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've scoured the internet and counted 35 different L&D roles. Prefer video? Check out The Many Jobs in Learning and Development! Animator or motion graphics designer This role   creates engaging visual content or animations to enhance learning materials.   Coach This role provides personalized guidance to support personal and professional development. We have two wonderful videos (if we dare say so ourselves) on coaching in Learning and Development: Beginner's Guide to Coaching for L&D Role of Coaching in Learning & Development (L&D)   Community Manager The main purpose is to foster learning communities, encouraging collaboration and knowledge sharing.   Content Designer This role focuses on designing educational content with a focus on learner engagement.   Content Strategist   This person plans (and executes) content strategy to meet learning objectives. Basically, for any content that needs to be created, this role ensures there is consistency across everything L&D produces.   Content Writer   Drafts informative and compelling written materials for learning.   Corporate Trainer   As the name suggests, this role is all about delivering training programs within corporate settings.   Facilitator   Guides group learning processes to encourage participant engagement. For example, any sort of team strategy meeting can use a facilitator who guides discussions and makes sure everyone sticks to the rules. Check out Kerri Price (our favourite facilitator on LinkedIn) and The Facilitators Network .   Game Designer This role develops educational games to make learning interactive and fun.   Graphic or Visual Designer   Creates visual elements to support and enhance learning content. Basically, any images or graphics that you need for your training or marketing materials are their responsibility.   Head of Learning and Development   This is a more strategic role that oversees the L&D department, setting learning strategies and goals for the entire organization.   Instructional Designer or eLearning Developer This is one of the most popular roles in L&D. Most often, this is a dedicated person or team responsible for designing and developing online educational modules (also known as eLearning).   Internal Communications Manager   This role is about managing internal messaging to support any company-wide L&D initiatives.   Leadership or Management Development Specialist.   Larger organizations pay a lot of attention to leadership and management development and, therefore, need someone to take charge of it. This role focuses on developing leadership skills within the organization and helping employees with strong potential to jump into a management role with ease.   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. So, if the company wants to take a new strategic direction, the L&D business partner will be there to help them learn and develop the competencies needed to make that a reality.    Learning and Development Manager   Usually a people-management role that is also responsible for leading the development and implementation of L&D programs.   Learning and Development Program Manager   This role oversees specific L&D programs, ensuring their success. For example, if you want to implement a new onboarding program, the L&D program manager will support you in this.   Learning and Development Project Manager   This role is about managing L&D projects from inception to completion. Let’s say you want to implement a new learning management system, you need a project manager to oversee everything – from learning needs analysis through to success measurement.   Learning and Development Specialist   This is the role that specializes in analyzing the learning needs of the organization, developing and delivering learning content, and then evaluating its success.   Learning Experience Designer This is someone who designs immersive and effective learning experiences. So, instead of employees attending yet another lecture-type training, they are immersed in an unforgettable experience that helps them solve real-world challenges back on the job.   Learning Management System Administrator This is someone responsible for managing the Learning Management System (LMS) to ensure the smooth delivery of online training.   Learning Measurement Analyst   Analyzes data to measure the impact of L&D initiatives on its employees, managers and overall the organization.   Learning Operations Manager   Oversees the operational aspects of the L&D function. For example, a LOM might streamline the scheduling process for multiple training programs to avoid conflicts, negotiate with software providers for better rates on new e-learning tools, and analyze budget reports to identify cost-saving opportunities without compromising the quality of training or other learning interventions.   Learning Solutions Architect This is someone who designs comprehensive learning solutions to meet organizational needs. They are different from the learning experience designer in that they focus more on the strategic integration of various learning initiatives across the organization, ensuring alignment with business goals and scalability. For example, a Learning Solutions Architect might develop a multi-year learning strategy that incorporates e-learning, instructor-led training, and informal learning opportunities, all designed to support the company's growth objectives and adapt to future changes in the industry.   Learning Technology Lead This role, as you’d imagine, 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 into the organization and their teams.   Special Projects Manager This   would be someone who manages unique L&D projects with specific goals. For example, a Special Projects Manager might oversee the rollout of a new leadership development program tailored for mid-level managers, coordinating between content creators, facilitators, and external consultants to ensure the program is aligned with the company's strategic leadership competencies, delivered within a set timeframe, and evaluated for effectiveness against predefined metrics.   Team Development Specialist   Focuses on enhancing team dynamics and performance through targeted training, workshops and other interventions.   Technical Writer   Someone who develops clear and concise technical documentation for learning purposes. These could be manuals, job aids, self-paced guides and so on. For example, a Technical Writer might have to create detailed user guides for a new company-wide CRM system, breaking down each feature into easy-to-follow steps, complete with screenshots and troubleshooting tips, ensuring employees can navigate the system efficiently and effectively from day one.   Training Delivery Manager   Usually oversees the delivery of training programs to ensure effectiveness.   Training Facilitator This role combines the responsibilities of a corporate trainer and that of the facilitator. What this looks like in practice is someone who leads training sessions but does it in a way that promotes active learning and group participation.   UX Designer   This role is responsible for designing user-friendly learning platforms and materials.   Video Editor or a Producer This is someone responsible for creating and editing videos to support learning content. Want to see how you stack up to these roles? Check out our Competency inventory! Did we miss anyone? Let us know in the comments below!

