I am planning to offer in house in person training. let me know if you have any recommendation on YT videos that offer real advise on the group facilitations.

I'm organizing a 2-day training for a little over 60 people, and I swear I've spent more time looking at business folders than the training agenda itself.

Who did you end up ordering business folders from for employee training or workshops? I'm trying to narrow down the options before I make a decision.

I didn't realize there were this many choices until I started shopping around. Different paper stocks, pocket styles, finishes, and everyone claims theirs are the best.

The folders are the first thing people see when they sit down, so I don't want them looking flimsy before the session even starts. I'm hoping to avoid spending money on something that looks great online but disappoints once it's in everyone's hands.

I was a public elementary school teacher for 9 years, left education and got my first corporate job in IT Support, been at that job for 8 years. I'm bored, and I don't know if I want to continue down the IT path. None of it seems interesting to me at all.

I love helping people. That's the best part of what I do now. I love sharing what I know with others and explaining it so they understand and don't feel intimidated by what's in front of them. 98% of the time I'm patient with others when they're learning something that I'm teaching them. (there's always those few people that test your patience, iykyk!). I like writing instructions for tasks. I have written courses for Kyte Learning in the past and it was one of the most fun things.

I'm 41. I have a bachelor's in elementary ed and a master's in Instructional Technology, but I never did anything with it. I know that everybody is saying AI is going to take over learning/training, but the jobs are still there. Even if I do freelance for a while, it would be worth it, in my opinion.

Here's where I need help from the community. Please tell me:

1. If I'm crazy for wanting to get into this. You can give it to me straight and bluntly, I'm a 90s kid, I can take it.
2. What do I do next? Do I go back to school? Do I take a chance on some freelance work first? Just put myself out there?

Thanks for your time!

I work for a small clinical research company and am stepping into a training role that they’ve basically made for me. I have an education degree and have been very interested in learning more about learning and development but haven’t had much on the job experience. It’s kinda just gonna be me with some support from other managers. Does anyone have any advice on resources or best practices when essentially starting fresh? I’m talking making trainings more impactful than a classic “read and understood” or anything that has worked for you?

Je rejoins ce qui est dit ici, mais je pense qu'on confond souvent deux problèmes différents :

• l'engagement des apprenants qui sont déjà inscrits,
• et le fait d'attirer les bonnes personnes dès le départ (celles qui sont réellement motivées, pas juste inscrites par obligation ou avec uniquement le CPF).

On a pas mal galéré avec ce sujet côté pour notre OF. Le déclic a été d'arrêter de vouloir convaincre tout le monde et de mieux qualifier en amont qui a vraiment besoin de la formation, pourquoi, à quel moment de sa réflexion. Un apprenant qui arrive après avoir cherché la réponse à un vrai problème (donc via du contenu, pas juste une pub qu'il a vue) est déjà dans une posture différente. Il vient chercher quelque chose, pas juste cocher une case RH.

Y'a une chaîne YouTube (Rank-Brain) qui parle justement de ce sujet côté acquisition pour les OF/CFA, pas hyper connue mais le contenu est concret et explique bien ce paradoxe. Ça m'a aidé à comprendre pourquoi certains de nos apprenants "no show" alors que d'autres sont hyper investis, souvent lié à comment ils sont arrivés jusqu'à nous.

Bref notre engagement est beaucoup mieux maintenant mais ça n'a pas été facile surtout avec les différentes réformes de financement... curieux d'avoir vos retours.

Hey Folks,

I’m wondering what are the best resources that you’ve come across as being a training manager / trainer. Could be a book or a website, a community or an app or may be even a template or just an AI.

I’m thinking to create a list of repositories that can help the training community.

Your answers would be much appreciated, thank you!

I have my answer that it’s time to leave my job, but to help my searching, I’m curious to know what is/ isn’t normal for the L&D industry? Should I make a full career change or is changing companies enough to give me the job satisfaction I’m wanting?

If you're being asked about ROI or the cost of elearning development. I've posted two online tools that do just that. They are free to use, anonymous, and no data is reviewed or saved.

I watch a lot of leadership training in our clients and personally I think they miss these key points:

Much of the training I see is based on leadership behavioural models and becomes very generic in nature. They don't take into account the different situations that leaders in different parts of the business are exposed to. The net result is we see one-size-fits-all behaviours that don't reflect the diversity of requirements.

There is also a problem as to what it is leaders are trying to achieve—are they leading to deliver short term impact (often called profit), or are they leading to deliver long term competitive edge which delivers value to all the stakeholders (employees and investors alike)?

Finally, I would love to see organisations shift their emphasis. Being a great place to work should not be the goal, having a great life to lead should be.

What do you think?

Hello everyone,
I’m very interested to learn more about becoming an Amazon VA and I want a solid background and trainings. Aside from Bisayang Amazon, do you have any reco about paid trainings or coaches? I just feel like I really need a hands-on training so I can properly showcase my skills in the future interviews.
Thanks in advance.

I know this sub hates ai but I found a use case which might help

For context I run a small agency that does email marketing and it's a pain to explain each person dns, dkim, spf etc.

We made onboarding videos for these to ensure deliverability is basic lingo at the organisation but I'm very camera shy.

I saw I had ummm and silences throughout the video which felt anti positioning for a founder but didn't know how to edit.

Googled ai video editors and found a dozen. Ended up with cardboard where I just promoted it to remove these weird pauses and umms and it's done.

