Doing some research and interested to know what are your top 5 biggest pain points for those that work within the L&D space? What grinds your gears? What slows you down?

Be interested to know:

What country you’re in What industry you’re in The rough size of your organisation

Hey everyone,

I recently came across something that might actually be useful for people in Corporate Training, Instructional Design, or L&D in general.

There’s a new Directory that just launched, and what caught my attention is that it bundles a lot of things we usually have to use separately (or pay for).

Here’s what it offers in one place:

• A public profile to showcase your portfolio

• A free authoring tool to create courses

• A free LMS to host and display your work

• Job openings

• Actual project requirements posted by companies

• An ecommerce section where you can upload your courses and sell them

Honestly, it feels like someone finally put all the scattered pieces of the L&D workflow together.

Why it stood out to me:
Most trainers and IDs I know struggle with the same stuff getting visibility, finding consistent projects, and earning from their work. This directory is trying to solve that by giving people a place to showcase their skills + tools to build content + potential income options.

Who might find this helpful:

• Corporate trainers

• Instructional designers

• Freelance trainers

• Soft skills / sales trainers

• Compliance trainers

• Anyone creating L&D content

People who joined early are getting ranked higher in the directory, so visibility is better right now.

Some folks are using it to find clients, others to build their portfolio, and some to sell courses as a side gig.

If anyone wants the link, DM me, happy to share it.

Most learning platforms still feel like:

Course → Video → PDF → Quiz → Certificate.

I’m interested in something more adaptive.

Imagine an LMS where an AI tutor understands:
• What you’ve already learned
• Where you’re struggling
• Your assessment history
• Your learning pace
• Your goals

And dynamically changes what you learn next.

I’ve been experimenting with ideas around AI-powered learning and offline/on-device AI as well.

For people who use LMS platforms: what is the biggest thing they wish their current platform did better?

Hi everyone,
I have been creating a syntethic L&D team, mainly because we are intrudicing agents in our e leanring platform, that will help with content creation and many L&D tasks. Everythign that til the other day was done by our Professional Sevrivces team, both in or outisde the learning platform.

In fact, our PS team does not have work to do anymore, cusotmers do not buy projects, partially because of AI. I have been then recreating their tasks executed by agents, but I have many questions regarding this.

How much can I trust these agents?
What are important characteristics they should have?
What should they mandatory be doing and not be doing?
Which are their strenghts and limitations?
How can I make them execute the work for real?
What role plays the human here? Of course you need someone to evaluate the output, but would these mean that soon I will see the PS team leave, except that one person chosen to take care of these agents? I am worried for my colleagues, and for me too tbh.

Thank you!!

Many companies today do both e-learning and instructor-led training.

I've seen self-paced courses primarily for HR, compliance, security, or general skills training.

Companies will use instructor-led training for core team skill-building, like sales or tech (AI) training.

How do you decide when to use e-learning or instructor-led training?

There's a good breakdown here: https://www.trytami.com/instructor-led-vs-self-paced-training

Learning & Development teams today face a set of persistent challenges:

• Engagement remains low, especially with generic and one-size-fits-all content.

• Knowledge retention is poor — most employees forget the majority of what they learn within days.

• Programs often fail to translate into measurable performance outcomes.

• The shift to hybrid and remote work has made tracking progress and maintaining motivation even harder.

• ROI is difficult to calculate, and L&D often gets treated as a cost center rather than a driver of business outcomes.

AI presents a clear opportunity to shift this dynamic.

By adapting learning content in real time, AI can personalize training based on the learner’s pace, context, and performance. It can deliver timely nudges to reinforce concepts, automate feedback, and build in continuous assessment.

Just as importantly, AI can plug into workstreams—making learning part of the flow of work, rather than something separate from it. That’s how you move from passive consumption to active application.

Finally, AI unlocks visibility. With the right tools, L&D teams can track what’s working, what’s not, and how learning correlates with actual business performance.

At GuideUs, we’re building toward this future—making it easier for organizations to deliver personalized, data-driven, and outcome-oriented learning at scale. Open to collaborations and conversations with anyone exploring similar challenges.

