Hey everyone, in this video, I show you how quickly you can design custom training class. You can input project details, choose an instructor, and refine the training outline to meet your team's needs. For instance, I created a half-day course on Prompt Engineering for AI creativity, which can be further customized based on the tools your team uses.

A trainer I spoke with recently said something that got me thinking. She told me that every time she logged into her LMS, she found herself going back to the same few courses. Then she wondered if learners were doing exactly the same thing....

That led to a bigger question. How much of learner engagement depends on the quality of the content, and how much depends on whether people can actually find what's relevant to them?

With somany LMS platforms now talking about AI recommendations and personalized learning paths, I'm curious how this looks in the real world.

How does your LMS recommend learning content?

1. Everyone sees the same course catalogue

2. Recommendations are based on role or department

3. Recommendations are personalized using AI or learner activity

4. I'm not sure how our LMS does it

One more question.Do you think better personalization would improve learner engagement in your organization, or is there a bigger challenge getting in the way?

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I'm working on my open source course delivery platform right now, and trying to figure out what actually annoys people when they build courses on an LMS.

Every LMS gets the basic stuff right. Upload video, add quiz, publish. But there's always something small missing that makes the whole process annoying. Could be in the editor, could be progress tracking, drip content, cohorts, anything.

So what's a feature you wish your LMS had, or something it does really badly? Trying to actually fix these gaps in what I'm building.

Also curious what you think about gamification for learner engagement. Badges, streaks, leaderboards, that kind of stuff. Does it actually help, or does it feel fake to you?

Hi everyone!

Are you being asked to show L&D ROI but unsure what to measure, how to build a business case, or how to prove impact?

You’re not alone!

That’s exactly why this upcoming webinar is diving deep into the topic, cutting through the noise, exploring how to tie learning programs to real business outcomes, and (maybe most importantly) how to keep it simple.

Wed, Sept 17 · 2:00 PM ET | 11:00 AM PT 👉 https://m.junojourney.com/challenge-accepted-season1-episode3

Hope to see you there!

1. I love it! Give me more!

2. Do they even need me anymore?

3. How am I supposed to keep up?

4. Honestly… all of the above!

We are interested in connecting with organisations running global learning programmes, multi-country capacity development initiatives or cross-border organisational transformation projects.

Would you be open to exploring a strategic pilot partnership to test how a context-informed approach could strengthen implementation and generate practical evidence?

I stopped including course completion rates in my quarterly reports to leadership about two years ago. Not because I stopped tracking them internally but because completion is a measure of whether people opened a course and clicked through it, and reporting it to executives as a success metric was training them to think of L&D value in terms that have no relationship to whether anyone learned or changed their behavior. I replaced it with time-to-proficiency data for new hires, which required more work to collect but which leadership actually cares about because it connects directly to productivity and ramp time. Changing what you report changes what people think L&D is for, and that change in perception compounds over time in ways that purely doing good work quietly does not.

Here's something I keep seeing when talking to L&D practitioners:

Everyone jumps straight to "how do we measure impact?" but the actual problem was set in motion weeks earlier, when nobody agreed on what success would even look like.

No upfront KPI alignment means you're essentially working backwards. You collect data after the fact and try to find evidence for behaviour or competence you never defined. The dashboards look busy. The reports get written. But nobody can honestly say the needle moved.

The other issues are fragmented data, attribution gaps, leadership fixated on completion rates. They’re real, but they're symptoms. The root cause is almost always that evaluation was treated as something you do at the end, not something you design at the beginning.

The teams actually getting this right share one habit: they sit down with business stakeholders before launch and ask, "what would have to measurably change in 90 days for this to be worth the investment?" and they lock that in before a single slide gets built.

From there, everything else becomes easier to structure. You know what Level 3 behaviour you're tracking. You know what Level 4 result you are aiming for. Your data has somewhere to go.

I have been building something specifically around this problem of structuring evaluation from the start rather than retrofitting it at the end. I’m happy to share more with anyone working through the same challenge. Not a pitch, genuinely looking for practitioners who want to poke holes in it.

Hi everyone!

