I am newer to the field and would love to hear advice suggestions on making workshops and trainings more engaging.

For example, we are running a manager training series. We have done one training that is just all content, and the group is pretty quiet. We then tried to split it up into two parts, so part 1 is learning the content and part 2 will be a working session. The plan is to give an example of a scenario, and then do break out groups with another scenario and have the groups work through it together.

Any thoughts on this? Any better ideas, or suggestions on where to learn more about this? Much appreciated!

So I’m building a product that sort of helps the L&D teams, basically a tool that helps you make product videos and more with screen recordings, but here’s the thing, I’m looking to solve a more real and challenging problem in this domain, I need guidance and advice from some real L&D folks on what direction should I take this product to, anyone here, willing to help me out? Happy to even pay for your time

i feel like a lot of internal training fails because it basically becomes a folder of documents instead of an actual learning experience.

a company might have pdfs, sops, slides, videos, written guides etc, but if there’s no structure, examples, practice, or clear sequence, people still end up asking the same questions again and again.

i’ve been researching tools that help turn existing company knowledge into structured training. honen is one i came across because it seems focused on workforce training and course creation from files/notes.

for people who manage onboarding, enablement, or employee training, what matters most: faster course creation, better structure, easier updates, or learner engagement?

Hey everyone! I'm part of the team behind Games for Crowds, a browser-based platform of interactive group games built for live sessions like trainings, workshops, and team events.

The idea: instead of the same Kahoot-style quiz on repeat, trainers get a library of different game formats (AI-generated quizzes, word scrambles, emoji guessing, true/false) that they can rotate between to keep engagement up throughout a session. Everyone plays on their phones at the same time, no app or account needed.

A few things L&D teams have found useful so far:

- AI Quiz — type any topic and it generates questions instantly. Zero prep for knowledge checks between content blocks

- Format rotation — switching between a quiz, a word game, and a visual challenge keeps groups engaged way longer than repeating one format

- Live leaderboard — creates social accountability that private quizzes don't. Participants pay more attention to content when they know a public quiz is coming

- No setup friction — share a link or QR code, everyone joins in seconds. No downloads, no logins for participants

Everything is free right now during our testing phase and we're actively looking for feedback from L&D professionals to shape where this goes next.

If you work in training or facilitation I'd genuinely love to hear:

- Would something like this fit into your sessions?

- What's missing that would make it more useful?

- What would stop you from trying it?

gamesforcrowds.com

Happy to answer any questions!

I work at a learning platform company. Over the past year, 247 training businesses moved to us from another tool or setup.

We went back through every deal to figure out why and audit each conversation we had with them + emails etc.

Interestingly, it wasn't price, AI related or any specific feature.

Most of the time, buyers said some version of: "we need everything in one place."

Most of them were running a course platform, a community tool like Discord, Zoom for live sessions, Copilot org plans and email/Slack to connect everything. Some had an LMS on top of that too.

They basically kept getting complaints from members and often felt like they couldn't charge high ticket because of the collection of tools.

Every time a member has to switch tools, some of them just gave up. Not an exaggeration, this is what most of them said happens.

The admin/operators we talked were tired of maintaining a stack too.

The people who came to us "one place" were easy to work with and stuck around. Anyone who came in with a feature checklist were harder to close and more likely to leave six months later.

We did more research on this at the end of 2025 and found similar points, but on the learner side.

Self-paced content spread across multiple tools is less effective and perceived as less valuable. It's mostly a friction problem and has less to do with motivation.

So before you rewrite your curriculum or rethink your pricing, count how many places your members have to log into. Realistically if it's anything more than 2, fixing that should be a priority.

Hi Hivemind,

As our organisation continues to grow globally, so does the need to make our learning content more scalable, accessible, and consistent across regions. For our L&D team, this means one thing: we need to significantly improve how we deliver e‑learning in multiple languages, without increasing workload exponentially. We’ve been exploring solutions, but we’re running into some challenges...

I’d love to tap into the collective expertise of this community to learn from your experiences!