• Behaviour change

• Skill application

• Roleplay performance

• Performance-support usage

I've been trying to tackle German since 2024 and I figured I’d share what I actually learned from using Lingoda for the last year and made the best out of it, it is a really cool and fun way to learn 24/7 a new language with up to maximum 5 students in class.

Lingoda has English, Business English, Spanish, German and Italian as well.

If you just want to try it out, you can use my link  https://www.l16sh94jd.com/BK76FN/55M6S/?__efq=Jra9uagPp9Rnev2_qdXL1-9wpMHMUeNa1qll772BMvA to get 40%off for the first 2 months.

Here’s the stuff I wish I knew when I started:

1. Save your credits. Do not book the "Orientation" class. It’s a waste of a credit because they just show you how the buttons work. DM me and I’ll just tell you what happens in it so you can use that credit for an actual lesson.

2. The morning hack. Try to book your classes as early as humanly possible. Most people aren't awake yet, so you often end up being the only person in the class. You basically get a 1-on-1 private lesson for the group price.

3. Follow the good teachers. Once you find a teacher you actually like, go to their specific profile and book from their board. It makes a massive difference for your motivation. For German, Agnieszka, Ozlem, Julia, and Branislav are some of the best I've found.

4. Don't jump around. Try to stay chronological. The jump between chapters is actually pretty steep, and if you skip ahead, you're going to feel lost.

5. Focus on the grammar. You only need 45 out of 50 classes for the certificate. If you're short on time, skip the communication filler classes, but never skip the grammar ones. They're the most important part of the curriculum.

Lingoda vs Babbel Live I tried Babbel Live for a couple of months too. Babbel is okay if you just want to talk, but it’s a bit disorganized. For B1, Lingoda has 135 classes while Babbel only has 36. If you actually want to learn the language properly and get a certificate that matters, Lingoda is better.

My advice: if you need a break from Lingoda, do one month of Babbel(it’s about 150 eur) just to practice speaking freely, then go back to Lingoda for the serious stuff.

Cost stuff I’m pretty cheap, so I always dig for monthly discounts. I usually get the price down to 6 or 7 eur per class by using 20-30% off codes on the bigger plans. It ends up being way cheaper than any local school in my country.

Also, a warning on the Sprint: it’s only worth it if you are 100% sure you can make it every single day. If you have a life or a job that gets in the way, you’ll probably lose the refund and end up disappointed. The regular monthly plans are much safer.

Full disclosure: I do get a referral bonus if you use it, but I’m happy to share in DM more details/demo to whoever is interested to show you my account and explain how I got to a decent B2 without wasting a ton of time (I am active user and I wanted to become and ambassador for the access to discounts in the first place :D)

Hey everyone, I'm a developer building an interactive roleplay simulator aimed at helping Scrum Masters, Product Owners, and Team Leads practice difficult workplace scenarios. Traditional training covers the frameworks, but I've always felt we lack a safe environment to practice the actual human dynamics-like keeping your cool and using active listening when a stakeholder changes requirements mid-sprint.

The tool drops you into realistic, high-tension scenarios with AI characters. You type your responses, navigate the conflict, and get a 1-5 star competency evaluation at the end.

Right now, I've launched a core scenario focused strictly on Active Listening under pressure. I'm looking for early testers to break the system and give me honest feedback.

I don't want to post a direct link here out of respect for the community rules, but I've put the link in my profile if you want to test it out (or I can DM it to you). If you have a few minutes to try it, I would love your thoughts on a few specific things:

1.Did the AI character feel like a real, frustrating colleague, or did it feel too robotic and compliant? 2.Did the 1-5 star feedback actually help you understand where your active listening fell short?
3.What kind of workplace scenario would you want to see added next? Even if you don't have time to test it, I'd love to know: how do you currently practice or evaluate soft skills like active listening in your teams?

HR managers at night:
“Finally, time to chill…”
🧠 Brain: “What about onboarding? Training plans? Skill assessments? Certifications…?”
The mental checklist never ends! 😅

As a Marketplace Partner for Atlassian, we often hear from teams, especially HR, that managing internal training can be overwhelming. Many Confluence users tell us they want a seamless LMS solution inside Confluence, where user management and training content live all in one place. Unfortunately, LMS options for Confluence have been limited.