Virtual training was seen as a supplement to classroom training in the past. But in recent years, this has changed a lot. A study by Deloitte writes that in 2021 “virtual learning will constitute at least 40 percent of the formal learning structure, with some organisations expecting this figure to reach as high as 90 percent. While virtual has become the new normal, it is crucial to ensure learning is interactive given today’s digital learner’s jobs, behaviours, habits, and preferences. About 62 percent of leaders conveyed that the focus of L&D teams has shifted towards making content “more interactive” using facilitator-led live instructional trainings, simulations, and panel discussions over conventional modes.” Virtual training is often much more efficient than classroom training, saving time and money by reducing the need for travel. We’ve previously shared our recommendations on making your virtual training more engaging . Today, we cover what to do during the initial transition from classroom training to virtual. This article will give you some ideas and tips on making the transition less daunting. Before we jump into it, let’s first establish the pros and cons of each training type. The benefits and downsides of virtual training Virtual training has many benefits, including: Reduced cost of travel and lodging Increased training access for remote employees More flexibility with scheduling Less time away from work for employees and their managers However, some downsides must be considered. When transitioning from classroom to virtual training, it is essential to consider how this will affect the participants. Virtual learning requires a different level of interaction and other considerations. Here are a few: Participants must be comfortable with technology and have a reliable internet connection to participate in synchronous sessions. Participants must have the same access to resources as those in the classroom (the ability to share screens and documents, cameras, microphones, etc.) Participants need the time and space to participate in synchronous sessions without distractions or interruptions. Overall, the most important thing is good and timely communication. You should let everyone affected by the change know in advance and be prepared for what is expected of them in this new way of delivering learning. Making the transition to virtual training Assess the need You shouldn't transform a classroom session into a virtual one just because everyone else is doing it or because it's considered "the future of learning". There are plenty of other learning methods and modes to consider when educating employees: articles, audiobooks, infographics, eLearning, job aids, books, handouts, on-the-job learning, mentoring, coaching, etc. Think about the best way to transfer that knowledge and choose the most appropriate method. And no, training is not always the answer - virtual or otherwise. Consider the logistics involved Introducing virtual training means you will most likely have to also introduce a new platform or tool that would help facilitate an online learning session. Unless you are using a tool that is already available and employees are using it daily, you'll have to also train people on the tool itself. Or at the very least, spend 5 minutes to get them familiar with the main features at the beginning of a session. Keep your virtual classroom interactive This is a whole topic in itself. We've created a separate article packed with helpful information. Check it out after you're finished reading this one: How to Deliver an Engaging Virtual Session . Optimize your content Not everything designed to work in a classroom will work in a virtual session and vice versa. Use the transition from classroom training to virtual training as an opportunity to improve your content. Consider which sections can be made shorter, more engaging, or delivered through different means (video, audio, online quiz, etc.) Incorporate various online tools to keep learners engaged for longer. Some of the tools we love using are: Miro (web-based software that acts as a whiteboard or flipchart) Padlet (for visualizing content in different, interactive ways) PowToon , Vyond and VideoScribe (user-friendly animated video creators) Kahoot (web-based games and interactive quizzes with leaderboards) SessionLab (a vast online library of games and activities designed for virtual training) Consider your own tech-readiness If you're going to engage in virtual training, make sure that your computer has a microphone, camera, and speaker capabilities. You don't want to find out halfway through your first session that you don't have all the required equipment! You'll also want to make sure you're accustomed with the platform being used for virtual training. If it's something new or unfamiliar, take time