We are looking for tools or approaches that allow us to:

• Deliver e‑learning in multiple languages at scale
• Use high-quality AI translation (all-in, no credit-based models)
• Maintain one English source file, where updates automatically cascade to all translations
• Manually review and adjust translations per language where needed

So far, this aligns with what many modern authoring tools promise. But...our requirements go a bit further.

1. Screenshots and visual content

While text translation is increasingly well supported, visual content remains a bottleneck.

• Screenshots remain in the original language
• Many tools don’t allow easy per-language image variations
• Recreating screenshots per language is time-consuming and hard to maintain
• We use a tool to create HTML5 demos that we embed in our e-learning (these demos are hosted outside our authoring tool); text on the tooltips is translated automatically, but the HTML screenshots are not.

For us, this directly impacts the learner experience.

2. SCORM packaging and maintenance

Ideally, we want:

• All languages delivered in a single SCORM package
• Real-time updates across languages, without republishing or overwriting the SCORM file

This would drastically improve maintainability and reduce operational overhead and the chance of errors.

3. Bonus challenge (and big win if solved!)

One of our biggest time investments today is recreating demos and screenshots for each language.

In an ideal world, we would:

• Automatically translate text within screenshots
• Or use HTML5-based demos that can dynamically adapt to different languages

I’m curious to hear from fellow L&D professionals:

• Are you using tools that successfully address (most of) these challenges?
• Have you found workarounds that make this process more efficient?
• Are there lesser-known tools or emerging solutions we should explore?

Even partial solutions or lessons learned would be incredibly valuable.

Hi! I’m a teacher abroad and I would like to have some PD, but I have no idea what or where. If it is online it would be great. Currently I teach Reception/PreK but I’ll be moving up to Group 4/2nd Grade 🥳 I’m so excited! My strengths are in Socio-Emotional Learning and I love to learn about Behavioral Problems and how to address them. I’m also interested in Brain Development and Child Psychology or even Family Therapy or Counselor. My background is in Literacy and English Teaching but I’d like to complement my credential.

Any tips?

I am Ahmed I have recently completed the Osha 30-Hour General industry health and safety course.
I have successfully completed exam and earn the certificate.

However I share it with my company so they can add it to my file and they did.

The issue that they asked me to do a presentation to share knowledge with our team on our section level.

I dont have an issue with that but the problem is our company have a high standard of safety training so its exactly the same of the Osha safety regulations.

So i decided to explain the proactive mindset on safety and how we can implemented in our Lifting & Rigging daily opration activities.

Iam stucked on the corner i need some help
Any advices ? Or what i can see on how they can develop this mindset? And what is the tools and techniques? Please help.

Hi all,

26/F/North of England.

I’m looking to transition into Learning & Development from a background in charity fundraising, communications, stakeholder engagement and digital content creation.

A lot of my experience involves presentations, onboarding support, relationship management, coordinating projects/events and creating engaging communications, so I’m trying to understand what skills/tools would help me break into L&D.

What platforms or software would you recommend learning first? (LMS systems, Articulate, Power BI, etc?)

Also, are there any courses/certifications or skills you’d recommend for someone moving into an L&D Advisor-type role from a non-HR background?

Thanks!

Most people train at home and wonder why nothing changes. The problem isn't the equipment. It's that they're not actually training hard.
Here are the 4 techniques I use to make every session genuinely difficult no extra equipment needed.

1. Training close to failure
   This sounds obvious , It isn't. Most people stop a set when it gets uncomfortable , which is usually 4 or 5 reps before their actual limit. Real intensity means finishing a set when you have 1, maybe 2 reps left, Not 5.
   The last 2 reps before failure are where most of the growth signal lives.

2. Rest-pause
   Take a set to near failure , Rack the weight or rest in position for 10–15 seconds just enough to partially recover , then squeeze out 3–5 more reps, One set now has the quality of two. This technique alone changed how I train more than anything else.

3. Pause reps
   At the hardest point of the movement , the bottom of a squat, the stretched position of a curl , hold for 2 full seconds before moving. No momentum , No bouncing, Just pure muscle.
   Pause reps expose exactly how weak a position really is.