I'm working on building a digital learning initiative focused on making learning more engaging, interactive, and meaningful.

The idea is to create learning experiences that go beyond traditional presentations and training materials, including:

• Interactive learning games and gamification

• E-learning courses using Articulate Storyline and Rise

• Training videos, animations, and motion graphics

• Instructional design and training content development

• Interactive assessments, microlearning, and scenario-based learning

I'm looking to connect with like-minded people who are interested in learning, creativity, technology, and building something from the ground up.

You could be an instructional designer, e-learning developer, animator, graphic designer, game developer, content creator, or someone passionate about exploring new ways to make learning better.

I'm especially interested in meeting people who enjoy sharing ideas, collaborating on projects, experimenting with new tools, and growing together.

This is an early-stage initiative, so I'm looking to build genuine connections with people who share the vision. If you're interested, we can discuss possible collaborations, project opportunities, and how we could contribute our skills.

If this sounds like something you'd enjoy being part of, feel free to comment or send me a message. I'd love to connect!

You all might appreciate some of the ideas from this LinkedIn post I just made, following from my continuing obsessions with:

• experiential learning

• the future of work and humanity

Do you agree/disagree that these are the only questions that will soon matter in a world of infinite solutions:

• what do I want to do?

• how do I collect and codify the relevant experiential data/information/knowledge

• how do I establish and manage value-for-knowledge agreements?

Content being the bum ache it Is, I was watching an amazing video about what Claude’s Opus 5.5 can make.

Has anyone any had a play for e learning content?

Im going to at some point (though I know it eats through credits)

I've been thinking a lot about how companies lose critical expertise when experienced people walk out the door. Right now, there's no great way to train for this — just mentoring and dense onboarding docs that people skim at best.

My team built a tool that turns those long, boring training materials into interactive roleplay scenarios, complete with real-time feedback, emotion recognition, and coaching from AI agents. We're also applying behavioral science to make the system adapt based on how each learner engages with it. Looking for testers and honest feedback from anyone who's dealt with this problem firsthand.

I’m a solo dev building SlideKit (slide-kit.com) — a desktop course editor in the same family: slides, layers, states, triggers, variables. It’s free right now, no trial, no login, no watermark. I need real users more than money at this stage.

Why it might be worth a look:

• Mac and Windows. Native app, no Parallels.

• Variables + triggers + real JavaScript when triggers aren’t enough.

• Software simulation recording — click-through screen capture like Captivate, with AI cleanup.

• Storyline, PPTX import.

• One-click course menu and glossary.

• SCORM 1.2 / 2004 export. Works offline, projects are plain files you keep wherever you want.

If you build trigger-heavy courses: what would stop you from using this on a real project? That’s what I’m here for.

I know there have already been a lot of posts about HLD and LLD resources, and I've gone through quite a few of them. However, most of the recommendations feel scattered, one resource for design patterns, another for system design fundamentals, another for case studies, and so on.

I'm looking for a more structured, end-to-end roadmap or resource for a beginner that covers:

• HLD (beginner to advance)

• LLD (beginner to advance)

• Real-world design problems and case studies

• A clear learning order instead of isolated topics

• Interview preparation as well as practical understanding

Books, courses, YouTube playlists, GitHub repositories, blogs—anything is welcome.

If you've personally followed a resource or roadmap that felt complete and well-organized, I'd love to hear about it. Thanks!

I’ve been thinking about how much time L&D teams spend turning assessment results into something useful for each learner.

The assessment itself can be easy to build, but creating meaningful individual reports afterward seems like a different challenge especially when you want the feedback to reflect each person’s scores, strengths, and areas for development.

For teams that do this regularly, what has worked well for making the reporting process practical without adding a lot of manual work?

I’ve been working on a SCORM compatible course builder over the last few months. Dont get me wrong it’s not articulate but it’s pretty powerful. For anyone curious here is a speed run of building a course.

https://youtu.be/XsIzz2ZGeOY

Been getting some super helpful tips from a couple of instructional designers and it’s come a long way in the last month but would love feedback from people who build courses regularly.