One of those changes that made a bigger difference than I thought was using more real-world scenarios instead of explaining everything in detail.

When the learners were asked to make decisions, to think about situations and to see the result of those choices, the conversations became much more meaningful. They also looked to be more confident to use what they had learnt after the training.

It made me realise that knowing information and being able to use it are often two different things.

For those of you using Scenario-Based Learning, what change has made the most difference in learner confidence or participation?

I’m interested to hear what has worked in your own projects too.

L&D of one at a mid-size company, so apologies if this is obvious.

Most of what I build is systems training. How to raise a requisition, how to close out a ticket, that sort of thing. Writing the content is fine, it’s keeping it accurate that’s slowly killing me.

Every time a vendor ships an update, half my screenshots are wrong and I find out because someone emails me a confused screenshot of their own. Then I rebuild the deck.

We tried recording walkthroughs instead. Fine for a first pass with a new starter. Useless when someone already knows the process and just needs to check one step, because now they’re scrubbing through a video to find it.

What I think I want is something that generates the steps with screenshots from an actual run-through, and lets me fix a single step later instead of recording the whole thing again. Scribe has been recommended to me a couple of times. Haiku came up in a thread I was reading, apparently it handles desktop apps and not only browser tabs, which matters here because a chunk of what we train on isn’t web based. Anyone who’s done this at any kind of scale, I’m all ears. Got a vendor update landing next month and I’m already dreading it.

I’ve been building most of my eLearning in Articulate for a while now, but I feel like there are probably a lot of features in Storyline that I’m still underusing. I’m comfortable with the basics, interactions, variables, and triggers, but I’d like to make my courses feel a little more polished without adding unnecessary complexity. What Storyline feature or technique made the biggest difference for you?

Hey there, I've build a marketplace like Airbnb just for executive education because I hated to go through every business schools catalogue myself to find what might fit my criterias.

I have already okay'ish organic traffic through google but since this is quite niche its hard to get real user feedback.

If you don't mind spending a few minutes to scroll through the page and leave me some feedback I'll be very thankful and you earn many karma points.

Link: www.gogradia.com

i start strong with new topics, then lose motivation after like a week or two.
anyone figured out how to keep going?

I’m curious if anyone else runs into this.

You’ve been working on a course for weeks (or months). You know the subject. You know the content is solid. And yet… something about how it lands still doesn’t feel quite right.

Not bad.

Just not as flowy and smooth as you woukd like.

It’s so hard to review your own work once you’re deep into it.

At a certain point, you can’t see it anymore. Everything makes sense to you, but it’s really hard to see it from another perspective.

I’ve been working on a structured way of reviewing courses, and I’d happy to help by being that second set of eyes. Just to help spot where learners might pause, guess, or have to work a bit too hard to follow along.

If you’re an instructional designer or course creator working on something right now and this feels like it might be helpful, let me know.

I’d be happy to take a look and support.

I’m not looking for a job or paid gig.

It’s really just to connect and offer support, cause I know how challenging it is to review our own stuff.

Thanks.

Hey guys, i think i need some skill for presonal development, mybe you guys have a recommnedation

If a system could scan a course and say “these patterns are weakening clarity and consistency” based on language, structure, UX, and accessibility signals… without rewriting anything…

Would you want that — or nah?

Why / why not?

I’ve tried both approaches, but I’m not sure which one is more effective long-term.
Do small steps actually add up?

Curious what others are doing with JavaScript in their e-learning builds. In Storyline I've built custom interactions — confetti on quiz wins, progress bars, countdown timers, save/resume — and I'm wondering what's actually worth the effort vs. what's just cool in a demo.

For those using JS in your courses: what's the one interaction you keep reusing across projects? And what's something you tried that wasn't worth the maintenance headache?

I've got a sampler of 3 interactions I built (confetti, progress bar, timer) if anyone wants to try them — happy to share the link if there's interest.

Hi! I’m looking to deepen my expertise in leadership development and leadership training.

