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  • From Ghosted to Greenlit: Getting Stakeholders to Say Yes to Your Training Plans

    Let’s face it—getting stakeholders to back your training initiatives feels like trying to win an epic boss battle. They have the budget, the power, and the ultimate “yes” or “no.” But with the right hacks, you can make them your allies, not your obstacles. This article is your cheat code for turning those hard "No"’s into enthusiastic yes’s. The Story: How I Flipped the Script I walked into her room like a contestant on Shark Tank. Deepa M., the Operations Director, wasn’t having it. “Training? Again? But instead of rattling off stats like a broken LinkedIn post, I hit her with a relatable story about a company in meltdown mode that turned things around with training. Guess what? By the end of the meeting, I walked out with a half-smile and a “Fine, let’s do it.” Not a straight-up "Yes", but that’s practically a standing ovation in the stakeholder world. The trick? I didn’t sell the training—I made it real. The 'No' Hall of Fame: Why Stakeholders Reject Training ROI They’re all about results. If you can’t prove the return on investment, it’s game over. I once pitched a leadership program to my manager, and the immediate response/question was, “How will this boost our team’s performance?” If you can’t share data showing that such programs improve retention by 20% or decrease decision-making errors, they’ll pass, viewing it as just a "nice-to-have." So, backup your plan with some data. Time is Money Training feels like it’s eating into productivity, not boosting it. Let's say you propose a half-day conflict resolution training for the operations team. The manager responds with, "We’re already behind schedule this week. Taking the team out for training will only make things worse." Now, I get where they’re coming from. Deadlines are looming, and productivity is king. But here’s the thing: without proper conflict resolution skills, small disagreements can snowball into bigger issues, eating up hours—sometimes days—of productivity.   As L&D, you need to shift the focus from the short-term inconvenience to the long-term gains by offering flexible solutions (microlearning, virtual sessions), politely pointing out what happens without training, scheduling training during slower periods, or staging sessions to ensure minimal disruption. Budget Woes They think training is expensive with no immediate payoff. Here’s where the challenge lies—stakeholders may see training as a cost, not an investment. But think about this—an employee who handles customer complaints poorly could cost the company its biggest client. Studies show that well-trained employees improve customer retention by 10–15%. Now, here’s the kicker—losing a client can cost 5–10 times more than retaining one . So, while training might not offer instant gratification, its impact on reducing mistakes and improving client relationships has a far greater long-term payoff than they realize.   3 Stakeholder Cheat Codes: Understand, Align, Win Speak Fluent Goal-ese Stakeholders are like social media algorithms—they prioritize what aligns with their goals. Understand what matters most to them and make training a direct solution. Let’s say the operations manager’s primary goal is to reduce workplace errors by 20% this year. You’re pitching a training program on process improvement, but they’re skeptical. Instead of saying, “This training will teach employees Lean principles,” align it with their goal: "This training will help your team identify inefficiencies and implement error-proofing techniques. Similar programs have reduced operational errors by up to 25%, directly supporting your goal of improving accuracy this year." Get in Their Feels Empathy is underrated. Find their pain points—low morale, high turnover, whatever—and show how your program fixes the vibe. Instead of focusing on program features, tap into their emotions: "I know turnover has been a big challenge, especially with new hires leaving so soon. A mentoring program can create a sense of belonging and guidance during that critical onboarding phase. Companies that implement mentoring see a 20% decrease in first-year attrition. It’s tough when teams seem disengaged and unmotivated." No Jargon Zone CFOs don’t care about “learning ecosystems.” Use words they get: profit, retention, and efficiency. Keep it cool but professional, like the statements below: "This program is designed to boost employee performance , which leads to better productivity and a stronger bottom line." "By improving employee skills and satisfaction , we’ll reduce turnover and save on recruitment costs." "The goal of this program is to streamline workflows, reduce errors , and get more done with the same resources." "Developing our leaders will ensure they make smarter decisions