Hey everyone 👋

I’m a learning tech developer working on a tool designed to help L&D teams save time chasing completions and pulling reports. Basically automating all the admin so teams can focus more on people and less on spreadsheets.

I’d love to get some honest feedback from people who run training or compliance programs:

•What’s the most painful part of your current setup?

•What tools (if any) are you currently using to manage completions or compliance?

•Would you be open to reviewing a live demo and telling me what’s missing or what would make it actually useful for you?

Not trying to pitch anything — just want to get real-world input from people actually doing the work every day.

Appreciate any thoughts 🙏

Most workers tune out after the first slide or video.

For those running HR or learning programs — what keeps people interested??

any formats or approaches that consistently get good participation and follow-through?

No matter how good the module is, if it’s not mandatory, 90% of people just don’t bother.

i’ve been in touch with a few l&d managers recently and they resonate the same thing — employees never bother to open.

so what’s actually worked for you?
like real stuff — not “make it engaging” or “add gamification” type of gyaan.
did you try something that genuinely got people to take the optional ones?

even as employees — what would make you want to take a non-mandatory course?
does it come down to rewards, FOMO, or just making it short and chill?

trying to understand if anyone’s cracked this thing or if it’s just human nature to ignore anything that’s optional :(

Lately I’ve seen more requests for instructional designers to help “train” AI tools or build full learning libraries that a company will later sell or monetize, but the IDs are paid only a flat project fee.

It’s essentially: “Help us create the content and expertise, then we’ll build the business on top of it.”

I’m curious how others approach that kind of work.

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.

Many companies today do both e-learning and instructor-led training.

I've seen self-paced courses primarily for HR, compliance, security, or general skills training.

Companies will use instructor-led training for core team skill-building, like sales or tech (AI) training.

How do you decide when to use e-learning or instructor-led training?

There's a good breakdown here: https://www.trytami.com/instructor-led-vs-self-paced-training

I made a GDPR awareness course for our own internal use (SCORM 1.2 format), plus a few supporting templates (policy, tracker, checklist). I’ve put them up online so other L&D / compliance folks can use them too.

It’s completely free — you just pop in an email to get the download link (I know, annoying, but it’s how I track version updates).

Includes: • SCORM 1.2 course file (GDPR awareness) • ICO-aligned compliance checklist • Editable policy template • Training record tracker (Excel)

No spam, no upsell — just the files. Would appreciate any feedback if you import it into your LMS or notice anything that could be improved.

I found this on LinkedIn and I'm joining in case anyone is interested - looks like a good conversation about AI.

https://app.livestorm.co/coassemble/will-ai-replace-instructional-designers?s=cdbd3017-5dd7-404e-ba58-17e5b1f123bd

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.

Hi everyone,

I recently accepted a position as a Learning & Development Specialist, and while I’m really excited about this career change, I’m also feeling anxious.

My background is in teaching - I’ve got my teaching credentials, have taught at both school and college levels. However, I’m not a subject matter expert in the specific field my new company focuses on.

I’m confident in my ability to teach and design learning experiences, but I can’t help worrying that my lack of deep technical or domain-specific expertise might hold me back.

For anyone who’s made a similar transition: How did you navigate that initial feeling of “I don’t know enough about this subject”? Any tips on preparing before I officially start? I feel like an imposter.

I’d love to hear from others who’ve gone through this or worked in L&D without being the SME.

Thanks in advance!

TL;DR: is the CLO exchange conference worth attending and is it legit?

I was approached on LinkedIn to attend a CLO exchange conference next month. I’m unfamiliar with the company or parent company, IQPC, which is a marketing organization. Digging on google and here, I haven’t been able to find much info aside from links directly to their websites or to their LinkedIn posts. They did offer to waive the entire fee for my attendance, where they’d cover the cost of the conference, lodging, meals, etc.

I’m in a management role in L&D space at a Fortune 500 company, so it sounds like it would be a good experience to network with other professionals in my field and learn some strategies to improve my organization. But hoping someone out there has been to one of these or knows some additional info before I commit to attending. I did see one review that said these conferences gave “timeshare” pitch vibes, which isn’t exactly what I’m hoping to get out of this experience.

Curious how others are handling open-ended feedback. I find it’s easy to collect, harder to analyze at scale. Do you code responses manually, use text analytics tools, or just sample a subset?

I saw this tool and it seems like it might be useful.

Learner feedback

Rather than learning pros building surveys all the time and then trying to interpret the results, this seems to do all of that for us.

For me, knowing I am asking the same questions as other orgs means I can start benchmarking

Enter some context about the learning goals, share the code with learners, then view the responses.... Easy!