4. Slow eccentrics
   The lowering phase of any exercise is where most muscle damage happens, Most people rush through it in 1 second. Try taking 4 full seconds to lower , A push-up you could do 20 of suddenly becomes a completely different exercise at rep 8 , Same movement , Same weight ,Twice the stimulus.

None of this requires a gym All of it requires honesty about how hard you're actually working.
Happy to answer questions about how to apply any of these.

Pricing is always a challenge. My normal training sessions are small groups of 10-15 people and charge anywhere between $800-$1200 per attendee. So not sure how to charge for a large group of 400 people. Any thoughts?

I want to build an online lesson/course, but I’m a bit worried about compliance and accessibility.

I’m not an expert in things like WCAG, standards, or LMS requirements, and it feels a bit overwhelming.
Do you usually handle this yourself, or are there tools/processes that make it easier?

Thank you in advance to those who will contribute.

Context: In this region, 900 out of 1,000 people are "Basic" certified, and 600 are "Top Level" certified.

While the numbers are high, quality is below average—especially at the top level. This stems from annual targets that prioritize volume over quality and fair assessment.

Current Format: Training is LMS-based, mixing e-learning and classroom sessions, ending with an objective-style test. Each country has a trainer whom I manage remotely as the Regional Trainer.The

Challenge: Since this is technical training requiring practical skills, how can I remotely improve the knowledge of these 600 experts and prove that improvement to management?

Note: This is my own initiative, not a formal requirement.

I (29f) started at this admin role at an accounting firm about 7 months ago. When i started there was three admin. One quit in January because she had family issues. The other one out in her two weeks right before the end of tax season and didn’t tell me. I didn’t find out until the morning that she didn’t show up to work and she was already done. That drama aside, i find myself alone doing three people’s jobs with one temp person who helps with the front desk. I want to completely redo the training because my training was terrible and i found out i have learned how to do some things incorrectly. What are some things that you have seen that have really happened you learn a new job? I have started a binder that better lays out the tasks expected but i would like to be a good resource to the people we are going to hire. They may or may not have any experience in being an admin. Any advice would be greatly appreciated!

We've got a growing company with about 100 employees now and we're looking to upgrade our compliance training platform as we scale. We currently have something in place but it's not really meeting our needs anymore. We need something more robust that can handle our growth and actually keep employees engaged with the training. We want to make sure our policies and procedures stay solid and up to date, and that we have reliable tracking so compliance doesn't become a headache down the road. I've got a good handle on the HR side but we'd rather invest in the right tool than keep patching things together.

Anyone using a compliance training platform they'd actually recommend? Would love to hear what's working well for others.

What are the scope of job and work opportunities in India and internationally, if someone comes from a consulting environment and has worked as a Learning & Development Consultant for more than a decade?

Hi all,

I’m a founder doing research before deciding whether to build something. Not pitching anything here – just trying to understand what actually works.

If you facilitate workshops on leadership, conflict, communication, diversity, sales, or similar – I’d really appreciate honest answers to any of these (pick the ones you care about):

1.	When did you last run a role-play or perspective-taking exercise? What was the topic, group size, and setting?

2.	What worked and what didn’t? What did you wish was different?

3.	How do participants typically react? Who engages, who shuts down, why?

4.	What tools do you currently use – verbal only, cards, written cases, digital tools (Mentimeter, simulation platforms, VR, etc.)? What works and what doesn’t about them?

5.	When the exercise is over, how do you collect and reflect on what came up in the room? What’s hard about that part?

6.	What’s the single most frustrating thing about facilitating these exercises?

7.	If a tool could fix one specific pain for you here, what would it be?

Happy to share back what I learn from this thread. DMs welcome if you’d rather talk in depth – and if anyone is open to a 20-min call, even better.

Thanks!

Hello, I recently interviewed for a Learning and Development Specialist role and I received the call back for a 2nd round interview. I have been asked to prepare a 10-15 minute presentation on the following.

1. Why a great onboarding experience matters.

2. What it looks like to set the right tone from day one.

Any advise is greatly appreciated.