faster , which means a direct impact on profits and team performance." Sprinkle a few numbers here and there to prove your point, and now you've got something the stakeholders will want to hear from L&D. Beyond Training: What Stakeholders Actually Want to Hear The Future is Hybrid Everyone’s talking about hybrid work. Show how training supports remote teams and keeps hybrid setups thriving. Beat the Burnout Gen Z and Millennials want wellness at work . To boost productivity, propose learning interventions that address mental health or reduce stress. Competitor FOMO Stakeholders hate feeling like they’re falling behind. Highlight how competitors are leveling up through L&D. Speak Facts like Companies with strong L&D programs are 3x more likely to retain top talent ( LinkedIn Learning ). 59% of Gen Z workers  say opportunities to learn are crucial to choosing where they work ( Deloitte ). Winning Strategies: What Actually Works Pilot Programs FTW : Pitch a low-stakes pilot to show quick wins without overwhelming budgets or schedules. Data > Vibes : Bring receipts. Show how past training boosted metrics like sales or customer satisfaction. And for the love of learning, use numbers ! Influencer Mode : Get a key stakeholder on board to champion your program. Leverage Testimonials : Collect and share success stories or endorsements from trusted leaders or previous participants. Address Objections Proactively:  Prepare for common concerns like budget, time, or employee engagement with solid solutions. Gamify Stakeholder Engagement:  Run a quick, interactive demo of your program to win hearts and minds. Network Effects : Position the program as a way to strengthen cross-departmental collaboration and relationships. Conclusion: You’re Stakeholder Glow-Up Starts Here Stakeholders aren’t villains —they’re just busy, budget-focused humans. Speak their language, show them the impact, and make your training a win-win for everyone. The next time you walk into a meeting, don’t just pitch; tell a story, drop some stats, and let your passion do the heavy lifting. Pro Tip: "Be Memorable, Not Meh" Use storytelling, humor, and clear wins to stand out. Remember: the more relatable your pitch, the more likely they are to say yes.

  • Is Learning and Development the Right Career Choice for You?

    So, you’re considering a career in Learning and Development! You’ve seen some videos online, you’ve spoken to people from the business, you’ve attended a couple of trainings or webinars. But you still have some doubts – is L&D the right career choice for you? To help you decide, it would be useful to get a glimpse into what skills are required as an L&D practitioner, what would be expected from you daily, and the potential career paths you can take. What career paths are available in L&D? Let’s start with some basics – Learning and Development isn’t a single role; it’s an umbrella term for a tapestry of roles. Sometimes, these roles will be performed by different people, sometimes the L&D team will consist of 1 person, and they will need to don many different hats.   We recently came across a couple of wonderful posts about this, you can check them out here: Ryan Viehrig – L&D Dream Team Lineup Tapan Borah - PMP, PMI-ACP, CSM – Jobs that are part of L&D   Both of these posts (and the comments below them) mention 35 different L&D roles. Here is an alphabetical list of those with some very brief descriptions: Grab your FREE map out your successful career in L&D! Animator/motion graphics designer  – Creates engaging visual content to enhance learning materials. Coach  – Provides personalized guidance to support personal and professional development. Community Manager  – Fosters learning communities, encouraging collaboration and knowledge sharing. Content Designer  – Designs educational content with a focus on learner engagement. Content Strategist  – Plans (and executes) content strategy to meet learning objectives. Content Writer  – Crafts informative and compelling written materials for learning. Corporate Trainer  – Delivers training programs within corporate settings. Facilitator  – Guides group learning processes to encourage participant engagement. Game Designer  – Develops educational games to make learning interactive and fun. Graphic / Visual Designer  – Creates visual elements to support and enhance learning content. Head of Learning and Development  – Oversees the L&D department, setting strategies and goals. Instructional Designer / eLearning Developer  – Designs and develops online educational modules (eLearning). Internal Communications Manager  – Manages internal messaging to support L&D initiatives. Leadership Development Specialist  – Focuses on developing leadership skills within the organization. Learning and Development Administrator  – Manages L&D-related finance, procurement, budgeting, and other administrative