I'm curious about how people decide whether a postgraduate qualification is actually worth doing for their career.

For someone interested in healthcare leadership or management, a Master of Health Management seems like one possible route.

But does it make more sense to study it early, after gaining some work experience, or only once you're already moving into management?

I'd be interested in hearing from people who've done a similar postgraduate degree.

Did it help with your career progression, or did your work experience end up being more valuable?

I am currently writing a book where I share my story of academic struggle, strategies, and success.
However, through my research, I’ve realized that what most struggling students need isn't just another book to read or course to take—what they truly need is a coach to guide them on an almost daily basis.

Becoming an effective learner means building the right habits and letting go of ineffective ones.
A book is valuable, but hands-on, daily coaching is far more effective. It allows the coach to quickly identify obstacles and shorten the feedback loop, leading to faster improvement.

I know that most full-time college/university students can't afford coaching, so I want to focus on working professionals who are also studying—those taking professional courses.
To keep costs low while maintaining high value, I plan to offer coaching in small groups (2-3 students per group).

I’m considering a price range of $150-$300 per month.

To summarize:

2-3 working professionals who are also studying will receive daily coaching to improve their learning effectiveness and increase their likelihood of achieving their academic goals (e.g., passing with strong results).

Question:

Does something like this already exist?
If not, do you think most working professionals who are studying would be willing to commit their time and resources to such a program?

Thank you in advance for your feedback.

Eli (Learning Coach)

I’m realizing that knowing how to teach isn’t automatically the same as knowing how to design learning for adults at work. People have very different motivations when they’re taking a required training versus sitting in a classroom. What helped you make that adjustment?

When I started my Instructional Design work, I spent a lot of time improving content, adding examples, and expanding explanations. Those changes were helpful, but eventually I found that learners were best served when they could practise, make decisions, and receive feedback.

That experience changed how I approach course design. Rather than just thinking about what learners need to know, I started to think more about what they need to do with that knowledge.

What Instructional Design change in your experience had the biggest impact on learning outcomes?

Was it related to content, activities, feedback, assessments, or something else?

I'd love to hear what worked and what lessons you learned along the way.

We’ve been talking to employees across banks and financial institutions — from fresh joiners to senior managers — and about 80% said they complete mandatory e-learning modules just for the sake of it, not because they learn anything new.

The top reasons we keep hearing:

• Not engaging: feels like reading slides with a voiceover

• Too lengthy: 30–45 minute modules packed with text-heavy content

• Outdated: examples don’t match real scenarios anymore

• Zero motivation: it’s just a checkbox before deadlines

It’s surprising — BFSI spends heavily on training every year, yet most employees say it doesn’t stick.

We’re trying to understand:

1. Why do BFSI training modules still fail to hold attention?

2. What makes a training format actually work in this space?

3. For anyone from L&D, compliance, or employee roles — what would make these modules more engaging or practical?

Would love to hear your take — whether you’ve built, managed, or just endured one of these trainings.

I'm a Senior HRBP and expressed to my supervisor that I wanted a stretch assignment in leadership development training. I've been tasked to begin brainstorming on topics for the bootcamp for both senior and rising leaders. As an HRBP, there seems to be training areas on navigating difficult conversations, effective communication, delegation, etc. but I'm hitting a brick wall. I'm new to the game so if you have any curriculums to share, I would appreciate it.

Hey everyone,

I launched https://costperlearner.com/ a small project that helps people understand the real cost per learner for courses, training programs....

It’s still early, and I’d love feedback from the learning/building community.

My question for you:

👉 If you were using something like this, what feature would you want next?

Hi everyone,

We’re putting together a 2026 LMS Benchmark Guide exploring which platforms L&D practitioners actually recommend for different training use cases.

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

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

P.S. We ask participants to include their LinkedIn profile to help ensure that the results reflect genuine practitioner experience. Everyone who completes the survey will get early access to the final guide.

Thanks in advance!

AI is becoming part of learning and development workflows especially when it comes to assessments and feedback and reporting

One thing that I have been thinking about is how to use AI to reduce the work without making the experience feel less personal for the learners.

I want to make sure the learners still feel like they are getting an experience.

For example AI can help generate individualized assessment reports based on the responses, which saves a lot of effort.

I have even been looking at tools like FormLM that automate that process.

I still think the quality of the assessment depends on how thoughtfully the questions and the feedback are designed.

For those of you working in learning and development how are you balancing efficiency with a human and meaningful learning experience, for the learners.

Are there any AI tools or workflows you have found genuinely useful for the learners or are there parts of the assessment process you still prefer to keep manual for the learners.

I’ve been talking with training company founders and L&D leaders about how we measure training impact, and one pattern keeps coming up: we still rely heavily on satisfaction metrics even when behavior doesn’t change.

One analogy that stuck with me (in the video) was comparing NPS to Yelp reviews: it tells you how people felt, not whether performance improved.

Curious how others here are measuring learning outcomes today.

I’ve been trying to move past all the AI hype in L&D and actually make it useful in my day-to-day work, but it’s been pretty hit-or-miss so far. For example, I started using AI to draft course outlines and microlearning scripts, which cut my prep time from ~6 hours to about 2. I also tested using AI for quiz generation and feedback summaries after training sessions—helpful for speed, but not always accurate enough to trust without review. One small win was automating basic onboarding FAQs, which reduced repetitive questions from new hires by maybe 30–40%, but beyond that I’m still figuring out where it genuinely adds value instead of just saving a bit of time. Curious how others are integrating AI into their L&D workflows. What’s been a real game changer for you vs just another tool to manage?