before your first session to play around with it and get comfortable navigating its features. That way, when a new employee joins your group for a training session and asks a question about how something works, you'll be able to answer it with confidence. Get yourself a headset. Perhaps a second monitor, a digital writing pad, if you need one, maybe even a backdrop. Ensure you have easy access to all additional software and tools if you are using any and know how to operate them well. Be ready to respond when things go wrong What do you do when the connection drops on a participant or your own? What if your headset stops working? Perhaps the slide deck gets glitchy? Consider every worst-case scenario and have a plan for how to respond. Have the number of your IT department ready or be prepared with alternatives on how you will run the session. It might even mean having to move to a different software mid-session. Knowing what you will do in unexpected situations will make you feel less anxious during the training. It will also leave a good impression on participants. Technology fails us all the time, but a good facilitator can turn a session around and make it a success, despite technical hiccups. Measure your virtual classroom's effectiveness Measuring how effective your training session is will help you pinpoint areas for improvement, content-wise and delivery-wise. Learners may give you some ideas and points to consider that you haven't thought about. But also notice what they are saying went well - these are things you can repeat and incorporate in other sessions in the future. The benefits of post-training feedback are numerous, and it's simply a good practice. You can create a digital survey to send post-training feedback using SurveyMonkey, which makes tracking responses and analyzing data really easy. In conclusion Transitioning from classroom training to virtual training is not as difficult as you may think. It could be seen as a challenge, and there are definitely things to look out for, but it's worth it in the long run, and it will most likely be the way of the future. Hopefully, the tips in this article have given you some ideas on how to shift your training online with confidence, knowing that you can provide a great user experience for participants. What are your secrets to making the transition to virtual learning more manageable? Let us know on our social media channels!

Summer is here! What a wonderful opportunity to catch up on reading while sunbathing or hiking to your favorite location. And if you work in Learning and Development, you might be having trouble finding books that are not only enjoyable to read but can also broaden your horizons and provide you with new skills to use when you return to work. We've been there, done that, and have a list of books to show for it. Here are our top 5 recommendations for Learning and Development practitioners. Table of contents: 101 Learning and Development Tools The Accelerated Learning Handbook Chief Talent Officer / Chief Learning Officer The Learning Imperative Learning and Development Practice in the Workplace 101 Learning and Development Tools by Keneth Fee One of the most useful books you'll ever read is this one. We take it out every day for a quick consultation even though it has a special place on our bookcase. The list of crucial resources Keneth Fee has compiled is superb and covers every phase of the learning and development cycle. Four sections make up the book: Learning Needs Analysis Planning Learning Implementing Learning Evaluating learning Each section is divided into essential tools, each with a thorough explanation of how it works, examples, and recommended reading. Check out this book if you're interested in learning how to create a community of practice, how to use storytelling in learning and development, or what a talent web is. The Accelerated Learning Handbook by Dave Meier You know those books that have a profound impact on your life? For me, this is it. I first purchased the Accelerate Learning Handbook in 2013. I still remember reading this, making notes at the end of each page, then rushing to my computer to use the methods in my own training sessions. Dave Meier is the founder of the Accelerated Learning Training Method. He advocates incorporating all of our senses into an effective training strategy that puts the learner at the center. His approach emphasizes four stages of learning: Preparation Presentation Practice Performance Regardless of the subject, each phase includes a ton of ideas and examples that make it simple to incorporate into your own sessions. Most importantly, Meier explains the logic behind the approach. He says that for optimal learning to occur, you need to apply the SAVI learning principles: Somatic : learning by moving and doing Auditory : learning by talking and hearing Visual : learning by observing and picturing Intellectual : learning by problem-solving and reflecting. Plus, you can read about other AL strategies, including music, themes, pictograms, question-raising, learning games, visuals, natural light, and aromas. Chief Talent Officer / Chief Learning Officer by Tamar Elkeles, Jack J. Phillips, Patricia Pulliam Phillips Here we have not one but two books by the same authors. These books will be especially helpful if you're curious to learn more about HR and development experts involved in creating talent strategies for their firms. In 2010, Tamar Elkeles received the Chief Learning Officer magazine's CLO of the Year award. As head of the ROI Institute and a well-known authority on measurement and evaluation, Jack Phillips offers advice to Fortune 500 organizations. And that is only the start of these two books' outstanding qualities. The authors dive deep into the strategic and operational sides of L&D. From formulating a strategy to determining how to best meet the goals of the business, shifting to performance enhancement, devising value-based delivery, fostering an innovative and engaging culture, and finally proving the value through analytics and ROI. It includes an excellent breakdown of crucial procedures, scenarios, and calculations that any CTO or CLO would be required to handle in the course of their careers. It simplifies the complex into something extremely simple. This is a must-read if you're interested in adding value through learning and talent development. The Learning Imperative by Mark Burns and Andy Griffith I first came across Mark Burns and Andy Griffith when I purchased their book Engaging Learners. To find out what makes a teacher or a school exceptional, they reached out to 10,000 teachers in the UK. The book had many different strategies and examples of how teaching can be made more fun, engaging and memorable. And while it wasn't aimed at adult learners, there were a lot of overlaps. After all, learning is a process we all go through, and we were all children at one point. I loved their book so much that it inspired a day-long training on Feedback skills for team leaders. Imagine my delights when in 2019, I attended the CIPD conference in London and saw their new book - The Learning Imperative. And I wasn't disappointed. The contents feature 3 parts: Learning and your team Overcoming barriers to learning Designing effective learning The book's Learning-Performance Matrix was my "aha" moment. It is a tool for mapping each team member's performance level (from high to low) and level of preparedness for learning (from open to closed). As a matter of fact, at the time, I was running a particularly difficult management development program. And this matrix helped me understand some of the issues and challenges and what I can do to address these. Stay tuned since this is a topic all on its own. Learning and Development Practice in the Workplace by Kathy Beevers and Andrew Rea The final book on our list caught me a little off guard when I originally bought it. I had purchased numerous books on L&D over the years, but most of them were academic, scarcely offered any actual examples or case studies, or explored how to put what they were advocating into reality. That is until I started reading Andrew Rea's and Kathy Beever's book. The L&D cycle's many phases are well covered by the writers. If you purchase this book, you'll discover: What does it mean to be an effective L&D practitioner How L&D works with and within the organization The most effective techniques to determine L&D needs, create activities, carry them out, and assess their effects How to make learning easier using technology How to increase student engagement How to encourage group and social learning How to assist staff members through mentoring and coaching How to plan L&D activities The authors explore many different options because they are mindful that training is not the only method of learning. The examples and helpful suggestions are priceless. Not to mention that each chapter includes self-testing exercises, a helpful summary, and a list of sources for further exploration of the topics. This book is an excellent resource for learning and development professionals. It includes a ton of research and best practices, so it's perfect for those who want to become experts in the field. Practical education for Learning and Development practitioners is at the heart of what we do at The L&D Academy. This is why the books on this list were primarily picked for their usefulness and applicability back on the job. All opinions expressed here are our own and in no way reflect those of the writers. Do you agree with our list? What books are you planning to read this summer? Comment below or tag us on social media.