tasks. Learning and Development Business Partner  – Aligns L&D strategies with business goals. Learning and Development Manager  – Leads the development and implementation of L&D programs. Learning and Development Program Manager  – Oversees specific L&D programs, ensuring their success. Learning and Development Project Manager  – Manages L&D projects from inception to completion. Learning and Development Specialist  – Specializes in developing and delivering learning content. Learning Experience Designer  – Designs immersive and effective learning experiences. Learning Management System Administrator  – Manages the LMS to ensure smooth delivery of online training. Learning Measurement Analyst  – Analyzes data to measure the impact of L&D initiatives. Learning Operations Manager  – Oversees the operational aspects of the L&D function. Learning Solutions Architect  – Designs comprehensive learning solutions to meet organizational needs. Learning Technology Lead  – Guides the adoption and use of learning technologies. Learning Transfer Agent  – Ensures learning is effectively applied in the workplace. Onboarding Specialist  – Designs and delivers programs to integrate new hires. Special Projects Manager  – Manages unique L&D projects with specific goals. Team Development Specialist  – Focuses on enhancing team dynamics and performance through targeted training and other interventions. Technical Writer  – Develops clear and concise technical documentation for learning purposes. Training Delivery Manager  – Oversees the delivery of training programs to ensure effectiveness. Training Facilitator  – Leads training sessions, promoting active learning and participation. UX Designer  – Designs user-friendly learning platforms and materials. Video editor/producer  – Creates and edits videos to support learning content. What skills are needed to work in Learning and Development? The work of any L&D specialist requires a diverse set of skills, blending both technical expertise and soft skills to effectively foster growth and development within organizations. If you’re considering a career in L&D, check if you have some of the essentials: strong communication, creativity, adaptability, interpersonal skills, collaboration, analytical and strategic thinking. Then, consider the more L&D-specific ones, like instructional design principles, adult learning theories, project management, facilitation, technology proficiency and project management.   For a full list of required skills and knowledge, check out our L&D Competency Inventory . What degree do you need to start in L&D? Historically, Learning & Development emerged in the US during and after World War II. This means it’s pretty young as a field, and it’s only recently that universities have started introducing degrees in Learning & Development. That being said, you don’t necessarily have to pursue higher education to get the knowledge and skills needed to get a job in this field. There are several institutions, as well as online education platforms that offer certifications in L&D, with some of them even free. Coursera Coursera offers online video courses from universities around the world. Some of them are free and you only pay for your certification in the end, if you’d like to. Here are some courses to get you introduced to the topic of Learning, training, and employee development. Udemy Udemy is another option when it comes to online learning and you can get a fantastic start with one of their top-rated courses in L&D (some created by our very own Irina Ketkin): 💻 Introduction to Learning and Development 💻 Learning & Development Methods 💻 Instructional Design for Classroom 💻 Learning Needs Analysis Futurelearn If you’re considering a career in education, rather than corporate training, then Futurelearn offers some great introductory courses in Instructional Design  and Educational Neuroscience . The L&D Academy Not to toot our own horn, but we’ve put together the most practical, informative, and helpful course on ‘Learning & Development Fundamentals’. You get access to it as soon as you sign up and you learn at your own pace. (Pssst… To secure 10% off , make sure you sign up for our newsletter below!) If a formal certificate or diploma is important to you… There are some pricier options out there, (think upwards of $3300) such as CIPD L&D Diploma and ATD Certification Courses in L&D, but before you make such a big time and money investment, we strongly suggest you start with one of the courses above, to get a feel of Learning & Development and if it is the field for you, at all. Start a career in L&D - mini-course We prepared a 5-day video guide to help anyone looking to switch lanes and start a career in Learning and Development. Learn what it takes to become a successful L&D practitioner and what steps you can take to set yourself up for success.

