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  • Why your Training Fails and How to Fix it

    For some, the word ‘training’ makes them think of growth, self-fulfilment and overall positive vibes. For others – it conjures images of endless PowerPoint slides, monotonous lectures, and a sense of time that could have been spent more productively. If your training sessions are more likely to induce yawns than spark enthusiasm, it’s time to take a look in the mirror! Today we’re exploring why training usually fails and how to transform it into an engaging, impactful and valuable experience for your learners. Table of Contents: Training isn’t the solution Training isn’t relevant Trainees don’t know about the training Training is boring People don’t have time for training Conclusion Training isn’t the solution The first and very likely reason your training isn’t working is because it wasn’t the right solution to begin with. What happens very often is a performance issue is discovered, and the manager says, “Let’s have a training!”. Customers complaining? Training! Software errors? Training! Conflict in the team? Training! The problem with this approach is that you don’t dig into the heart of the challenge. If you truly want to figure out what’s going on, you need to ask 2 questions about employees jobs: Do they have the knowledge and skills? And Do they have the right attitude and motivation? If we plot these two questions on a chart, we get four possibilities. This is called the Performance Analysis Quadrant or PAQ. Learning and Development (and by extension) training, only works in the specific situation when the employees are motivated and willing to do their jobs but are lacking skills and knowledge. L&D can rarely help with attitude problems directly because this is something other people usually handle – like managers, HR, coaches, mentors and so on. But what L&D can do is help connect the dots and point to the right solution, even if it isn’t training-related. Or, alternatively, work in a 1-on-1 setting with the manager to help them solve their problems by themselves. How to fix it? Anytime you get asked to design and deliver training, the very first question out of your mouth should be, “What challenge are we trying to solve?”. If it’s skills- and knowledge-related, continue talking about the training. If it isn’t, help the person figure out what the problem is and how it can be solved. Training isn’t relevant Another popular reason why people may not like training is that it isn’t relevant to them and their work. If people are coming to your session, chances are they expect to find answers to very specific challenges. And if your training isn’t giving them answers, then it’s seen as a waste of time. A seasoned sales professional will need to know how to handle objections during sales calls or techniques for closing deals effectively. If your training only focuses on basic communication skills,  it won’t resonate and will be seen as a waste of time. How to fix it? To avoid this, you need to profoundly understand your trainees and their jobs. You need to know what their titles are, what is their previous experience, and why they need training. This last one means knowing their pain points, when they occur, who is involved, and what’s the most appropriate way to fix it. Some practical ways to gain this information are through pre-training surveys or shadowing and observations. This initial step will help your training pop and make it so much more relevant and valuable. Trainees don’t know about the training It can be annoying to find out that you missed an interesting training just because you didn’t know about it. Often, trainers believe that if they build it, people will come. But the reality is different! How to fix it? Trainers need to don their marketing hats. This means utilizing multiple channels to announce and remind employees about upcoming sessions. You could leverage company-wide emails, internal social networks, bulletin boards, and even direct messages from managers to team members. It's also beneficial to communicate the value and objectives of the training, making it clear how it relates to their roles and personal development. Additionally, scheduling reminders and providing calendar invites can help ensure the training stays on their radar. Remember, visibility is crucial - if they don't know about it, they can't benefit from it. Training is boring Some of the most devastating feedback a trainer can receive is that their session was boring! Endless PowerPoint slides filled with text to the brim. Long monotonous lecture that seems to have a single aim of keeping the trainer from falling asleep. Zero interactions, zero discussions, zero interest! However, as tough as this feedback may be, a smart trainer will see it as a learning opportunity. How to fix it? To combat boredom, incorporate interactive elements like group discussions, hands-on activities, real-life scenarios, and even gamification. Also, consider varying your teaching methods and using multimedia, such as videos or interactive software, to keep the content dynamic. Personalizing the content to resonate with the audience’s interests and experiences can also make a big difference. The goal is to create a learning environment that is not only informative but also stimulating and enjoyable. Remember, when learners are actively engaged, they're far more likely to retain information and apply it in their roles. People don’t have time for training “I really want to, but I don’t have time for training!” This is a phrase I’ve heard over and over again. And it is a valid reason – taking time away from work simply means adding more workload to our already tight schedules and deadlines, causing stress we don’t need. Does that mean that training shouldn’t happen? No, of course not. We just need to be more creative. How to fix it? For one, you need to meet your audience where they are. If they are spending most of their time in front of a computer, have the training online. If they are on the factory floor – meet them there. Also, make it short – break down the training into more digestible modules that can be completed faster. Consider offering the training as a video or an online course; this way, trainees can complete it at their own pace. Of course, this also means the trainer must be available to answer any questions, which isn't super convenient. But if it benefits the trainee, isn’t that more important? Conclusion And there we have it – a blueprint for turning your training sessions from a dreaded chore into a sought-after learning experience. All you need to do is ensure the training is the right solution, that it’s relevant, people know about it and is engaging but also fits into the trainees' schedules. It’s clear that the key to successful training lies not just in the content, but in how it’s delivered, communicated, and tailored to meet the specific needs of your audience. Remember, training is an evolving process. By staying attuned to the needs of your trainees, embracing flexibility, and being open to feedback, you can ensure your training sessions are not only effective but also enjoyable and relevant. So, let’s bid farewell to the days of yawn-inducing, one-size-fits-all training. It's time to step up, rethink, and re-energize your approach to Learning and Development. Your trainees will thank you for it, and you'll see the results in their performance and engagement. Let's make training a journey of discovery and growth for everyone involved. Happy training! 🌟🚀