Hopefully, by now you know how to design engaging virtual training. And if you don’t, check out Part 1 of this blog series . Let’s dive into what you need to deliver a kick-a$$ session. Tip 1: Engage the learners You shouldn’t only be in lecture mode for the duration of the whole session. People have different learning preferences and you need to make sure you cater to each. You should also make sure people actually respond to you and it’s a two-way communication channel. With bigger groups it may be a bit of a challenge to let them take turns speaking, so use other opportunities to engage them. Luckily, there are plenty of tools for engagement that the video-conferencing software offers now. From polls and quizzes to whiteboard, breakout rooms, emoticons, and “raise your hand”. See how you can incorporate those, but don’t use them just for the sake of using them. They should blend into the session naturally and not feel forced. Tip 2: Shift the energy The main rule to delivering engaging virtual training is to make sure you do something different every 5 minutes. This helps shift the energy, keep learners engaged, and prevents someone from losing focus (or dozing off!) What does “shift the energy” actually mean? It means changing the pace and switching to a different mode of delivery or to an activity. Here are some examples of shifting the energy in the classroom: ask a question play a video have learners work in pairs or groups change who’s speaking - give the stage to someone else Tip 3: Break it up Sometimes there is a lot to cover, but keeping people online and engaged over a period of 4 hours doesn’t seem feasible. In this case, consider several shorter sessions over a period of a few days. And remember, learning doesn’t only happen in the classroom (virtual or otherwise); you can offer opportunities for learning in-between sessions by giving assignments, organizing study groups, or providing further resources (reading, video, eLearning). Tip 4: Use creativity In a classroom setting, you would usually have participants join activities and games that virtual training simply can’t offer. But this doesn’t mean activities are off the table. It simply means you have to get more creative. Think of different ways to get learners to participate, e.g.: Send them on a scavenger hunt on the internet, looking for pieces of information; Have them record videos or take selfies of themselves doing a specific activity; Let them hop on calls with colleagues or friends to interview them for a task; Use branching scenarios, where they have to decide on a course of action as a group and come back with the solution; Let them become the trainers by preparing a short session and delivering it to the rest Tip 5: Relate it back to work As with any training, to make sure the knowledge sticks and skills are practiced long after the session is done, you need to make sure it’s relatable and can be taken back to the workplace. It’s always a good idea to have learners come to a session with a current challenge they are facing and have them work towards resolving it with the newfound knowledge they’ve received during the training. Have them work on it together or individually and let them come back with the results in a month’s time. Consider also including other opportunities for further learning, like follow-up sessions for catching up and asking questions, participating in study support groups, or taking part in a company-wide mentorship program (if your organization offers one). Tip 6: Have a backup plan! Technology has a funny way of failing us right when we rely on it the most, so make sure you’re prepared what to do if one of the apps you’re using gets glitchy, the slides go blank or the audio starts playing tricks. It will save you some frantic calls and chats back and forth with the IT department and it will ensure an overall stress-free session. Good luck with your next virtual training!

Over the last 2 years, we ran over 100 webinars for companies large and small. And we also attended a lot of webinars - some better than others. So we asked ourselves, "what makes a webinar engaging?" We brainstormed, looked through the feedback from learners, and put it all together in one article. Today, we'll look at: What is the difference between a webinar and online training The pros and cons of webinars What to do BEFORE, DURING, and AFTER a webinar. Without further ado, let's dive in. The difference between a webinar and online training While both webinars and online trainings are done online and cater to geographically dispersed audiences, this is pretty much where the similarities end. What makes the two different? We put it in a table (because we're organized like that!): ​ Webinar Online Training Format Live or recorded Live Purpose Share information Share knowledge Build skills Change behaviors Facilitator(s) Unlimited number of speakers or panelists If more than 1, usually one person acts as an interviewer, the rest - respond to their questions 1 to 2 trainers Audience Large audiences Number usually only limited to the software capabilities From all walks of life Small groups of up to 20 people Usually from the same company or with similar roles Interaction One-way interaction: speaker to audience Speaker shares their webcam, audiences - do not The audience is usually muted In live events: Asking questions or commenting in chat, answering poll questions In recorded events: no interaction Two-way interaction: both speaker and audience members share their cameras and have their microphones turned on The audience can ask questions via chat, off mute, participate in polls, raise their hands, or use other interactive tools, like whiteboards The audience can be broken into smaller groups and work on a task or project Duration 1-2 hours Although there isn't a limit to how long an online training can last, a good practice is to not exceed 3 hours per sitting. If the content requires more time, then it should be broken into several sessions (of no more than 3 hours-long each). Pros and cons of webinars Now that you know what a webinar is let's consider the pros and cons. Pros of webinars: The session is short and delivered just in time Content is delivered to a large audience at the same time Practical when the audience is in different geographical locations Can be recorded and distributed to a wider audience for later viewing Reduces travel for both the presenter and the audience Cons of webinars: Limited interaction with the audience People sign up and then don't show up, relying on the recording People log in but do not participate or are distracted by other things Speaker needs to be highly skilled