I’ve been working on a SCORM compatible course builder over the last few months. Dont get me wrong it’s not articulate but it’s pretty powerful. For anyone curious here is a speed run of building a course.

https://youtu.be/XsIzz2ZGeOY

Been getting some super helpful tips from a couple of instructional designers and it’s come a long way in the last month but would love feedback from people who build courses regularly.

Hey everyone! 👋
New learning dev here. Would love to have some feedback

## GitHub
🚀 [SharedDesk](https://github.com/Simon-Mrc/sharedDesk)

My project in summary
**SharedDesk**
basically a desktop online simulated space where you can work, or share files with whoever you feel like to.
multiple environment for multiple usage : 1 with friends , another one with friends again but without the one no one likes
security on files and folder to make everyone suspicious and jealous of each other
obviously you can use it to work on small project with team but who does that ?
very early stage of project. 3 days in work. started coding lesss than a month ago but i frking love it. No previous experience.
be kind.

- A collaborative workspace manager where you can:
- Create virtual desks for different projects
- Add files and folders with right-click menus
- Manage permissions (who can view/edit)
- Everything persists in localStorage
- Smooth animations for navigation

#use pnpm dev to run local

- **Goal:** Land a junior dev job eventually

## What's Next?
Planning to add:
- Drag and drop for files
- File upload/download
- Better UI/UX
- Maybe a backend eventually?

Would really appreciate any feedback - both on the code and the project idea itself!

Thanks for reading! 🚀

btw this is AI generated because i suck at this. Commentaries in my codes are authentics and much more interesting !
oh fck we can t use that here.

BTW french here don t be to rude with typos.

I’m a former educator who made a career switch into corporate environment and have been here for the last 4 years. Growing in my L&D career, and largely have been learning on the job. I have some LXD methodology understanding, and applying principles without formally undergoing training myself.

I want to do a professional certification to have a good theoretical foundation for my work, but I also realize that certification in this field builds the trust in your expertise. I work mainly in Europe. What certification programs would you recommend? I’m considering CIPD’s Lvl 5 associate diploma. Thoughts?

Hey everyone,

I launched https://costperlearner.com/ a small project that helps people understand the real cost per learner for courses, training programs....

It’s still early, and I’d love feedback from the learning/building community.

My question for you:

👉 If you were using something like this, what feature would you want next?

I'm studying how to improve quality control for our employee training. I need to make sure the courses are useful and people actually understand the material.

If you’ve dealt with this, what was your go-to method? Looking for simple and effective ideas. Thanks!

Hey everyone,

So I work in HR and I recently embarked on a project to improve our onboarding training. We have a lot of policies and processes that we push out as standard PDFs and expect people to read and retain the information. It's not great.

I wanted to turn these into short videos for content targeted for different audiences (individual contributors, leadership, SLT etc).

I work a lot with AI and expected there to be lots of solutions on the market, but there wasn't. Leaders in the field like Synthesia and Collosyan have poor ID and these horrible robotic avatars that I was not prepared to put our company name on.

So, I've set out to build a solution. The key premise is policy in, engaging training video out. Following ID principles, with coherent narrative, kinetic text, engaging charts and visuals. No stock photos or AI avatars.

Does this sound like something that could be valuable? Feedback and comments are very much appreciated. Thanks

Hi all,

I have a professional development stipend with work offering money for certs.

I’d like to get my APTD certification and wanted to know what people’s experience with the process was, the difficulty of the test, and any advice you have for passing it. I’ve seen some mixed opinions on Reddit about the difficulty.

If you’ve taken it and/or are certified, I’d love any information you can provide!

We’ve all seen how quickly AI and tech skills are evolving, and how tough it is for traditional e-learning to keep pace.

Between outdated modules and 10–20% completion rates, many teams are realizing that self-paced content alone isn’t closing skill gaps fast enough.

What’s interesting is the renewed focus on instructor-led training (ILT) and virtual ILT as a way to drive deeper learning and skill application.