  • 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: 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 - FREE Guide 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.

  • How to Future-proof your Career in Learning and Development

    Do you ever think about where you want to be in 3, 5 or even 10 years from now? No, this isn’t a job interview question, it’s a career development question. And if your answer is “in Learning and Development”, then what are you doing to future-proof your career? The future is here, and it's time to embrace it with open arms. But it’s not just about jumping on the bandwagon. It’s about steering your career in the right direction. Let’s see what are the 3 most important things you need to keep in mind to prepare your career for the future. Table of Contents: AI for L&D Data Literacy and Analytics Strategic Business Acumen Conclusion AI for L&D Let’s start with the elephant in the room. Ever since OpenAI announced ChatGPT in 2023, it has taken the world by storm. Suddenly, everyone was using it – marketing specialists, software developers, lawyers, content creators… and L&D? The research is inconclusive. For example, CIPD did their research Learning at work 2023 just weeks after the announcement of ChatGPT. At the time, “only 5% of respondents were using it and a further 6% were planning to”. Donald H Taylor, one of the leading voices in L&D, also researched the state of AI in L&D in September/October 2023 (The L&D GSS Focus Report 01). Of the 185 respondents, 55% of companies did something with AI (either using it extensively, some parts of it, or piloting and testing). But the respondent’s pool is too small to be representative of the entire L&D population. What does that mean for your career? AI is here to stay – regardless of how you feel about it. The sooner you make it your friend, the better. How can you use AI in L&D? There are tons of ways to benefit from AI in your day-to-day work. Some examples include: Creating training and learning content Automating administrative tasks like scheduling, emails, and report generation. Personalizing learning experiences by adapting content to individual learner needs. Analyzing large datasets to identify learning needs and skill gaps. Providing intelligent tutoring and support through chatbots and virtual assistants. Facilitating adaptive learning pathways for learners. Implementing predictive analytics for forecasting future learning trends and needs. How do you use AI in your work? Let us know in the comments below. Data Literacy and Analytics According to LinkedIn Learning’s 2023 Workplace Learning Report, the fourth most important priority for L&D was improving data literacy. Do you know how L&D impacts the business? No, it’s not by showing how happy employees were with your training. It’s by highlighting how the business performance has improved, how employee productivity or retention has increased, or how many new strategically important skills people have learned. Not a lot of L&D pros can boast about knowing how to demonstrate these metrics. That’s why you need data literacy and analytics. The data is there; you just need to know how to find it and let it whisper its secrets to you. How can you use data analytics in L&D? It’s a wonder what you can do with data. For example, you can Track and measure the effectiveness of learning programs. Analyze employee engagement and learning patterns. Identify skills gaps and training needs through data trends. Measure ROI of L&D initiatives by linking learning outcomes to business performance. Evaluate learner feedback to improve future learning content and delivery. Predict future learning needs and trends based on current data analysis. Monitor and improve learner retention rates over time. Use data to advocate for L&D resources and budget within the organization. Continuously refine L&D strategies based on ongoing data analysis. Strategic Business Acumen You can be the best learning designer or the most experienced facilitator in the world. But none of that would mean anything if you don’t know intimately the business you are serving. That’s why the third way to future-proof your career in L&D is to have a solid understanding of the business operations and strategy. This means being well-versed in change management, understanding organisational culture, and the ability to align L&D initiatives with business objectives. This also means being able to articulate the ROI of learning programs in terms of business outcomes. How can you use strategic business acumen in L&D? Knowing and understanding the business is one of the most important steps in becoming successful in Learning and Development. Here is what else it can give you: Align L&D strategies with overall business goals and objectives. Identify and prioritize training initiatives that have the highest business impact by addressing specific business challenges or opportunities. Develop learning programs that support organizational change and business growth. Communicate the value and ROI of L&D initiatives to stakeholders. Foster partnerships with key business units to ensure learning relevance and applicability. Advocate for L&D as a strategic tool in achieving business success. Collaborate with leadership to understand and support their vision and goals through targeted learning initiatives. Conclusion And there you have it – 3 ways to future-proof your L&D career: AI, data analytics and business acumen. The landscape of L&D is ever-evolving. No yearly report or research can truly encompass everything that happens or stirs L&D. But keeping pace with technological advancements, understanding the language of data, and aligning your L&D strategies with the broader business goals will not only enhance your skillset but also elevate the value you bring to your organization. How do you get ready to step into the future of L&D? Share your experiences and thoughts in the comments below, and let's continue to learn and grow together in this exciting journey of L&D!