to engage the audience despite the limitations of the format Before the webinar Find out who your audience is Not knowing who your audience is, is like writing a love letter and addressing it "To whom it may concern." Your audience is unique - they come from a particular background, have specific challenges, and are looking for distinct advice or tips. Before you even touch a webinar software, your role is to figure out who your audience is, what their pain points are, and what solution you can offer them. (Webinar) Content is king One of the most challenging tasks of any speaker is to condense their knowledge to a short period of time. The more time you have, the easier it is to go into details. But when you are limited to an hour, how do you choose what stays and what goes. Here's a quick checklist you can use to structure your own content: Introduce yourself Explain the WIIFM (What's In It For Me?) Present the problem (as experienced by your audience) Offer a solution, followed by an explanation or evidence of why this works Provide opportunities for practice immediately back on the job Review by creating triggers to help the audience recall the information you presented quickly Make the content visual and interactive It's well known that some of our energy dissipates on camera. The same is true for our content. Online, we need more images, more sounds, and more feelings. Your presentation should be filled with visual cues (not your script!), like single words on a slide, an expressive image to illustrate a feeling, dramatic colors, etc. Check your technology 9 out of 10 times, technology will fail you. We haven't researched this, but we can testify to it from our own experience. That's why it is super important to check, double-check and triple-check all the technology you will be using. This includes your presentation, camera, microphone, computer, internet connection, and webinar software. Our expert advice - have a backup or plan B for each of those. And make sure you can switch mid-way with little to no interruptions. This leads us to the next tip... Rehearse Rehearse, rehearse and rehearse. Especially if this is the first time, you will be delivering the webinar. We've said it before, we will say it again. If you fail to prepare, you prepare to fail. Usually, even just running through the contents once, can be enough to make you feel more confident and ensure that you are saying the things you want to say in the way you want to say them. Audience engagement Some situations call for engaging with the audience before the webinar itself. For example, you could ask them to answer a question, send a photo, bring some kind of object, prepare a video or audio clip of themselves, etc. This will create a buzz and entice people to participate. But do not rely too heavily on this preparation - not everyone will have done it before the session. During the webinar Create an engaging environment Introduce some ground rules and enforce them throughout. These don't have to be your typical boring rules. Stretch your creative muscles. Here are some of our favorites: make your thinking visible attack the problem, not the person bring me a problem, bring me a solution ask for clarifications speak your truth be here and now be focused and comfortable be bold about asking questions listen deeply Value the strength of diverse input Mind the verbal gaps Avoid filler words and sounds. Those can be distracting and ruin the effect of your message. If you are prone to using filler words, practice recording yourself on camera or rehearse in front of someone and have them give you a sign every time you use one of those undesirable sounds. Use your body language Like in a live presentation, you need to use your body to enhance your message. But what happens when you are limited to a small box on the screen? You still use it, that's what! First and foremost - smile! Way more than you think you need to. The camera takes away a lot of our real-life energy, and we may look disengaged or disinterested. Equally important - fill the camera frame (don't leave too much space above your head) and use your hands to amplify your points. Get people's attention There are many ways to get attention. Here are 10 recommendations (in no particular order): Vary your voice and pitch Change the visuals often and quickly Make (dramatic) pauses Ask questions Challenge common stereotypes Use people's names regularly (where appropriate) Use different interactive approaches, like polls, chat messages, stamps and annotation, whiteboard, etc. Use active voice ("I will", "you did", "they act") Chunk the content into quick and manageable pieces Tell stories Use multi-sensory language Everyone uses their senses to understand the world differently. Some prefer visual content, others - kinesthetic. Use language that invokes different senses. For visual effect, use phrases like "painting a picture" or "bird-eye view". For auditory preferences, use "tuning in" or "sounding out". Kinesthetics prefer phrases like "getting a feel for it" or "scratching the surface". Utilize your voice One thing a webinar cannot exist without is the audio. You can do it without slides or even your camera (it won't be engaging, but it's doable). But without audio - you don't have a webinar. Our expert advice - just like you would study any other instrument, learn and practice with your voice. Play around with the volume, pace, pitch, and articulation. Your personality will come through with the tension and the resonance you use, the way you breathe, and even the pauses you make. After the webinar Ask for feedback The only way you can be sure that your webinar has been engaging and (more importantly) useful is to collect feedback immediately after the session. Ask about the audience's satisfaction, whether the objectives were accomplished, and how likely they will recommend this webinar to their colleagues and friends. Our preferred tool for collecting feedback is Survey Monkey. But you can use any other tool, including a Google Form. Simply share the link and then review the responses. Follow-up A follow-up is a great way to remind your audience about yourself, the topic, and actions they can take to further their knowledge, skills, or behaviors. In your follow-up, you should include the slides, answers to questions you couldn't get to during the live session, links to additional reading or videos, and a reminder to respond to your survey. And there you have it - our simple and practical guide to engaging webinars! What other advice do you have on designing and delivering webinars that stick? We'd love to hear from you. Reach out to us on our social media.

