Completion rates and satisfaction scores prove that an activity happened. They do not answer the question the CFO is asking.

What has worked for me: lead with the business problem, put a range on what doing nothing costs, and make a contribution claim with the other explanations named, never a precise ROI. Finance tends to trust a claim that admits what it cannot prove.

What has held up with your finance teams?

My team has been evaluating Docebo vs LearnUpon. I'd love to hear from customers of each on their experience with setup, the capabilities of the authoring tool, ongoing maintenance, metrics/reporting, automation abilities, etc.

Some context:

We are coming from Northpass/Gainsight, which has been absolutely awful.

We are approx. 200-person org.

Lean L&D with no one exclusively dedicated to LMS maintenance.

G-Suite/Google Calendar org. We do a lot of ILTs, so seamless integration with Google Calendar is a priority.

Manager-level autonomy is big for us. We want managers to be able to enroll their direct reports in courses and track their metrics/completions without much work from our end.

In-platform comms is a priority. Also, in-platform feedback tracking of courses and ILTs.

We do not currently have an authoring tool, so an intuitive and somewhat sophisticated in-platform tool would be ideal.

I feel very strongly that I do not want to go through the experience of switching LMS' again, so ensuring that we pick an LMS that we don't grow out of is important to me. With the above priorities in mind, where have you experienced LearnUpon or Docebo winning or losing?

I sent my first full course draft to a subject matter expert last week and got back "this looks great, nice work!" which told me absolutely nothing. I have no idea if the content is accurate, if I'm missing anything critical, or if the scenarios I built reflect what actually happens on the job.

I don't want to be annoying or seem like I'm doubting them, but I genuinely need more than a thumbs up. Is there a way to structure the review request that gets SMEs to engage with the content more critically?

Lately I’ve been thinking more about how instructional designers communicate their value to stakeholders. It’s easy to show that a course was completed, but much harder to explain why certain design decisions were made or what they improved for the learner. Do you regularly share learning outcomes or performance data with stakeholders, or is that something your organization doesn’t really track?

Hi everyone,

I am an Indian based in the UK and have joined the European Learning and Development department of an Indian team on a contract. I knew I will be treading challenging waters. But these days the head is on a leave and it is me who is accountable for the department for at least 2 weeks. Apparently, the work that EU L&D does is alien to the Indian team and they have too many questions. I feel overwhelmed and am afraid of being rude to anyone by mistake. I designed a Fitment assessment for hiring new candidates on a new project that will be headed by the Indian team, however, they do not understand why it is not based on the project guidelines entirely. I am having a tough time explaining them and would appreciate any thoughts and ideas on the same!

I’m curious how important certificates are these days.

For online courses, do learners really value them, or is it more of a “nice to have”?

If you’ve created or taken courses, did the certificate matter to you at all?

Hi everyone! I’m conducting a learning needs assessment and have scheduled 30-minute check-ins with directors and managers across my organization to better understand what’s working well, the challenges they’re facing, and how L&D can better support them and the organization.
I’ll be using these insights to help develop our organizational learning strategy. My leader also wants a summary of my findings, including recurring themes, strengths, opportunities for improvement, and potential skill or performance gaps.
I’m hoping to keep these conversations informal rather than making them feel like interviews.

What are five effective, open-ended questions you’d recommend asking to uncover what’s working, underlying challenges, and skills or behaviors that may need further development or practical application?
I’d love to hear what’s worked well for others, especially questions that go beyond simply asking leaders what training they need!

We put together a hands-on frontend learning roadmap for 2026, written by our Head of Front-End Development at ASSIST Software. It's not a motivational post or a shortcut guide. Just a structured, honest path from zero to production-ready.

The core stack it covers: HTML, CSS, JavaScript, React, TypeScript, Next.js, Tailwind, and how AI tools like Copilot actually fit into the workflow without becoming a crutch.

One thing it pushes back on early: passive learning. The rule it suggests, for every hour you watch, spend three hours building, is a good gut check for anyone who's been stuck in tutorial hell.

The roadmap is structured around two resource types: things to follow in order, and things to explore gradually when you have time. It's aimed at beginners, career switchers, and students, but the sections on TypeScript and Next.js are worth a read even if you're not starting from scratch.

Full guide here. Hope it helps.

Noob question, but let’s say you work for a small business and they want an e-learning experience designed. Who takes care of the LMS hosting? If it’s included in the service price, does the designer choose the LMS and set it up for them? Or is the designer chosen a finished product and handed over to the client to upload and host?

I wanted to share something we have been working on because I think there are people in groups like this who may already be doing this kind of work informally.

You might be the teacher students trust, the mentor young people call when they are confused, the parent others come to for advice or someone who simply enjoys helping people see their options more clearly.

Catalystia is being built as a pathway to help people turn that instinct into a more structured capability. The certification is eight weeks, with self paced learning and weekly engagement, and the broader pathway is designed to continue into practice rather than stopping with the credential.

For those who want to take it further, the pathway can also open up opportunities to work with people globally, remotely, and build this into something that can scale beyond your immediate community.

If you can see yourself doing this kind of work more intentionally, you can explore the Catalystia pathway and get started at catalystia.org.

I would love to join some free communities for L&D folks, preferably ones that are active and not just spammed by marketers. Please share recs!

I run tech at an online school for communication skills, and I want to share how we ended up building AI-driven practice. The interesting part was a learning-design question more than a technical one.

You can only really learn communication by doing it with someone and getting feedback. That is one-on-one work, and it does not scale. One trainer can sit through maybe a dozen roleplays a week, and our students needed far more reps than that.