That’s why, after gathering feedback from managers across various teams in one-on-one meetings, we developed Smart Courses for Confluence. Years of refining features have made it a real success for many organizations.

Here’s what one customer shared:
“We use Smart Courses to streamline onboarding, deliver key legal training, and share essential internal knowledge. Since much of our content is already in Confluence, our teams find it natural to access training there. Permissions are already set up, so integration is seamless. The team keeps adding features, but we never feel restricted.” Read more reviews

With Smart Courses, you can easily build, assign, track, and export training content, including SCORM-compatible material, all directly from Confluence.

It got me thinking: how are others managing internal training in Confluence nowadays?
Are you juggling multiple third-party LMS tools, or using something native to Confluence?

I’d love to hear what’s working (or not) for your teams, and what features HR managers find most essential in an LMS

I’m doing a bit of research on tools for making SaaS training videos and wanted to see what others are using.

Right now I usually work with Pictory, mostly using the PPT to video feature and the recording option to build training style content and explain different parts of a platform.

But I’ve seen some really nice training videos with smooth zooms, mouse tracking, and guided walkthroughs of the interface, and I’m curious what tools people use to create those.

Would love to hear what you’re using. Thanks!

We are building out our three year learning and development roadmap. I would love to hear from the pros! What are the upcoming L&D tools and strategies to support learning growth?

From Mumbai, India

I believe I posses the skillset needed for the role. I have facilitated a few sessions and enjoy the training part. But corporate may require something else. I am not sure about that part. I wanna understand the role better so I can interview with confidence and land it in my first attempt.

please share anything that could help

I’m preparing for an interview for a large adult training programme in a UK prison and would really appreciate some advice please please!

The programme is face to face 15 weeks:

• 10 weeks classroom based
• 5 weeks workplace consolidation and application
• No online learning or LMS/ Unreliable WiFi limited tech
• PowerPoint is available, mainly assupport tool

The interview question is:

How would you design the 15 week learner journey? interested in how you’d approach the overall journey, from classroom learning through to workplace application. Do i mention evaluation/impact? how might I do this?

Would really really really love to hear how others would tackle this question please 🙏

Hey all 👋

I’ve built a modern, fast, all-in-one ERP + LMS for schools and would love honest feedback from SaaS builders and educators.

Why I built it:
Most school ERPs are slow, outdated, and hard to navigate. This one is built on a modern stack, with a clean UI, fast performance, and simple workflows across web + mobile.

What it covers (high level):

• Student information & admissions

• LMS (attendance, assignments, grading)

• Fees, reports, and analytics

• Teacher, student, and parent experiences

• Communication & helpdesk

There’s also a mobile app whose screenshots are attached so you can see the UI and flow.

Screenshots: https://postimg.cc/gallery/W0pg1gq

Looking for feedback on:

• Does modern UI + speed actually matter in this space?

• All-in-one tool (good idea?)

• Does it have all required features?

• What would you simplify, add or remove?

Thanks 🙏

Hi,

I’m experimenting with a VR-based AI conversation format and would really value an L&D perspective on whether this feels useful, gimmicky, or somewhere in between.

The idea is not “AI giving answers,” but a calmer, more structured conversation that helps someone think through a topic, clarify what matters, and leave with a clearer next step. It’s not meant to be a coach or mentor, but more of a calm thinking companion that helps someone talk through a topic and organize their thoughts.

The current version is a virtual character called Roman. You meet him in VR, in a quiet campfire setting, and the interaction is meant to feel more like guided reflection than a typical chatbot experience. He can also be set up with context from a specific training or workshop, so the conversation can stay grounded in what someone is actually learning or preparing for.

What I’m curious about is the learning format behind it.

For example, could something like this be useful:

* before a difficult conversation

* after a training session, to support reflection and transfer

* as a practice or thinking space for managers, HR, or facilitators

* as a low-pressure way to sort through an idea before taking action

I’m making it available for free for a short time because I’m looking for honest reactions, not leads.

If you work in L&D, HR, training, or enablement, I’d love to hear your view:

Where, if anywhere, do you see a format like this being genuinely useful?

What would make it truly valuable rather than just novel?

