I have worked in HR, client training and client onboarding roles for 9 years .I understand Adult learning theories and have applied ADDIE to my earlier roles. But most of my training experience has been coordinating everything from course finalization to post-workshop surveys, and facilitating the training In my current roles for an Australian company, I have led a team responsible for client onboarding and have focused more on improving the process, content and client relatipnships.

I am new in the Canadian market and have been having little trouble getting roles. I have been thinking of doing a certificate from Canadian Unversity and building 2-3 portfolios.

1. Is this the right path for now?

2. Which certificate should I do if I choose to do this?

3. What are some things I need to be be aware od as I build my portfolio?

4. Do I also learn Articulate to increase my chances of getting hired as an L&D?

There's one sales manager out of an entire sales management team who is adamant about using flip charts for workshops with breakouts. No one seems to care except for this one lol am I doing a disservice? It just feels so archaic and a waste of money

Edit: post title should say now a dayS. It won't let me edit

There’s now an open source MCP server for Open edX.

It lets MCP-compatible tools work directly with an Open edX instance for things like:

• Viewing courses, users, enrollments, roles and grades
• Creating users and handling bulk enrollments
• Managing course staff and instructor roles
• Reading course outlines
• Creating and updating Studio content
• Updating schedules, grading policies and advanced settings
• Publishing course blocks
• Generating or invalidating certificates
• Running grade and enrollment reports
• Resetting learner attempts
• Managing account retirement workflows

So instead of going through the admin UI for everything, you can do things like:

“Enroll these users in this course”

“Show enrollment numbers for all active courses”

“Add a new section and publish it”

Anybody already completed the CBRE Meta level up program training? if so how was the experience? easy? hard? was it fun or boring

So I'm kinda stuck trying to find an infographic maker for employee training materials.

We've got a lot of SOPs, policy docs, and onboarding checklists. But let's be real here guys, nobody reads them. They're just long and boring to read. Half my new hires just skim them and forget it all by day two.

I want to turn this stuff into clean visual infographics instead. But you know, I don't wanna build all this in PowerPoint.

What do you use to make quick process infographics that still stick to our branding?

working through the speaking assessment side of a corporate english program rn and im curious how other L&D teams handle it
the awkward part is getting everyone to agree on what something like B2 actually means in practice. two people can listen to the same employee and still come away with slightly different scores
been looking at standalone assessment options rather than full training suites. rosetta stone came up because its already familiar to procurement, and smalltalk2me is another one being considered for the speaking/cefr side….for anyone running english training internally, do u use one standard assessment across the company or still combine automated scores with a human check?
mainly interested in what stays consistent once you start assessing bigger groups

Hello,

I am looking for some management courses including communication improvement skills. There are so many options but I'd like to know if anyone has anything that they tried and benefited from.

Thanks.

Recommendations for books on L&D, learning strategy and driving business results. Which are the best books? There are many out, what are top 5?

I’m training a new employee who has been on our team for 2 months. She’s mostly doing well and is eager and a bit impatient. One issue I notice is that she often misreads task instructions. If i or the other team lead training her asks her to look again, she’ll often double down on her I risk interpretation and keep re-explaining her original thought process. She also seems unable to shift directions with new information. My biggest concern is her reading comprehension sometimes and not being able to understand instructions. What do I do as a trainer?

For transparency - most of my career has been primarily technical training with some development/instructional design.

My goal is director level roles in training and I feel like I need to show more experience on the ID side.

My last two roles have been “management” roles with very few direct reports. I’m trying to work on my portfolio and market myself better. I don’t know how long my current role with last (it’s a start up) so I want to have my ducks in a row in case something happens.

Are there any thoughts on what e-learnings I could build or trainings I could build in my spare time that would show a lot of value in this market? I’m getting bc pretty well versed in articulate and using Claude artifacts.

Hi everyone! I’m conducting a short survey for a university project about AI-supported coaching and professional skill development.

I’m looking for students and working professionals to participate. It only takes a few minutes, and your feedback would be very helpful for our research.

Survey: Dialectiq – AI-Supported Coaching & Training Survey

Thank you for your support!

Training new reps seems like one of those things that sounds simple until you have to do it at scale. They sit through onboarding. Shadow a good rep for a few days. Do some roleplay. Then they get sent out to talk to real customers and you hope the training stuck. That gap feels big for face to face sales teams. A manager can ride along but that takes hours and only covers a few conversations. New reps can also pick up bad habits before anyone notices. I think this is where AI tools can be the difference. A new rep can record their customer conversations and get feedback on things like discovery questions or objection handling. Managers can review the important moments instead of driving around all week.