  • 2025 Forecast: 5 Game-Changing L&D Trends to Watch

    Edited by Irina Ketkin We scoured the internet to find what trends are lurking around the L&D corners of the world. And here is what we found – learning is no longer associated with lengthy training sessions and one-size-fits-all solutions. Instead, we seem to be at the intersection of technology, strategy and (most importantly) human connection. So, what are the top 5 trends in L&D for 2025? Table of Contents Trend 1. Continuous Learning Culture: Building Development into Everyday Work Trend 2. Emotional Intelligence in a Tech-Driven World: From Bytes to Bonds Trend 3. Skills-Based Talent Management: Shifting Focus from Roles to Capabilities Trend 4. Just-in-Time Learning: Actionable Knowledge, On Demand Trend 5. AR and VR: The Power of Immersive Learning Conclusion Want to learn more?   Before we start, we feel it’s important to note that: Future predictions are just that – predictions . We won’t know what will actually happen until it happens. (Unless you know something we don’t, in which case, please share with us in the comments below!) The trends we highlight here are our very own selection from over 30 trends we found online (check out some of the links below the article to learn more). We would prefer if you think of the below list as our best guestimate or what could happen in 2025. But of course, only time will tell if we were right!   Trend 1. Continuous Learning Culture: Building Development into Everyday Work   Learning shouldn’t feel like a disruption to work—it should be woven seamlessly into it. This is where we need to talk about continuous learning culture. This is something that ensures employees can develop new skills on the go, supported by tools and resources that fit naturally into their workflows.   Example Meet Sarah, a product manager at a mid-sized tech company who navigates a rapidly changing market (aren’t we all?!). Rather than attending quarterly workshops or setting aside large blocks of time for traditional training, Sarah uses an AI-powered learning platform embedded within her workflow. While preparing for a high-stakes product launch, the system recommends a 10-minute microlearning module on stakeholder communication. She completes it during a coffee break, immediately applying the insights to her upcoming client meeting. The outcome? Well, Sarah not only improves her communication skills but also delivers a pitch that wins over the client, demonstrating how continuous learning can have a direct, positive impact on performance. In Sarah's case, learning isn’t a separate event; it’s a natural extension of her workday, helping her stay agile and ahead in her role. Trend 2. Emotional Intelligence in a Tech-Driven World: From Bytes to Bonds   As automation and AI tools handle more routine tasks, what sets employees apart is their ability to connect on a human level. Emotional intelligence (EQ) is no longer a “nice-to-have”—it’s a critical skill for navigating a tech-driven workplace.   Example Meet Ava, a project manager at a global tech company. Her team relies heavily on a project management tool powered by AI, which streamlines workflows, flags potential bottlenecks, and even predicts project delays. When the tool flags a team member, Jake, as consistently “at risk” for missing deadlines, Ava doesn’t jump to conclusions. Instead, her company’s L&D team steps in with actionable support. They equip Ava with a tailored coaching framework and conversation prompts to address sensitive topics empathetically. Using these resources, Ava has a productive one-on-one with Jake and discovers he’s overwhelmed by a complex project transition. With L&D’s guidance, Ava reorganizes Jake’s tasks and introduces collaborative tools to alleviate his workload. The result? Jake feels supported and regains his confidence while the team’s morale and efficiency improve.     Trend 3. Skills-Based Talent Management: Shifting Focus from Roles to Capabilities   Let’s face it: sticking to rigid job titles and fixed roles feels a bit like using a flip phone in a smartphone world—outdated and limiting. Today, it’s all about agility, adaptability, and focusing on the skills that truly drive business success. Enter skills-based talent management. This approach flips the script, zeroing in on what people can do  rather than the title they hold, making it easier for companies to stay nimble in a fast-changing world.   Example Picture this: an e-commerce company suddenly faces a market shake-up (because let’s be real, these days, what market isn’t shaking up?). They need to overhaul their marketing strategy, stat. Instead of scrambling to hire a whole new team, the L&D crew steps in with a clever trick: skill mapping. Using a tool to pinpoint employees with hidden gems like SEO know-how or social media wizardry, they quickly assemble a cross-functional dream team. No messy restructuring, no endless hiring process—just a fast and focused approach to get the job done. A few weeks later, thanks to a couple of short online workshops and some peer mentoring, the company is crushing it with a fresh marketing campaign. Crisis averted, and the team feels like rockstars. Trend 4. Just-in-Time Learning: Actionable Knowledge, On Demand Gone are the days of waiting for quarterly training sessions to address immediate challenges. Just-in-time learning delivers bite-sized, actionable resources precisely when employees need them. Example Picture Alex, a sales executive preparing for a high-stakes client pitch. Instead of relying on vague recollections from a training session held months ago, Alex pulls up his company’s learning platform and watches a two-minute video on objection-handling techniques or a job aid with a nifty checklist on overcoming objections. Armed with this timely knowledge, he confidently addresses the client’s concerns, impresses them with his adaptability, and secures the deal. This is the power of just-in-time learning: it transforms learning from a reactive  to a proactive  process.   