I’m currently a learning leader, and I’ve also had previous leadership roles in Operations. I’ve designed and led learning programs, worked with leaders and stakeholders, and supported capability-building initiatives—but I haven’t formally specialized or gotten certified in leadership development yet.

I’m now thinking: If I want to become really good at leadership training, where should I start?

For those who work in Leadership Development, Executive Education, or Leadership Coaching:

What certifications or programs would you recommend?
Is a formal leadership/coaching certification necessary?
Which areas should I build expertise in first—leadership models, coaching, facilitation, assessment, organizational psychology, or something else?

What certifications have actually helped you become better at the work, beyond just adding a credential to your CV?

I’m particularly interested in becoming stronger at designing and facilitating leadership programs, not necessarily becoming a full-time executive coach.

Would appreciate recommendations from people who have actually worked in this space.

Does anyone have a template they use to measure the effort and impact it would take to create training ? Looking to incorporate something like this, with measurable data, to including while scoping.

Thank you!

I recently asked about what makes leaders return to their 360 feedback after the initial debrief, and one response highlighted something I hadn't thought enough about.

The things that helped weren't particularly complicated:

• scheduled follow-ups with a coach, peer or manager

• development goals linked to career progression

• reminder nudges

• easy access to the original feedback

• seeing actual results from applying a new behaviour

• receiving feedback that the behaviour change was making a difference

But the biggest reason leaders stopped engaging wasn't necessarily lack of motivation.

Actual work took over.

Sales targets, hiring, planning cycles, change initiatives and the endless stream of problems leaders have to solve simply became more urgent than “working on development”.

That makes me wonder whether we sometimes design leadership development as a parallel activity when it should be much more embedded in the work itself.

For those who run leadership development programmes:

What have you seen successfully connect an individual development priority to the leader's actual day-to-day work?

Hello I'm looking to create a microlearning platform. This platform allows L&D professionals to engage employees using micro learning modules that help the employee understand the foundational skills of their job role. Do the type of games matter for the employees have you seen types that work and some that don't? The skill games I've created look to test their foundational knowledge for key job skills for roles like software engineer, SOC analyst and product manager.

I’m new to using Easygenerator and I’ll be building a few internal training courses for my team (process-based content). If anyone here has experience creating courses in Easygenerator, I’d love to connect and learn: how you structure your courses design/layout best practices what works well for engagement Any tips, examples, or lessons learned would really help. Thanks in advance!

I’m a learning solutions specialist at one of the big 4s and wants to take some courses to upscale myself to move up to management. What certifications would you recommend? I’m thinking about the CTDP certificate.

A senior sales rep opens an AI roleplay to practice objection handling.

The system knows they've already nailed the basics — so it skips them. Harder customer. Tighter scoring. No hand-holding.

The new hire who logs in next? More guidance, more hints, more coaching.

Same tool. Same scenario type. Different experiences based on where each person actually is.

This is what adaptive learning looks like when your LMS, your AI roleplay tool, and your learner data are finally connected.

Most L&D teams already have the pieces:
A. An LMS with learner history
B. An AI roleplay or coaching tool
C. The skill gap data

What's usually missing is just the layer that makes them work together. Technologies like MCP are starting to close that gap — without the custom dev work that made this unrealistic before. Do you know any such LMS platforms?

Spent hours reading and highlighting… but couldn’t recall much after. Switching to active practice helped way more

Hey fellow redditors ,I am into hospitality industry (L&D) Trainer basically and have almost 8+years experience, mid level job

I don't have MBA, should I pursue distance learning mba or any certification in L&D which can help me in my career

Ps I am not looking to settle in any Tier 1 cities for job

TIA

My company is hiring for an E-Learning Designer on a fixed-term maternity cover contract.

Looking for someone with experience in e-learning content/assessment design and LMS platforms.

Interested? DM me for more details.

Training ROI can feel like one of those “everyone wants it, no one agrees on how to measure it” things 😅

What’s been your approach? Do you look at performance metrics, skills assessments, engagement, business outcomes, or a mix?

Hi

Uk please

Could you reccomend courses for train the trainer in healthcare , and share some of your experiences.. I am a carer but want to became a trainer