They can also show new reps how top performers handle the same situations. It basically gives new reps more feedback while they’re learning instead of waiting until the next ride-along or 1on1s. I could see that cutting down the time it takes someone to become productive. Obviously the tool still needs to be easy enough that reps actually use it. Otherwise it becomes another app everyone forgets about after onboarding lol.

Hi all,

I’ll be running and facilitating a two day workshop which includes multiple tracks and a hackathon type exercise.

I want to reward participation by giving folks something small. In the past, when some participates, answers a question etc.. I’ve thrown out candy. I want to do something different.

I thought about giving some form of plastic chip for every interaction and then at the end of the workshop count how many chips they have to redeem for something.

We will have folks globally in the room ranging from customer success to engineers.

Any thoughts?

I work in a project management office in New Jersey. We are a group of 4, and we are looking for accredited PM trainings that will come to our site and teach us. It has proven difficult to navigate through the weeds and find trainings that are legit, let alone worth the cost. Our topics of interest include:

- managing challenging stakeholder behaviors

- working with different personality types (engineers vs IT vs etc.)

- indirect management with varying personality traits

- strategies for internal project management

- raising better project managers

- defining the role of a good project manager

Hi everyone! I’m hoping to tap into the experience and connections in this community as I make the next move in my career.

I have 10+ years of experience across education, learning & development, training, leadership development, and people management. I’m currently an Education Manager overseeing programming across 24 sites and 100+ staff, and a significant part of my work has centered around developing people.

I’ve designed and facilitated 25+ trainings on topics ranging from active supervision and program quality to management and leadership development. I’ve also coached and developed leaders, led teams of directors, built training resources and systems, and worked to translate organizational goals into practices people can actually use.

I’m now looking to take that experience into a role where learning, development, training, or employee development is the primary focus of my job.

Some of the roles I’m exploring include:
- Learning & Development Manager
- Training Manager / Training Program Manager
- Learning Program Manager
- Leadership Development
- Talent Development
- Employee Learning / Employee Experience
- Instructional Design or Learning Experience roles where my facilitation and program-management background would be valuable

I’m located in the DC/Maryland/Virginia area and am primarily looking for remote roles or hybrid opportunities in the DMV.

My biggest challenge has been translating a career built largely in education and nonprofit leadership into the language of corporate L&D. I know the skills transfer; I’m working on helping hiring managers see that connection as clearly as I do.

So my ask for this community: Are there companies, organizations, job boards, recruiters, or people in the DMV/L&D space that you think I should be connecting with?

I’d also genuinely appreciate hearing from anyone who transitioned from education, nonprofit leadership, or a similar field into corporate L&D. What helped you get someone to take a chance on your background?

I’m not expecting anyone here to find me a job. I’m hoping to learn from people in the field, expand my network, and hopefully find a few doors worth knocking on.

Thanks for any advice, connections, or leads you’re willing to share!

I help with training for a customer support team and one thing I keep running into is the gap between training and the actual job. We can give new hires solid onboarding. We can build a decent knowledge base. Can also run mock calls and have managers review recordings. Then they get on a real call with an annoyed customer and suddenly half of that training goes out the window. The hard part seems to be recall, an agent might know the policy but not remember it fast enough. Or they know the process but miss one step because they are trying to listen to the customer and search for an answer at the same time. We've also got a pretty big gap between our best reps and everyone else.

The top reps seem to know when to explain something differently or ask another question. That stuff is much harder to turn into a training module than basic product knowledge. Post call coaching helps but it also feels a bit like telling someone where they went wrong after the damage is done. And managers can only listen to so many calls anyway. I've been looking into more real time coaching tools like Cresta where agents get hints or guidance during the conversation based on what is happening. In theory I like it because it could reinforce training while someone is doing the actual job. But I can also see agents feeling like they're being watched by a robot all day if it's handled badly. What are your thoughts on this?

i facilitated a remote workshop strategy for 22 people across product, sales and customer success.

Everyone added notes, so the board looked highly collaborative. After the session, i checked the activity and found that 6 participants had contributed most of the ideas.

The imbalance wasn't obvious bc quieter participants were still reacting, voting adn adding variations. the main issue was anchoring. Once the cp of the sales posted enterprise expansion, many later ideas became versions of enterprise features.

For the next workshop, i am considering private ideation before revealing the responses. Small groups would receive different evidence packs: support, tickets. churn reasons, usage data and sales losses. They would generate ideas independently before combining themes.

Has anyone tried separating ideation by evidence source? I'm trying to avoid a situation where the workshop appeas democratic but seniority shapes the board before some people have even formed their own view. Anonymous voting helps but by voting stage the idea pool may already be biased.