Trend 5. AR and VR: The Power of Immersive Learning   Imagine walking into a client meeting and everything that could go wrong, goes wrong. But what if there was a way to prepare for such a scenario without the risk of real-world consequences? That’s where immersive learning steps in. Using AR and VR, employees can dive into hyper-realistic simulations, practicing their responses to challenging situations in a safe, controlled environment.   Example   For instance, a global logistics company implements virtual reality (VR) to train warehouse workers in handling hazardous materials. Traditionally, such training relies on static manuals and videos—effective to a degree but lacking the interactive and high-stakes realism needed to instill deep understanding. VR transforms this experience by simulating life-like scenarios, allowing employees to interact with virtual containers, equipment, and hazard markers. Workers practice identifying risks, managing spills, and following safety protocols, all within a safe, controlled environment. Such immersive experiences engage multiple senses and mimic real-world challenges, helping employees build confidence and expertise without fear of costly mistakes.     Conclusion Learning is no longer about sitting in classrooms, staring at slides, or waiting for the next quarterly workshop. It’s dynamic, ever-present, and woven into the fabric of how we work, connect, and grow. These five trends aren’t just shaping the future of learning—they’re transforming the way we think about personal and professional development altogether.   As we step into 2025, the challenge is clear: How can we use these trends to not just train, but inspire? To not just inform, but empower? It’s time to take these insights and reimagine how your organization learns, adapts, and evolves.   Because, here’s the thing: this isn’t just about keeping up—it’s about leading the way. So, the question isn’t whether you’ll embrace these trends. The real question is, how will you make them work for you?   2025 is calling. Are you ready to answer? Want to learn more? Check out some links we found useful and interesting: Patnaik, D. (2024). 5 Learning and Development Trends for 2025. Disprz. Retrieved from https://disprz.ai/blog/corporate-learning-and-development-trends Ryan, B. (2024). The Top 11 Learning and Development Trends for 2025 . Thirst.io. Retrieved from https://thirst.io/blog/11-learning-and-development-trends-for-2025/ Hive Learning. (n.d.). 9 L&D trends to watch . Retrieved from https://hivelearning.com/resources/blogs/9-ld-trends-to-watch/ Illumeo. (2024). L&D: Challenges 2025 and Beyond . LinkedIn. Retrieved from https://www.linkedin.com/pulse/ld-challenges-2025-beyond-illumeo-1o1ff/ Berick, S. (2024). The State of Learning and Development in 2025 . Compt. Retrieved from https://compt.io/blog/the-state-of-learning-and-development-in-2025/ Caveney, L. (2024). 11 Learning and development Trends for 2025 . Build Empire. Retrieved from https://buildempire.co.uk/learning-and-development-trends/ Trisca, L. (2024). 9 Learning and Development Trends to Future-Proof your Workforce . Deel. Retrieved from https://www.deel.com/blog/learning-and-development-trends/ ChatGPT has generated a summary of all trends mentioned in the articles above: Technology and Personalization AI-Powered Personalized Learning : Leveraging AI to tailor learning paths and content to individual needs. AI-Driven Learning Experiences : Automating and enhancing learning with AI for smarter recommendations and content delivery. AI-Powered Learning Assistants : Using chatbots or virtual assistants for real-time guidance and feedback. In-Depth Learning Analytics : Utilizing data to measure ROI, track progress, and refine training effectiveness. Immersive Learning : Applying VR/AR for engaging, hands-on training in realistic scenarios. Knowledge Management & Curation : Organizing and streamlining access to information to combat overload. Just-in-Time Learning : Providing on-demand, actionable learning resources for immediate application.   Learning Strategies and Delivery Continuous Learning Culture : Promoting ongoing development as part of daily work life. Microlearning : Offering short, focused modules that fit into busy schedules and improve retention. Hybrid Learning Models : Combining online, in-person, and on-the-job training to suit diverse needs. All-In-One Learning Platforms : Using integrated platforms for seamless access to learning, tracking, and analytics. Integration of Learning with Employee Experience : Embedding training into workflows and aligning it with career goals.   Skills Development and Career Growth Role-Based Skill Mapping & Assessment : Identifying and building skills tailored to specific roles. Reskilling and Upskilling : Preparing employees with new or advanced skills to meet evolving business needs. Skills-Based Talent Management : Shifting focus from roles to in-demand skill sets for agility and adaptability. Mentorship and Coaching : Providing personalized support to guide career and skill development. Professional Development Stipends : Offering financial support for certifications, workshops, and external training.   Engagement and Motivation Gamification : Using points, leaderboards, and rewards to drive engagement and motivation. Employee-Generated Content : Empowering employees to create and share knowledge to enrich learning ecosystems. Social and Collaborative Learning : Facilitating peer-to-peer learning and collaboration to build stronger teams.   Soft Skills and Employee Well-Being Focus on Emotional Intelligence : Developing soft skills like empathy, leadership, and communication. Well-Being Support in L&D : Incorporating mental health and stress management into training programs. Diversity, Equity, and Inclusion (DEI) : Embedding inclusive and accessible content to support diverse workforces.   Future-Proofing and Measuring Impact Agility in Learning : Encouraging quick adaptation to new skills and technologies. Measuring ROI of L&D Initiatives : Demonstrating business impact through data-driven insights. Cybersecurity Skills Training : Educating employees on data protection and best practices to mitigate risks.