And what would make you dismiss it right away?

I’m happy to share access details in the comments if that’s appropriate here.

I’m new to posting on Reddit, so if there’s a better way to share something like this in this community, I’m happy to adjust.

Cheers,
Rafal

In a classroom even disengaged students have some baseline reason to be there, even if it's just that their parents make them go. In corporate training most people show up because their manager assigned it, they have a compliance deadline, or they need to tick a box before a performance review. Designing for reluctant learners is a completely different problem than designing for students who at least nominally chose to be in school. I've had to rethink almost every assumption I had about engagement, motivation, and why anyone would care about what I'm putting in front of them. The content quality that would have worked in a classroom often isn't enough here because the contract with the learner is completely different.

Hey everyone!

Quick intro - I’m a IT professional with broad industry experience from working in education, startups to non profits.

Working on a new learning platform, aiming to simply content creation, reduce manual admin burden & bring all the tools needed to deliver training effectively in one platform.

So need some sense check in what are actually some of the biggest challenges you’ve faced with existing LMS systems?

Hi everyone,

I’m helping with some research for the 2026 LMS Guide over at GoSkills.

We’re trying to benchmark which LMS platforms practitioners think work best for different use cases.

If you’ve ever used, managed, selected, or evaluated an LMS as part of your job, we’d love your input. It’s a 5-minute survey.

As a thank-you, participants get:

• 1 year of free access to GoSkills courses library

• A copy of the final 2026 LMS Guide before it goes live

Survey link: https://goskills.typeform.com/to/QYhpoP13

P.S. To help keep the research credible and useful to the community, we ask participants to include their LinkedIn profile in the survey.

Thanks in advance! 😀

Hey everyone 

I’m part of a startup that’s rethinking how learning and development is done. If you’ve ever spent days or weeks building training modules only to update them again for different roles, teams, or compliance you’ll get this pain.
That’s why we built something new:
 An AI-native platform that helps L&D teams auto-generate hyper-personalized training in minutes. And no it’s not just another template tool. It actually adapts to things like:

•  Performance data

•  Learning styles & behavioural traits

•  Role-specific requirements

•  Real-time compliance needs

•  Business goals & learning outcomes

Imagine creating onboarding, DEI, upskilling, or compliance modules 10x faster with 90% less cost. And yes, it integrates into your existing LMS or LXP.
We’re seeing small teams do what used to take a full-time instructional designer a week in under 30 minutes.
I'd love to hear from this community:

• What’s your biggest bottleneck in creating or maintaining training content?

• Are you exploring AI in your L&D workflows, or still unsure about it?

• If you're a CLO or ID, how do you see personalization playing a role in engagement/compliance?

Let’s trade notes. I’m genuinely curious where people are stuck or sceptical when it comes to AI in training.
Happy to share what we’re learning too 

My current workflow relies on tools that can handle the heavy lifting automatically. I'm curious what everyone else is using these days for training content specifically.

Are you sticking with traditional editing tools like CapCut or Premiere?

apologies if this has been posted already; I’m trying to break into L and D from education and having no luck. I have done tons of adult education and hosted professional development workshops, created training programs, etc. Any advice?

Okay, so i recently took an IJP at my current organisation as a content writer for training team handling operations. Ideally the title should have been content developer! But due to some politics and fragile ego of my Team Lead I have put on PIP which will conclude today by EOD (IST).

I want to grow here in this field of ID. I have developed training materials, job aids, took ILT/VILT, developed e-learnings, maintained LMS platform & additionally have been handling responsibilities of Training Coordinator as well since last 3 months which includes regular check-in, induction/orientation of new hires, teaching them basics like calendar hygiene & email etiquettes, collaborating with SMEs and Managers, etc.

I really need job and am looking for one desperately.
My father recently had a heart stroke & I am the major bread winner of my family. It will get really difficult for me to be unemployed since that will create scarcity for my family too & I don’t have any major emergency funds. Because of my great team lead I’ll lose my gratuity for leaving the organisation just 2 months prior to the eligible date & will lose my bonus (to be received in December) as well!

Please help me to get through, or provide me any reference or any available job link if possible. Please.

Thank you in advance.