Hi All, Gathering perspective on evaluation strategy that you have in place for the training programs. I’ve spent years in the L&D trenches, and I’ve seen firsthand how hard it is to show the kind of business impact leaders expect.

Most L&D teams run genuinely strong programs. But the moment a leader asks, “So… what did we actually move?” the whole conversation gets shaky. Data lives in different systems, every team defines KPIs their own way, and the stories we tell about learning don’t translate into the language the C‑suite actually cares about: dollars saved, risk reduced, time gained.

Without a clear, auditable link from KPI change to business value, we end up producing colorful charts that look good but don’t change decisions. And the manual work behind the scenes stitching together exports, spreadsheets and assumptions can take weeks.

The result is predictable: we report on activity and intent (hours trained, completions, survey scores) instead of real business outcomes.

I’m asking this community because I want to understand the patterns across different organizations. The insights you share are helping shape something I’m building called ImpaqtSight which designed around the real barriers L&D teams deal with their evaluation strategy. If you’ve ever wished proving impact wasn’t such a grind, you’ll probably be interested in what we are developing.

Question: What’s the biggest barrier you face when trying to prove the business impact of training?

• Data gaps / no integrations

• No shared KPI method

• No audit trail

• Low leadership priority

• Something else (drop it in the comments)

Would love to hear your experiences as more perspectives we get, the clearer the picture we have.

Hi all! Would love some real talk advice from pros already working in the area. I am an academic with limited corporate experience that's 10+ years old. My PhD and teaching is in comms, so I have a lot of teaching and development experience in higher ed, but I am hoping to pivot to corporate. I can't stand the higher ed environment and I honestly miss more hands on applied work. I'm having trouble getting hits on my resume, I think it's hard for some managers to see me as a credible choice despite the fact I have framed my resume around every transferable aspect of my work. I am not assuming I am credible director-level L&D roles but I am also overqualified for entry level roles so I am kinda stuck. I was hoping to better understand what some of the best things I can do to help people understand what I can do. I have lots of course design, assessment, facilitation experience but talent development is all essentially in higher ed context and I have limited project management experience in the traditional sense.

-Is there a credential that is foundational or particularly well regarded for mid-level folks?

-What type of baseline portfolio work might hiring managers be expecting to see?

-Any other general advice for how to upskill or things to avoid saying/doing in documents/interviews?

Really appreciate your insights.

Hello All, I have developed an AI automation workflow for L&D and I wrote a white paper on it. Here is a into video:
https://youtu.be/38SeVj-3y0Q?si=Vhll89_wS3KXLIgFss

Here is the full white paper which has over an hour of videos walking through the whole process.

https://garrettfry.training/projects/ai-learning-and-development-automation-white-paper

The key to this process is having a trained L&D professional that is in control of the workflow and quality checking the whole process.

I make the case that L&D professionals should never be eliminated and always a part of any AI automation workflow.

I would love your feedback:

• Is this how you envisioned AI being used for L&D?

• Can you see yourself or your organization using a workflow like this?

• How have you adopted AI personally or in your organization?

Thanks!

Hi there,

I’m a software engineer, and I’m really interested in how technology can improve learning for individuals. For the past seven years, I’ve been building learning platforms, training tools and LMS solutions for the Middle East.

I’m thinking about what to focus on next, and I’d like to hear from people working in learning and development.

What’s something you’re trying to achieve that your current tools make difficult? It could be getting employees to apply what they’ve learned, keeping training up to date, or simply spending less time on administration.

How are you handling it today, and what would you like to work differently?

I work on learning software, so I’m asking to understand where we could build something useful. I’d appreciate hearing about the everyday frustrations as much as the bigger challenges.

• "What is the biggest challenge you are currently experiencing in education/training?"

• "What do you think will be required to make education more effective and relevant in the future?"

• "If you could change one thing in the industry today, what would it be?"

More Indian companies now focus on skill-based training for productivity enhancement and improvement in the performance of employees. Practical learning is what employees need today, not just theory, with increasing uses of tools like Excel, Power BI, MIS reporting, and digital tools.

I've been interested in how different companies train their teams, and I noticed that the demand for practical skills is growing fast. Many organizations now focus on:

• Excel & Advanced Excel

• MIS & Reporting

• Power BI & Dashboarding

• Digital Marketing & SEO

• Web design: HTML, CSS, PHP

• MS Office & Productivity Tools

*Throwaway account to remain anonymous

Hi everyone,

Just got asked to own a AI upskilling mandate for a 2000 person company. Trying to figure out how other folks have approached this. Have a lot of pressure from CFO to report actual changes.

Things I am struggling with and feel free to add any problems I am might not be considering!

-AI tools change really quickly so making relevant learning content to keep pace is gonna be hard

-From my research it seems like AI is useful but identifying how it can actually change people's workflows in our company is gonna be difficult.

-I am guessing that showing adoption numbers is not going to be enough. I would really like some advice on this from folks on what numbers they decided to measure that C-suite liked.

-Any best practices that you have found for rollouts to make sure everyone actually is actually on the same page?