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  • ChatGPT Prompts | The L&D Academy

    A curated collection of ChatGPT prompts for L&D practitioners. Enhance creativity, streamline tasks, and elevate learning strategies with AI-powered inspiration! UNLOCK CREATIVITY WITH OUR ChatGPT Prompts for L&D A treasure trove of ready-to-use ChatGPT prompts crafted for L&D practitioners. Simplify tasks, inspire creativity, and supercharge your workflow. Training Needs Analysis Evaluation Draft an outline for a training session Design a structured training session outline for a [learning method, e.g., classroom training, virtual training, webinar, etc.] on [topic, e.g., presentation skills, creative thinking, new software features, etc.] for [target audience, e.g. first-line employees, middle managers, senior leaders, etc.] in [specific industry/organization type] . Include key topics, activities, and discussion points relevant to [specific challenges or goals, e.g., conflict resolution, active listening, providing feedback] , and include examples tailored to [specific workplace situations] . Include interactive elements, practical exercises, tips, and ideas for a follow-up. Further details: Company name: [ABC Inc., XYZ Ltd.] Industry: [manufacturing, software development, consulting, etc.] Total number of employees: [4000] Number of trainees: [16] Training Location: [New York, USA] Training Language: [English, German, Spanish, French, etc.] Training Duration: [4 hours] Number of breaks: [2] Training objective(s): [By the end of the training, participants will be able to confidently deliver structured and engaging presentations tailored to the needs of senior leadership, utilizing visual aids effectively and responding to audience questions with clarity and professionalism.] Icebreaker activities for a virtual training Provide a list of creative and engaging icebreaker activities for a virtual training workshop tailored to [specific audience, e.g., new hires, managers, cross-functional teams] that will help participants [specific goal, e.g., build rapport, ease into the session, foster collaboration] . Ensuring the activities are suitable for [specific group size] and [specific session duration] provided the session is facilitated on [communication platform, e.g., Zoom, Teams, etc.] . Further details: Company name: [ABC Inc., XYZ Ltd.] Industry: [manufacturing, software development, consulting, etc.] Total number of employees: [4000] Number of trainees: [30] Communication platform: [Zoom] Training Language: [English, German, Spanish, French, etc.] Training Duration: [1 hour] Training objective(s): [By the end of the session, participants will establish a foundational understanding of the new sales technique and demonstrate readiness to apply the technique through collaborative exercises and discussions.] Create a Learning Needs Analysis (LNA) Survey Create a Learning Needs Analysis survey tailored for [team size/number of people] employees in [specific role/industry] assessing their learning requirements for [specific goals, e.g., creating the yearly L&D strategy; collecting training needs; improving productivity, leadership skills, technical knowledge, etc.] . Include questions about their current skills, challenges and pain points, and areas where they want to grow. The survey should include a mix of multiple-choice and open-ended questions. Make the survey concise and include [number, e.g., 20] questions. Further details: Company name: [ABC Inc., XYZ Ltd.] Industry: [manufacturing, software development, consulting, etc.] Total number of employees: [4000] Location(s): [USA, UK, Australia, Singapore, UAE, etc.] Language(s): [English, German, Spanish, French, etc.] Current L&D initiatives: [monthly classroom training sessions, eLearning, coaching, etc.] Data collection method: [online survey, paper-based questionnaire, etc.] Design learning objectives for a course using Bloom’s Taxonomy Create a list of learning objectives for a [specific type of course, e.g., self-paced online course, instructor-led workshop] on [specific topic, e.g., project management, leadership skills, data analysis] tailored to [specific audience, e.g., entry-level employees, senior leaders] in [specific industry or role] . Use Bloom’s Taxonomy to incorporate actionable and measurable outcomes at [specific levels, e.g., understanding, applying, analyzing] . Further details: Company name: [ABC Inc., XYZ Ltd.] Industry: [manufacturing, software development, consulting, etc.] Total number of employees: [4000] Number of learners: [200] Language: [English, German, Spanish, French, etc.] Learning Intervention Duration: [3 hours]