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  • Free L&D Resources — The L&D Academy

    ADVANCE YOUR L&D CAREER FREE L&D Resources We’ve collated for you workbooks, worksheets, and templates we’ve used in our line of work. These are tried-and-tested and we hope you find them useful as well. Our Monthly Freebie Personal Development Plan Templates PERSONAL DEVELOPMENT Document all of your development planning discussions, including development goals, action plans, and progress updates with this month's free PDP templates. DOWNLOAD Workbooks Career Roadmap CAREER Wondering which path in L&D to take? Our Career Roadmap will help you get the clarity you need. download Learning Needs Analysis L&D BASICS Learn how to approach training needs analysis from a practical and strategic point of view. download First Steps in L&D L&D BASICS Congratulations, you’re an L&D practitioner! Now what? Find out what your first steps should be. download Worksheets & Checklists Pre-course Reflection Journal TRAINING DESIGN Prepare to deliver the most outstanding learning event with our free pre-course reflection journal. download Post-course Reflection Journal TRAINING DESIGN Look back on your delivery and facilitation and extract the most important lessons for next time. download L&D Consulting Planner L&D BASICS Step into the shows of a Learning and Development Consultant with out easy planner. download Other Good Stuff Daily Planner PRODUCTIVITY Boost your productivity and breeze through your to-dos with our daily planner. download Weekly Planner PRODUCTIVITY Stay focused and productive throughout the week with the weekly planner. download Meeting Minutes BUSINESS ​ Keep to the point and organized during meetins with our meeting minutes template. download WANT MORE? Check out our Digital Downloads Store for more L&D resources! Let’s go 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

