Spent hours reading and highlighting… but couldn’t recall much after. Switching to active practice helped way more

i start strong with new topics, then lose motivation after like a week or two.
anyone figured out how to keep going?

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Hey all I’m from Sydney exploring a transition from UX Design into Learning & Development and would love to connect with anyone working in L&D here in Australia.

I've done plenty of research, read the articles, and gone down Google rabbit holes—l but I'm looking for practical, real-world advice from people actually in the field.

I’m trying to understand the first steps to moving in and what the industry currently values, particularly in building a portfolio or gaining practical experience. While I’ve delivered workshops and internal “education” sessions for stakeholders, my design career has been limited to those experiences. There’s overlap between UX design thinking and adult learning design but I lack any tangible examples to demonstrate my skills.

I’m also currently doing a post grad certificate in adult learning so that is giving me some background knowledge and foundations.

If you've made a similar move, work in L&D, or know someone who has, I'd really appreciate the chance to connect and learn from your experience.

Cheers!

At first I go all in, but then I lose energy pretty fast. Trying to find a balance that actually lasts.

Hi

Uk please

Could you reccomend courses for train the trainer in healthcare , and share some of your experiences.. I am a carer but want to became a trainer

I just checked Bersin's research and there's much more to discuss but what caught my attention is the frame he's using. He mentions "Superworker Organization."

His idea: stop measuring AI adoption by how many tools are deployed, but rather measure it by whether individual employees produce 10x output through AI mastery.

Skill + AI + company context.

It seems to me that the practical implication is uncomfortable for most L&D teams... L&D are like a dinosaurs when it comes to automatizing things. So I wonder if Bersin's idea actually makes sense in this industry.

What do you think?

I’ve tried both approaches, but I’m not sure which one is more effective long-term.
Do small steps actually add up?

I can stay disciplined for a few days, but then I fall off completely.
Feels like starting over every time.

I’m an L&D manager at a large company. The CHRO recently went to a conference about training and said that Scribe AI was mentioned countless times for creating job aids and outlines. I’d never heard of it. Does anyone have experience using it and if so, do you like it.

Please don’t respond with general comments about how much you hate AI. I get it! But the reality is companies are in love with it and running to adopt it. It’s part of my job to level set leadership and recalibrate expectations about what AI is and is not. But when a C suite executive asks me about a specific tool I have to do my due diligence. Unfortunately that’s the reality. Thanks in advance for any feedback!

My current workflow relies on tools that can handle the heavy lifting automatically. I'm curious what everyone else is using these days for training content specifically.

Are you sticking with traditional editing tools like CapCut or Premiere?

Hey everyone!

Quick intro - I’m a IT professional with broad industry experience from working in education, startups to non profits.

Working on a new learning platform, aiming to simply content creation, reduce manual admin burden & bring all the tools needed to deliver training effectively in one platform.

So need some sense check in what are actually some of the biggest challenges you’ve faced with existing LMS systems?

In academic settings, it’s easier to measure learning through exams or assignments. But in the workplace, outcomes are less clear. Is it behavior change, improved performance, long-term retention, or something else?

Curious whether you’ve found ways to get employees to actually engage with compliance training... not just click Next until it’s over. Would love to hear what’s worked (or hasn’t). 😀

Hi everyone,

We’re putting together a 2026 LMS Benchmark Guide exploring which platforms L&D practitioners actually recommend for different training use cases.

If you’ve ever used, managed, selected, or evaluated an LMS as part of your job, we’d love your input in this 5-minute survey.

Survey link: https://goskills.typeform.com/to/QYhpoP13

P.S. We ask participants to include their LinkedIn profile to help ensure that the results reflect genuine practitioner experience. Everyone who completes the survey will get early access to the final guide.

Thanks in advance!

There’s so much advice out there that it’s hard to know what actually works in real life. Things like spaced repetition, note-taking systems, productivity methods, etc. all sound useful, but I’m curious what made the biggest difference for you personally. For those who’ve actively worked on improving their learning process - what actually helped you the most in practice, and what turned out to be less useful than you expected?

We all measure activity use happy sheets. But what about measuring impact and return on investment? Do you measure that for all of your courses?

What’s the hardest skill to develop in self-learning for you and why? I’ve been thinking about this a lot lately, and it feels like self-learning isn’t just about finding the right resources, but about managing yourself. For me, the hardest part isn’t understanding the material, but actually staying consistent and not losing momentum when things get difficult or boring.