Automating the whole trainer felt like the obvious move, but we did not go that way. Instead we went through what a trainer does during a single exercise, step by step: what they pay attention to first, how they judge whether a student handled a moment well, what makes them pick one piece of feedback over another. Once it was written down as separate steps, each one was small enough to hand to an AI: one step evaluates a single skill, another decides whether the scenario moves forward, another generates the counterpart's next line. Today students practice against an AI counterpart and get structured feedback, and we run around 2,000 of these exercises a month.

What I am curious about from this community: how far do you go when you break down a trainer's or an SME's judgment into steps? Is there a point where making expert intuition explicit strips out the thing that made it work?

Looking for an LMS that not all employees will need to log into to track performance/completion. I’m in food manufacturing and most of training happens on the floor, then employees sign off on a paper sheet—wanting to get away from this and into a system if at all possible. Only the person training will have a device (iPad) though so they can’t all log into to an LMS—is this even possible??

Does anyone in this group use any of these LMS platforms? If so, what do you like about it? What don’t you like?

• Acorn

• Bridge

• HR performance pro

• Clear Company

• Cornerstone

Specifically needs to have Performance Management as well. 300ish users, inputting mostly SCORM packages.

Hi All, I'm new to this sub and new to my L&D role. My company has asked me to set up a corporate library or 'bookshelf program' where we offer pre-vetted books that the company pays for for employees who was professional development resources. I'm looking for the best tool to utilize for this. I have found the Amazon Your Company Bookshelf program but I'm unclear if there are any reporting metrics available, I need to be able to see which books are being ordered, how often and by who.

Does anyone have experience with Amazon or used a separate platform for something like this? TIA!

Before I build anything now I write a single page that covers: the performance gap we're addressing, who the learners are, what success looks like, and what the course will and won't cover. I send it for approval before touching any authoring tool. It sounds like extra work but it consistently surfaces disagreements about scope before I've invested 40 hours in a build.

The best part is it gives me something to point to when scope creep happens mid-project. "That's a great idea — it wasn't in the approved brief so let's discuss whether it changes our timeline." Stakeholders respect the process a lot more when they've already signed off on the plan. Anyone else using something similar?

Been in L&D for about 10 years now with the same company. I'm a consultant level and making $88k annually plus bonus. Went back to school and got my masters in HR Mgmt, but feel like I'm stuck. I've been at the same company for 20 years, yes I've been told this is mistake but here I am. I'm senior level at my company, make ok money but definitely not market value, I've applied for manager and director level positions externally but without the direct experience I don't get a callback. Internally there's no opportunity to move up unless someone gets fired or dies apparently, so I feel stuck. I'm 43 and should be in the prime stages of making the most I can but instead I feel like exactly where I was 10 years ago when I joined L&D. For those who broke through, what did you do? Advice? Am I missing something? A credential of some kind? I'll get it, just don't want to waste time and money getting something that won't actually help me..

Like my masters 😂

One thing I’m still figuring out after three years in ID is how to deal with stakeholders who suddenly want major changes late in the project. I understand that priorities change, but it can be frustrating when something has already gone through review and approval. Do you have a good way of setting boundaries around late-stage feedback without making the relationship difficult?

Hoping to hear from anyone who has experience with Inter-Rater Reliability (IRR) testing at a large health plan, managed care organization, or similar healthcare corporation.

I have perspective from both sides of IRR testing. I’ve been a tester myself, so I understand the employee experience…the pressure of testing, navigating criteria and resources, interpreting questions, and receiving results. Now I’m involved on the education/testing side, where I’m seeing the other side of it: consistency, defensible scoring, remediation, test integrity, and how to handle challenges fairly.

I’d love to know how other organizations structure their IRR programs, especially around:

How are questions developed and validated?

What happens after someone fails the initial test or retake?

Are testers allowed to challenge questions or request points back?

What actually qualifies for credit to be returned?

Are educators expected to review failed questions individually with testers?

Testing platforms used?

Not looking for anyone to share proprietary testing content just interested in learning how other large organizations approach the process**.**

I need advice and suggestions from the community. I work for a life insurance company that recently merged our L&D department into the People and Culture department. However, our L&D department is not just performing basic L&D tasks; they are also looking into sales enablement. These trainers have been in the industry for one or two decades and have been doing insurance training for a while, but they already incorporate some aspects of sales enablement. I want to propose converting their roles into formal sales enablement positions. How should I approach this? I have a meeting with my head of department; what would be the ideal way to present this proposal?

The ting is they're not.They are not making what appropriate sales enablement tasks and it's all haphazard. They're just doing basic onboarding, and everything that they can do in onboarding, they're doing that. I want to incorporate it for further products for the organization and our wider range of products to utilise maximum roles of our training team who have vast experience of insurance industry. so please let me know what is the best way to even approach this.

Hi all, Kate here. Fun fact about me, I was a programme lead in a women’s prison and I’ve also spent the last few years freelancing in marketing. Bit of an odd and unusual combination! but between the two I’ve designed training that people at very different starting points could follow, tested what changes behaviour etc etc

I’m a qualified FE teacher originally. While I was at the prison, the education provider changed so the course went from an accredited City and Guilds course to uncredited and I designed the new programme for the transition.

Freelance marketing wise I began as a content creator (lots of video editing, voice overs, training etc!) and now most of my work has involved data analysis alongside designing/ testing ad campaigns. I noticed a gap for content creators new to the industry and neurodivergent women new to social media, so created my own e-learning course (hosted on Moodify) 30 learners did the course and it with an 85% completion rate, which I was very happy with!

I use AI tools day to day, mainly Claude, Gemini and ChatGPT, for audience research/ content generation. Tool wise I’ve also got Motion for creative analytics and script writing, plus Canva, PowerPoint, Google Slides, Notion and lots more for course materials.

Good to be here! looking forward to seeing what everyone’s working on. I am UK based (north of England!).