  • The Ultimate Toolkit for L&D | The L&D Academy

    The Ultimate Toolkit for L&D Are you ready to save time and get relevant L&D resources at your fingertips? YES! I NEED THIS! Have you ever... Needed to start a Learning needs assessment process from scratch? Wasn't sure what to ask your stakeholders or how to record their answers? Doubted your decision about a learning solution or intervention? Had trouble figuring out all the steps and tech? If so, you're in the right place! What if it could be easy? Imagine having a library of resources that you can... Download at any time Customise with your own logo and colors Use to cut your learning analysis, design and evaluation time in half Introducing the The Ultimate L&D Toolkit The Ultimate L&D Toolkit has everything you need to: ⚡️Analyse learning needs ​ ⚡️Design and deliver outstanding training ​ ⚡️Create learning programs ​ ⚡️Develop managers and leaders ​ ⚡️Manage all L&D projects ​ ⚡️Optimise your Learning Management System ​ ⚡️Evaluate the impact of learning ​ ⚡️Create and manage the L&D Strategy ​ ⚡️Develop personally and professionally I WANT IT! Take a look Inside the Toolkit Inside the Toolkit Section 1. Learning Needs Analysis ✅ Learning Needs Analysis Preparation Guide ✅ Learning Needs Analysis Question Bank ​ ✅ Learning Needs Analysis Interview Guide ​ ✅ Learning Needs Analysis Insights Template ​ ✅ Learning Needs Analysis Findings Prioritisation Template ​ ✅ Learning Needs Analysis Buy-in Preparation Guide ​ ✅ Template for setting SMART goals ​ ✅ Template for setting KPIs ​ ✅ Template for setting OKRs ​ ✅ Skills and Knowledge Assessment Template Section 2. Training Design and Delivery ✅ Trainer's Checklist ​ ✅ Training Needs Assessment Template ​ ✅ Training Plan Template ​ ✅ ADDIE Checklist ​ ✅ Training Delivery Checklist ​ ✅ Training Evaluation Question Bank ✅ Training Materials Checklist ​ ✅ Training Attendance Form ​ ✅ Training Evaluation Report Template ​ ✅ Training Topic Timetable Template ​ ✅ Training Objectives Worksheet ​ ✅ Training Budget Template ​ ✅ Digital Learning Content Checklist Section 3. Learning Design and Delivery ✅ Blended Learning Planner Template ​ ✅ 360-Degree Feedback Scope Template ​ ✅ 360-degree Feedback Question Bank ​ ✅ 360-degree Feedback Individual Sample Report ​ ✅ 360-degree Feedback Calculations Template ​ ✅ 360-degree Feedback Results Interpretation Template ​ ✅ GROW Questions for Coaching Cheatsheet ✅ Knowledge Management Template ​ ✅ Mentorship Education Factsheet ​ ✅ Mentorship Project Plan Template ​ ✅ Mentoring Evaluation Template ​ ✅ Mentee Preferences Questionnaire ​ ✅ Mentor Profile Questionnaire ​ ✅ Start / Stop / Continue Team Assessment Template Section 4. Leadership Development ✅ Leadership Development Action Plan Template ​ ✅ Leadership Development Metric Tracking Template ​ ✅ Leadership SWOT Analysis Template ​ ✅ Management Course Portfolio Template ​ ✅ Leadership Development Metric Tracking Template ​ ✅ Leadership Development Roles and Responsibilities Guide ​ ✅ Conducting Focus Groups for Leadership Development Guideline ​​ ✅ Focus Groups Insights for Leadership Development Template Section 5. L&D Project Management ✅ Project Management Tracker Template ​ ✅ Stakeholder Engagement Tool ​ ✅ Gantt Chart Template ​ ✅ L&D Consulting Conversation Notes Template ​ ✅ Goal Setting Templates for L&D ​ ✅ Communications Plan Template ​ ✅ Performance Improvement Plans Templates ​ ✅ Resource Allocation Matrix ​ ✅ Mentoring Program Project Plan NEW IN MARCH 2024 Section 6. Learning Management Systems ✅ LMS Learner Profile Template ​ ✅ LMS Project Preparation Form Template ​ ✅ LMS Implementation Timeline Template ​ ✅ LMS Needs Analysis: Survey Questions ​ ✅ LMS Nomination Form Template ​ ✅ LMS Satisfaction survey ​ ✅ ​LMS Content Audit Template ​ ✅ ​LMS Vendor Comparison Chart Template ​ ✅ LMS Role Definition Template ​ ✅ LMS Pilot Testing Plan NEW IN MARCH 2024 Section 7. Learning Evaluation ✅ 9-Box Talent Grid Assessment Template ​ ✅ Learning and Development Metrics List ​ ✅ Training Survey Question Bank ​ ✅ Return on Investment (ROI) Calculator ​ ✅ Learning Program Assessment Metrics ​ ✅ Learning Impact Analysis Insights Training ​ ✅ Training Effectiveness Evaluation Form Section 8. L&D Strategy ✅ Learning Offering Inventory ​ ✅ L&D Competencies Inventory Template ​ ✅ Competency Framework Template ​ ✅ Year-to-Year Budget Analysis Template ​ ✅ L&D Budget Stakeholder Interview Guide ​ ✅ Continuous Improvement for L&D Template ​ ✅ L&D Alignment with Business Goals Worksheet ​ ✅ Learning Culture Organizational Diagnostic ​ ✅ L&D Alignment with Business Goals Checklist ​ ✅ L&D Strategic Plan Template NEW IN MARCH 2024 ​ ✅ Focus Group for L&D Strategy Question Bank NEW IN MARCH 2024 Section 9. Personal Development ✅ Personal Development Plan Templates ​ ✅ Personal SWOT Analysis Template ​ ✅ Business Acumen Builder Worksheet ​ ✅ Daily Planner Template ​ ✅ Weekly Planner Template ​ ✅ Yearly Planner Template ​ ✅ ​L&D Skill Gap Analysis Template ✅ ​Personal Learning Journal Template ​ ✅ Professional Goal Setting Template ​ ✅ Habit Builder ✅ Networking Strategy Planner ✅ First 30-60-90 Days in L&D ​ ✅ Daily Reflective Practice Journal NEW IN MARCH 2024 ​ ✅ Career Progression Tracker NEW IN MARCH 2024 Total Value $1599.99 Today's price Only $199.99 I'M READY! LET'S DO THIS! Your success matters to us! We've spent countless hours, sweat and love to create this library. And we continue to add new resources every single month. ​ We're sure this is one of the best L&D resource libraries you will find on the internet. We're so sure of this that we are offering free consultations to anyone needing help with the Toolkit - just email What is the Ultimate Toolkit? The Ultimate Toolkit for L&D is a collection of resources (templates, step-by-step guides, etc.) that you can download, customise and use within your organisation. Who is the Toolkit for? The L&D Toolkit is for anyone in Learning and Development looking to streamline their day-to-day with easy-to-use templates, checklists, guides and cheat sheets. Our library provides everything you need to create meaningful learning experiences for your employees. How long do I have access to the Toolkit? Every purchase comes with LIFETIME access to all documents + plus any updates we make will be immediately available to you. What's included in the Toolkit? All documents are broken into 9 sections (see "Take a look Inside the Toolkit" above). Once you gain access, you will be able to download all files (in MS Word, MS Excel or MS PowerPoint format) and edit them to your heart's desire. The commercial distribution of any files is prohibited. What else do I get if I purchase the Toolkit? Apart from all current and future resources, you will get immediate access to our exclusive community of L&D practitioners + exclusive deals on our online video courses. What if I don't like it? Due to digital nature of the product we aren't offering a refund for the Resource Library. But if you have any questions or aren't sure how to use it, please email us for a free consultation at Here's what people say Everything you need and more! Got lots of useful information. Giecel Caleon Amazing tools! Once again a very big thank you the L&D Academy founders for another fantastic set of resources. Keep it up!!! Emilie Salvi

