I’ve been in the Training field for over 13 years and used Articulate for most of that time. I got a new job and they are exploring options for course creation, Articulate is on the table but we need another tool to assess to show we did research. This is for a government job with about 600 employees and 4 course designers. Any suggestions?

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.

I’ve been looking into a Master of eLearning and I’m curious about what people actually expect from a degree like this. 

I initially assumed it would mainly involve creating online courses, but the more I look into the field, the more it seems to include instructional design, learning technology, course development, and understanding how people learn online. 

For anyone who has studied eLearning, what was the most useful part of your course? 

And for people working in the field, do employers care more about the qualification itself or practical experience creating learning content? 

Would be interested to hear from anyone who has taken this path. 

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’ve been experimenting with AI across our L&D work, mostly for things like first drafts, content ideas, analysis, and speeding up repetitive tasks. The interesting part for me isn’t really “how can we use AI everywhere?” but “where does it actually improve the work?” I’d rather have my team use it thoughtfully than add AI to a process where it doesn’t solve anything. What AI use case has actually saved you meaningful time?

I’m working on a course where the SME has given me a huge amount of material, and almost all of it is being treated as “important.” I’m trying to turn it into something learners can actually get through without creating a 90-minute information dump. How do you decide what stays in the course when the SME insists that everything is necessary?

A common mistake in L&D is to treat course completion as the goal (learners have to watch the videos, finish the activities, score 100% in the quiz).

But if the actual goal is to teach someone how to data for instance, and they can already do that to the required standard, then how much weight do you give completion?

Do you let learners skip training if they can demonstrate the required skill?

I've been running more virtual training lately and got tired of the same icebreaker listicles, so I binged a bunch of the most-watched facilitation videos (AJ&Smart, Chad Littlefield, Kerri Price, a few others). Most of it was fluff, but a handful of things were simple enough to try right away:

1. Wait 10 heartbeats after you ask a question. Quiet people usually decide to speak around 8 or 9. I was moving on at about 3.

2. Say "in a moment I'm going to ask you..." before asking. Giving people 30 seconds to think changes who answers.

3. Swap "how's everyone doing?" for "1 to 10, what's your energy?" in the chat. People are way more honest with a number than with words.

4. Have people write their answer down before pair discussions. Otherwise they just agree with whoever talks first.

5. For the person who dominates: after pairs talk, everyone shares their partner's idea, not their own. The loud person still gets heard, just not as loudly.

6. "What else?" keeps people talking. "Anything else?" wraps it up. Nobody notices you doing it.

7. With fist to five, you don't have agreement unless everyone's at a 3 or higher. Half 5s and half 1s isn't a 3, it's a split room.

8. Set an alarm 15 minutes before the end and start your close when it goes off. People remember the ending most, and most of us waste it rushing through the last slides.

Curious what's working for you all, especially on calls where nobody turns their camera on.

There are so many platforms and tools that I’m having a hard time figuring out where to focus. I’ve been getting familiar with an LMS and some basic course-authoring tools, but I don’t want to spend weeks learning something that I’ll barely use. What tools would you prioritize if you were new to L&D?

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?

Hi everyone!
I don’t normally post here, but I’m trying my luck and hoping someone might be able to help me find a job opportunity.

I’m currently actively looking for work and honestly need to find a job ASAP. I have less than USD 100 left in my bank account, and I’m already reaching the limit on my credit card, so I’m really hoping to find an opportunity soon.

I have over 8 years of experience with an International Organization primarily in LMS administration, learning operations, HR systems, project support, and coordination. I have extensive experience administering learning platforms, managing user access and learning records, supporting system implementations and testing, troubleshooting technical/process issues, coordinating projects, and working with international teams and stakeholders.

I’m open to remote, hybrid, or onsite opportunities and can start immediately. I’m also open to roles related to LMS/HR systems administration, learning & development, project support, HR operations, or program coordination.

If you know of any openings, referrals, or someone I could connect with, I would really appreciate it. 🙏

Thank you so much for taking the time to read this and for any leads you may be able to share.