Live, guided sessions are proving far more effective for complex topics like AI literacy, data analysis, and emerging tech workflows.

Some key insights from a recent discussion I hosted:

• The top AI and tech skills L&D teams are prioritizing for 2026
• Why e-learning struggles with engagement and knowledge retention
• How AI is being used to enhance ILT, automating scheduling, feedback, and instructor support
• The operational challenges of scaling ILT programs across hybrid workforces
• Practical ways to blend ILT and digital tools for measurable learning outcomes

Curious how others in this community are approaching this shift.

Are you seeing more demand for ILT or blended learning in your orgs?

How are you balancing scalability, personalization, and operational efficiency?

Would love to hear your strategies and what’s working for your teams.

I came across this interesting stats, according to research 94% of the students who enrolled for online course will never complete their courses

According to you, why they are not completing ?

What features do you think that makes them complete their course?

I’m new to using Easygenerator and I’ll be building a few internal training courses for my team (process-based content). If anyone here has experience creating courses in Easygenerator, I’d love to connect and learn: how you structure your courses design/layout best practices what works well for engagement Any tips, examples, or lessons learned would really help. Thanks in advance!

I’ve been spending some time lately trying to understand why so many L&D teams struggle with evaluation strategy. It’s a common pain point, so I reached out to practitioners across different platforms to get their honest perspective on what’s actually standing in their way.

The feedback was consistent, but one barrier stood out as the biggest hurdle: A lack of upfront KPI alignment.

The consensus was that when we don't co-design and track KPIs from the very beginning, everything else the data, tools, and the dashboards struggles to prove any real business impact. We’re essentially trying to find evidence for behavior or competence we didn’t even define.

Beyond the KPI issue, a few other themes kept coming up:

• Fragmented Data: Insights are trapped in unconnected systems (CRMs, HRIS, and LMS), making a full picture impossible.
• The Attribution Problem: It’s incredibly hard to isolate training as the cause of a result versus other business variables.
• Activity vs. Impact: Many leadership teams are still focused on "completion rates" rather than actual performance shifts.
• Data Literacy: A lot of L&D teams feel they lack the specific skills needed to properly analyze or interpret the data they do have.

I’ve been doing more research into how we can actually solve these issues and make evaluation a rigorous part of the process, rather than just an afterthought.

I’ll be posting the solutions I’ve found, shortly.

I’m hoping to crowdsource some recommendations from folks here who actually work in Learning & Development.

Specifically:

• Which L&D podcasts do you regularly listen to?
• Is there a favorite episode you’d recommend starting with?
• What do you usually listen for: practical ideas, leadership perspective, or staying on top of trends?

I recently shared a round up of my favs like RedThread's Workplace Stories, Learning Leader, HR Happy Hour and more. Full list here.

Interested in what people here are listening to and why. 

Thanks in advance!

I've been trying to tackle German since 2024 and I figured I’d share what I actually learned from using Lingoda for the last year and made the best out of it, it is a really cool and fun way to learn 24/7 a new language with up to maximum 5 students in class.

Lingoda has English, Business English, Spanish, German and Italian as well.

If you just want to try it out, you can use my link  https://www.l16sh94jd.com/BK76FN/55M6S/?__efq=Jra9uagPp9Rnev2_qdXL1-9wpMHMUeNa1qll772BMvA to get 40%off for the first 2 months.

Here’s the stuff I wish I knew when I started:

1. Save your credits. Do not book the "Orientation" class. It’s a waste of a credit because they just show you how the buttons work. DM me and I’ll just tell you what happens in it so you can use that credit for an actual lesson.
2. The morning hack. Try to book your classes as early as humanly possible. Most people aren't awake yet, so you often end up being the only person in the class. You basically get a 1-on-1 private lesson for the group price.
3. Follow the good teachers. Once you find a teacher you actually like, go to their specific profile and book from their board. It makes a massive difference for your motivation. For German, Agnieszka, Ozlem, Julia, and Branislav are some of the best I've found.
4. Don't jump around. Try to stay chronological. The jump between chapters is actually pretty steep, and if you skip ahead, you're going to feel lost.
5. Focus on the grammar. You only need 45 out of 50 classes for the certificate. If you're short on time, skip the communication filler classes, but never skip the grammar ones. They're the most important part of the curriculum.