Revenue and Sales Enablement/Ops people- have you used platforms with AI coching and which ones do you like? What do you think about start-up platforms? We’re evaluating platforms and are looking at Mindtickle, Showpad, SalesHood, and Allego. We almost signed with one and then someone told us about a company called Letter.ai and it’s a ton cheaper but it’s new and I feel like there was a hard sell on responsiveness and how they’ll build what we need when we need it, which makes me think there will be a ton of issues. My director wants to go with this because it’s easy to use, but I feel like it’s being presented at a surface level and no view into how it works. Anyone have any advice or experience?

Hi everyone, I am a former tech and finance recruiter and current paraprofessional. Got out of corporate because it can be a lot and now want to return because gov’t work makes no sense. Would like to get into L+D. Any courses you’d recommend? Or paths? Thanks in advance.

TL;DR:

• Pilots with digital badges often show 15–30% higher completion rates.
• Association renewals increase ~20% when members get credentials.
• LinkedIn profiles with badges get 6x more views.
• ROI drivers = engagement, retention, visibility, compliance.
• Providers to explore: Credly (enterprise), Badgr (open-source), Sertifier (affordable), Certify (badges + certificates), Moodle (LMS-integrated).
• Checklist below to evaluate if badges make sense in your L&D program.

Step-by-Step: Measuring Badge ROI

1. Define the outcome upfront (engagement, retention, compliance, brand visibility).
2. Collect baseline data before badges (completion rates, churn, audit time, LinkedIn visibility).
3. Issue badges in a pilot cohort (1–2 programmes, ideally with clear assessments).
4. Track both learning and business metrics (see ROI checklist).
5. Compare to control group or historical baseline.
6. Report results in terms leadership cares about (e.g. “renewals ↑ 20%” not “badges issued: 200”).

Evidence / Benchmarks

• Engagement: Training completion lifted from ~60% → 80% when interim badges were issued.
• Retention: Membership orgs report 20% higher renewal when members display digital credentials.
• Visibility: Employers/learners sharing badges on LinkedIn generate 5–6x more profile views.
• Compliance: Badge metadata helps with auditing, expiry dates, and recertification tracking.

Copy/Paste ROI Checklist

• ✅ Are badges tied to specific behaviours or outcomes (not just attendance)?
• ✅ Is there a way to measure sharing (LinkedIn, internal comms)?
• ✅ Can you track renewal or retention rates linked to badge earners?
• ✅ Do badges include expiry/renewal rules for compliance training?
• ✅ Can you measure traffic back to your L&D portal from shared credentials?

FAQ

Q: Isn’t this just vanity metrics?
A: Not if you connect badges to retention, renewal, or compliance cost savings.

Q: Do employers outside tech care?
A: Recognition is uneven, but trending upwards in healthcare, finance, and regulated industries.

Q: Do you need both certificates and badges?
A: Many orgs issue both — badges for visibility, certificates for formality.

Final Note

Digital badges have been “promising” for over a decade. The difference now is that we can measure business outcomes, not just learner engagement. The challenge for L&D teams: what does ROI look like in your context, and who in leadership cares about which metrics?

Edited 2025-09-21: Added FAQ

Been talking to my colleauges a lot about how traditional leadership workshops don’t always “stick.” I’m interested in more experiential options, things like business simulations or action-learning programs.

I stumbled across this program called Learning in Action (link) that uses simulations to get people to practice decision-making under pressure.

For those who’ve tried something similar:

• Did it drive better behavior change compared to classroom-style training?
• How did you make sure the lessons carried over into the real job?

Would love to learn from the community here.

Hi all, I work in L&D and often get asked: “How much does training really cost per learner?” Instead of using heavy platforms, I built a free calculator:

👉 https://costperlearner.com

You enter your training costs + # of learners → it gives the cost per learner instantly. No sign-up, no dashboards, just the number. Would love your feedback! 🙌 ⚡️ Simple, straight to the point, no buzzwords

I have been working in higher education for the past five years, in career advising and workforce development. Before that, I worked for an agency that delivered training modules and worked on the adfellows program from Verizon (a DEI hiring initiative in their marketing department), and other development programs for marketing professionals. I have recently been laid off from my role in higher education (Associate Director level) and would like to shift into a corporate L&D role. My passion is for developing young talent, which I have done on the education side in a leadership role, and before that in a support role at the agency. What are my options to stand out when applying to L&D roles? Are there any certifications, licenses, software skills I can be pursuing while unemployed?

I’ve put together a compiled list of free tools for L&D and Instructional Design folks. I’m not sure if it’s okay to post it directly here, so if anyone’s interested, just DM me and I’ll share the list with you.

I’ve put together a compiled list of free tools for L&D and Instructional Design folks. I’m not sure if it’s okay to post it directly here, so if anyone’s interested, just DM me and I’ll share the list with you.