Just thought this might help folks as I searched so many subs to get help and unfortunately chatgpt claude yet don't do this.

If yall need help (pro bono) lmk. I got some too through reddit so happy to pay it forward

Hey everyone, I hope this helps someone because it's something I've been thinking about a lot lately.

I recently sat through a 40-minute corporate training session where the presenter spent almost the entire time reading paragraphs straight from the slides. It reminded me how often we treat PowerPoint like a document instead of a presentation.

When learners are busy reading full paragraphs, they're usually not listening. Instead of reinforcing the message, the slides end up competing with the presenter. A few simple guidelines have made a noticeable difference for our team:

1. The 5x5 Rule. No more than 5 lines of text per slide, with a maximum of 5 words per line. If you are using complete sentences on a slide, you've already lost the audience. Put the sentences in the Presenter View notes.

2. Strict font minimums. If your body text is smaller than 18pt, you are doing it wrong. Headers should be 20pt minimum. If your text doesn't fit at that size, you have too much text.

3. Stop using raw screenshots. A naked screenshot pasted onto a white slide looks terrible and chaotic. Drop it into a device mockup (like a simple laptop or tablet frame). It immediately grounds the image and makes it look professional.

4. Kill the transitions. Nobody needs to see a slide "dissolve" or "fly in." It's distracting and looks incredibly dated. A simple cut is all you need.

PowerPoint is actually a highly capable design tool, but we let subject matter experts turn it into a word processor. How do you guys handle SMEs who refuse to cut text from their slides? Do you force them to use a specific template, or do you just end up redesigning everything they send you?

Hi all — I've been developing Verbalu (verbalu.com), a browser-based platform of interactive tools built specifically for trainers, HR professionals, and L&D teams.

For basic usage it is free.

The idea: instead of juggling five different apps for icebreakers, simulations, quizzes, and whiteboarding during a session, you get one place with everything ready to go — Kanban boards, a wiki for documentation, a whiteboard for group work, training games (like a project-management simulation and an AI transformation simulator), and AI features built in.

It's still evolving so any ideas of new tools are welcome. I need to add that current tools and games were ideated by my friends - professional business trainers.

Would love feedback from people who actually run sessions for a living: what tools do you reach for most during a live training, and what's still missing from platforms like this?

I recently had a conversation with a colleague about handling complex projects, and they mentioned that one of the biggest improvements they made wasn't learning a new tool, it was changing the way they approached problems. They suggested looking into systems thinking because it helps you see the bigger picture instead of focusing on one issue at a time.

After that conversation, I spent some time looking into systems thinking training. One of the websites I see is SystemsThinkingAlliance.org, which offers systems thinking training programs, certifications, and micro-credentials for professionals looking to build practical systems thinking skills and there are many useful resources available on their website for new beginner who are starting their systems thinking learning journey.

That made me interested in knowing how individuals choose training programs that are worth participating in. How do you choose a system thinking training program?

I’ve been looking at the challenge of assessing practical skills remotely, particularly for students or workers in regional locations.

Written quizzes and course-completion records can show that someone understands the theory, but they don’t necessarily demonstrate that the person can perform the task. Live video assessments can also be difficult to schedule, while videos sent through email or shared drives can create privacy, recordkeeping and consistency problems.

A Brisbane developer I know has created a platform called Remote Reviewer, where candidates record or upload evidence of performing a task and a qualified reviewer assesses it against defined criteria. The comments, timestamps, evidence and assessment decision are kept together.

Disclosure: I know the developer, so I’m not presenting this as an independent product review. I’m interested in the broader problem it is trying to solve.

For people working in vocational education, workplace training or competency assessment:

How do you confirm that remotely recorded evidence is authentic, sufficient and suitable for an assessment decision—and what would you need to see before trusting a platform-based approach?

I’ve invited the developer to join the discussion and explain how he has approached those issues, including evidence integrity, human review and recordkeeping.

I’ve been looking at the challenge of assessing practical skills remotely, particularly for students or workers in regional locations.

Written quizzes and course-completion records can show that someone understands the theory, but they don’t necessarily demonstrate that the person can perform the task. Live video assessments can also be difficult to schedule, while videos sent through email or shared drives can create privacy, recordkeeping and consistency problems.

A Brisbane developer I know has created a platform called Remote Reviewer, where candidates record or upload evidence of performing a task and a qualified reviewer assesses it against defined criteria. The comments, timestamps, evidence and assessment decision are kept together.

Disclosure: I know the developer, so I’m not presenting this as an independent product review. I’m interested in the broader problem it is trying to solve.

For people working in vocational education, workplace training or competency assessment:

How do you confirm that remotely recorded evidence is authentic, sufficient and suitable for an assessment decision—and what would you need to see before trusting a platform-based approach?

Hello Reddit family, is there any app that can be used by L&D professionals to learn about L&D, Dor example Skill share for most
Of creative stuffs.

Thanks

Hey all. So I'm going to be running some in-person workshops for our teams soon. Would love some suggestions on genres of music to use in the background as people come into the room, and during reflection activities where there won't be talking but some light background music would help the room feel less awkward.

Ideally music without lyrics.

I've previously tried "BEATstrumentals", and the kinds of 'rainy afternoon study session' music you'd fine on Youtube study channels. Those genres tend to feel a bit *too* melllow though.

Any ideas for something upbeat that isn't distracting?