everyone knows where to find everything. Has anyone had experience withlearn365? I figured it'd be an easier approach to a new LMS since we use SharePoint for everything anyway.

What is the most globally recognized certification that a training leader can take? Preferably online. I have 16 years of corporate training experience. This is a self-motivated endeavour, I'm pursuing this for continued learning and improvement purposes. TIA.

Hi! Using a new account so my company is not identified.

I work in an airline training department. We get trainees who get assigned additional training due to lacking competencies; we create a tailored course targeting specific competencies and when they score well on those, they go back to the line.

The issue is often, they will be back as "regular customers". I can't seem to understand why. I'm currently going in the direction that the original problem was never correctly diagnosed.

Does anyone have ideas I can explore? or experience with this?

Thanks!

For some context, I work for a financial institution with a contact center in the US. I recently started in training operations there and have since implemented a lot of changes. Now we’re at a junction where I am wanting to reward talent for being 1) willing to go the extra mile, 2) being flexible to lend assistance, 3) being reliable to work with minimal supervision.

I am talking about our tenured agents that I have used for shadowing (new-hire watches them take calls), and reverse (they watch the nh take calls, and assist when needed). And with recent expansion of the company, we were needing to pull internally for people who could step up and potentially get promoted.

It’s a relatively small team I can pull from, and the team also has agents who I would much rather not use for such activities. I really would like to be able to give the mentors more opportunities to shine, and the parlay them into promotions. The monetary aspect is a more difficult subject to tackle but it will definitely be worked on, but in the meantime, I am looking for ways to reward them and in a way prepare them for what’s to come. This is also something I foresee bleeding into an actual employee recognition structure, but that’s more long term.

Does anybody have any experience with developing something like this? Any insights, suggestions, and whatever else are all welcome!

Hi All,

I thought it was important to jump in this group and talk about Leadership Strategies (that's the name of their company). They have this training, as well as a bunch of others, called THE EFFECTIVE FACILITATOR and it's designed to teach you the 10 principles of facilitation (as defined by them). I took this and it was a GAME CHANGER. Mind you, I dont normally leave reviews but i felt that i should this time since this can help others in the business space and/or with communication in general!

So, you're drinking from a fire hose with content from Day 1, but in a good way. I took this course in-person but it's also offered virtually. I was able to utilize a ton of the soft skills they taught us in class and it definitely helped with my facilitation style and how to build consensus. I would recommend it!

And ask for Jermaine! He's the one who helped me and answered all of my questions!

website is: www.Leadstrat.com

Hey folks - not sure if this is the right thread/community for this question.

I have been pondering for a while if microlearning is really a thing or is it just trying to capture attention of already attention span deprived masses. Reading about the success of Duolingo, Khanacademy and few other platforms draws me to this space, where I can totally see a great opportunity to do something meaningful.

My post here is to understand if someone were to gamify learning in a meaningful (but micro-way) would it do more harm than good. I have myself been a traditional, long-form information consumer, and that had given me some amount of success academically, thus I am curious about what this community thinks.

Hi peeps! I landed an interview as Learning Specialist at a very well known airline. Basically I'd be training the cabin crew members on safety regulations and customer service skills. I am in the last steps of the recruitment process, with my last interview this week.

I was let known that during that interview I will be given a lesson plan to teach to a panel of instructors (pretending to be students). I am nervous about this part in particular since I will have less time than desired to prep.

Anyone here with experience on this process? Any tips? Suggestions? I will take everything, I really want this job!

TIA!

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Hi everyone,

I am a relatively new training teaching business communications and today I made a blunder. I'm wondering how bad it is and if the participants will judge me harshly for it.

I have a word document with my exercises in it and I like to do the exercises alongside my participants. The thing is, I taught the same course two days in a row and forgot to clean my document before sending. I recognized my mistake during the second exercise and resent the document.

I've already figured out that I should have a separate document for doing the exercises, like a master copy, than the one I send.

My question is, will the participants think this is unprofessional or will they think more along the lines of "everybody's human"? Am I making too big a deal out of this?

Hi all! I am the head of the training department at my firm and we are in the process of trying to create a paralegal training program. I currently have training programs in place for attorneys and legal secretaries but I am struggling with the paralegal portion. I have no issues coming up with training material and resources but I myself am not a paralegal and I already handle all of the software training personally.

The main issue I am running into is cutting paralegal billable hours (hours billed directly to the client) to accommodate for current paralegals to help with training. I can’t get anyone to get on board with any of my ideas that require hour cutting. I am just not sure where to go from here. We are too big and have too many locations to have just 1 dedicated trainer and there is no one person that I could take from their current position without causing chaos.

I have suggested having multiple trainers with hour cuts only when a new hire is being onboarded and this was not completely shut down but was still not received positively.

I have looked into paralegal training as a whole and I really cannot find any resources. I would love to know any legal department structure that any of you know of.

Advice/Suggestions/Help?

I have an interview for Regional Trainer at my current company. What is some advice or resources to prepare me for the interview? Any idea of questions that may be asked in the interview?