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

    ADVANCE YOUR L&D CAREER Practical Learning & Development Education Become a Learning & Development pro through a self-paced journey, the support of an engaged community, and tons of helpful resources. Courses Library Blog WELCOME We are passionate about helping beginner Learning and Development professionals become experts and grow in their careers! WHAT IS THE L&D ACADEMY? A one-stop-shop for all your L&D needs L&D COURSES go TO Courses L&D RESOURCES Go to Library L&D BLOG Go to blog OUR SIGNATURE COURSE Learning and Development Fundamentals Join a worldwide community of ever-rising Learning and Development professionals by signing up for this course today! ​ ✓ Learn about the different roles and paths in L&D you can take ✓ Build a list of skills and knowledge required to be an L&D pro ✓ Expand your L&D toolkit with up-to-date templates, guides and more ✓ Devise a game plan to move confidently to the next level in your career curious? find out more! 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 freebies ON THE BLOG The latest articles Training Design Why your Training Fails and How to Fix it Career Is Learning and Development the Right Career Choice for You? Career How to Future-proof your Career in Learning and Development CHECK OUT THE BLOG Newsletter FREE GUIDE Start a Career in L&D Thinking about staring a new career in Learning and Development? Check our free 5-day video series first! Get started TESTIMONIALS What our students say “I have 6 years of experience in L&D and this course helped me understand what I’ve been missing to get to the next step in my career. Way to give a simple, clear, concise overview on the matter.” - Aya E. VIDEO EXPLAINERS Find us on YouTube Play Video Facebook Twitter Pinterest Tumblr Copy Link Link Copied Search video... All Categories All Categories Education Now Playing What does Learning & Development do? 10:47 Play Video Now Playing A Day in the Life of L&D 06:19 Play Video Now Playing Career Progression in Learning and Development (Course Excerpt) 09:02 Play Video Now Playing What is Learning and Development 03:10 Play Video 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 Conact us Contact Us I am seeking assistance for Myself My organisation Your Online Courses First Name Last Name Email Organisation Name Why are you looking for a assitance? Submit Thanks! We'll get back to you ASAP!

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