  • Practical education for Learning and Development | The L&D Academy

    The L&D Academy is an online educational space for Learning and Development professionals without the fluff! ADVANCE YOUR L&D CAREER Practical Learning & Development Education Become a Learning & Development pro through a self-paced journey, the support of a community, and tons of helpful resources. Courses Resources Blog WELCOME We passionately help beginners in Learning & Development become experts and grow in their careers! PEEK INSIDE THE LIBRARY Browse our freebies Over the course of our careers we’ve collated a wealth of resources that we are happy to share with you, because… we are cool like that! Grab them, use them, share them - they’re yours for the taking! Go to resources ON THE BLOG The latest articles L&D Basics From Ghosted to Greenlit: Getting Stakeholders to Say Yes to Your Training Plans L&D Basics 2025 Forecast: 5 Game-Changing L&D Trends to Watch L&D Basics What do L&D Consultants do? CHECK OUT THE BLOG The L&D Academy Testimonial 20 "Learning and Development Fundamentals" course review - The L&D Academy The L&D Academy Testimonial 89 Our YouTube comments - The L&D Academy The L&D Academy Testimonial 44 Learning and Development courses on Udemy reviews - The L&D Academy The L&D Academy Testimonial 20 "Learning and Development Fundamentals" course review - The L&D Academy 1/89 TESTIMONIALS What our students say VIDEO EXPLAINERS Find us on YouTube Load More Best Selling L&D Resources Learning Program Return on Investment (ROI) Calculator Price $5.99 Add to Cart Updated Learning Needs Analysis mini toolkit Price $39.99 Add to Cart Updated Leadership Development mini toolkit Price $39.99 Add to Cart Updated L&D Strategy mini toolkit Price $39.99 Add to Cart FREE L&D Resource Learning Needs Analysis Workbook Price $0.00 Add to Cart FREE L&D Resource L&D Consulting Planner Price $0.00 Add to Cart Business Acumen Builder for L&D Worksheet Price $3.99 Add to Cart Learning Needs Analysis Canvas Price $11.99 Add to Cart Training Request Needs Analysis Canvas (Detailed) Price $10.99 Add to Cart Learning Design Canvas Price $2.99 Add to Cart BROWSE ALL L&D RESOURCES GET TO KNOW US About the Academy We are L&D experts and educators. At the Academy, we are passionate about helping individuals like you become experts and grow in their careers. We have the tools, knowledge, and know-how to help you get to your dream job. And we can’t wait to share it with you! learn MORE

  • L&D Career Roadmap Workbook — The L&D Academy

    FREE ROADMAP Career Roadmap for Learning & Development Understand what career path you can take and create your own winning game plan to get to your dream job in Learning and Development. DOWNLOAD This roadmap is for you , if: you are considering a career in Learning & Development but don’t know where to start you have been stuck in your current role for a while and want to progress to the next step but not sure how you are planning to take on a new role in Learning & Development and need a clear plan how to upskill Imagine where you could be in six months from now… ✔ You could have doubled your salary or secured a generous bonus ✔ Gained the confidence to ask for a raise you deserve ✔ Taken up projects you previously didn’t think you’re up to ✔ Found your dream role in Learning and Development that you didn’t know even existed! Hello! We are The L&D Academy. We are L&D experts and educators. At the Academy, we are passionate about helping individuals like you become experts and grow in their L&D careers. We have the tools, knowledge, and know-how to help you get to your dream job. And we can’t wait for you to join us! In The L&D Academy you will discover online video lessons, community support, live events, and more resources than you can count! Ready to jumpstart your career in L&D? It’s time to put a plan in place and make it happen. Download the free Career Roadmap for Learning and Development. DOWNLOAD The Ultimate Toolkit for L&D There is no need to re-invent the wheel - just skip to the good part! We've put together a collection of templates, checklists, guides and workbooks to help you get quick results from your efforts. Just download our templates, customise them with your own branding and hit the ground running! LEARN MORE

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