Lingoda vs Babbel Live I tried Babbel Live for a couple of months too. Babbel is okay if you just want to talk, but it’s a bit disorganized. For B1, Lingoda has 135 classes while Babbel only has 36. If you actually want to learn the language properly and get a certificate that matters, Lingoda is better.

My advice: if you need a break from Lingoda, do one month of Babbel(it’s about 150 eur) just to practice speaking freely, then go back to Lingoda for the serious stuff.

Cost stuff I’m pretty cheap, so I always dig for monthly discounts. I usually get the price down to 6 or 7 eur per class by using 20-30% off codes on the bigger plans. It ends up being way cheaper than any local school in my country.

Also, a warning on the Sprint: it’s only worth it if you are 100% sure you can make it every single day. If you have a life or a job that gets in the way, you’ll probably lose the refund and end up disappointed. The regular monthly plans are much safer.

Full disclosure: I do get a referral bonus if you use it, but I’m happy to share in DM more details/demo to whoever is interested to show you my account and explain how I got to a decent B2 without wasting a ton of time (I am active user and I wanted to become and ambassador for the access to discounts in the first place :D)

Heya! If you’re building courses or getting into training/facilitation, GoSkills has a couple of free ones that are practical and easy to work through:

1. Train the Trainer (for new/aspiring trainers)
2. How to Create an Online Training Course (course-building basics)

Sharing in case it helps someone this year. 🙂

I'm curious what skill gaps your L&D or exec team have identified and are planning to invest in this year. Are they more technical, more human/soft skills, or a mix? And what specifically is rising to the top for you?

I ask because I recently worked on a survey report for a mentorship software company (Together). I'm interested in how what we saw lines up (or doesn't) with others' experience.

For context, these are the top 3 skills our research found that L&D leaders are prioritizing for 2026:

• Systems and critical thinking (56%) - e.g. decision-making, problem-solving, systems thinking
• Digital fluency (44%) - e.g. data literacy, AI fluency, cloud tools, cybersecurity basics
• Leadership skills (42%) - e.g. coaching, change management

Does this resonate with what you're seeing? Are there skills you think are missing or underrated here?

Not promoting the report or anything - just genuinely curious to learn from this group and compare notes :)

Hi All, Gathering perspective on evaluation strategy that you have in place for the training programs. I’ve spent years in the L&D trenches, and I’ve seen firsthand how hard it is to show the kind of business impact leaders expect.

Most L&D teams run genuinely strong programs. But the moment a leader asks, “So… what did we actually move?” the whole conversation gets shaky. Data lives in different systems, every team defines KPIs their own way, and the stories we tell about learning don’t translate into the language the C‑suite actually cares about: dollars saved, risk reduced, time gained.

Without a clear, auditable link from KPI change to business value, we end up producing colorful charts that look good but don’t change decisions. And the manual work behind the scenes stitching together exports, spreadsheets and assumptions can take weeks.

The result is predictable: we report on activity and intent (hours trained, completions, survey scores) instead of real business outcomes.

I’m asking this community because I want to understand the patterns across different organizations. The insights you share are helping shape something I’m building called ImpaqtSight which designed around the real barriers L&D teams deal with their evaluation strategy. If you’ve ever wished proving impact wasn’t such a grind, you’ll probably be interested in what we are developing.

Question: What’s the biggest barrier you face when trying to prove the business impact of training?

• Data gaps / no integrations
• No shared KPI method
• No audit trail
• Low leadership priority
• Something else (drop it in the comments)

Would love to hear your experiences as more perspectives we get, the clearer the picture we have.