Let me ask you a straightforward question: What is the one thing that significantly impacts your professional development and overall quality of life? After much contemplation, I always come back to the same answer: mastering critical soft skills . These skills are indeed "the tide that lifts all boats," enhancing not only your professional but also your social and personal lives. Think of mastering a soft skill as a life hack—an investment that pays off throughout your lifetime. As a trainer with experience in a wide variety of topics, from Excel VBA to public speaking, I've witnessed first-hand the profound transformations that occur when people develop their soft skills. Table of Contents: What are soft skills? Communication Emotional intelligence (EQ) Adaptability What are common misconceptions about soft skills? People Think They Are Naturally Good at Soft Skills People Underestimate Their Importance People Believe Soft Skills Are Not Relevant To Their Role How to acquire soft skills? Step 1: Self-Awareness and Assessment Step 2: Intentional Practice and Real-World Application Step 3: Continuous Learning and Feedback Conclusion     What are soft skills?   Soft skills, often referred to as people skills, are the non-technical abilities that enable individuals to interact effectively and harmoniously with others. Unlike hard skills, which are specific, teachable abilities or knowledge sets, soft skills revolve around behaviour and thinking. They help people navigate social complexities and in subtle, intangible way, contribute to an organization's success. Key soft skills are similar across job levels and industries and can include: Communication Empathy Presentation skills Emotional Intelligence Adaptability Problem-solving Networking Negotiation Conflict Resolution Teamwork, etc.   Check out our L&D Competencies Inventory , which shows the key transferable and specific skills and knowledge for different Learning & Development roles.   Among the plethora of soft skills, three stand out as particularly crucial for professional development – communication, emotional intelligence, and adaptability – so let us elaborate a bit more on what each of them means.   Communication   Communication is the cornerstone of all workplace interactions. It involves speaking clearly and effectively, actively listening, understanding non-verbal cues, and conveying ideas in a way others can understand and act upon. Strong communication skills help build relationships, resolve conflicts, and ensure tasks are completed efficiently and correctly.   Want to master your business communication skills? Check out our Business Communication Masterclass  on Udemy. Emotional intelligence (EQ)   EQ is the ability to understand, manage, and express one's own emotions, as well as recognize and influence the emotions of others. This skill is vital for leadership, teamwork, and navigating the social complexities of the workplace. High EQ enables individuals to handle stress, make thoughtful decisions, and maintain positive working relationships.   Adaptability   Adaptability is the capacity to adjust to new conditions and challenges. In today's fast-paced and constantly changing work environments, being adaptable is more important than ever. This skill allows professionals to stay relevant, embrace change, and continue to grow even when faced with unexpected obstacles.   What are common misconceptions about soft skills?   As a soft skill trainer, I often encounter misconceptions regarding soft skills. Here are the three most common ones that can really hinder one’s self-development.   People Think They Are Naturally Good at Soft Skills One of the most prevalent misconceptions about soft skills is the belief that they are innate qualities that come naturally to everyone, and therefore, they do not need to be actively developed. Many people assume that because they can communicate with friends or family, they are automatically effective communicators in a professional setting. However, professional communication requires a different set of skills, such as active listening, clear articulation of ideas, and the ability to give and receive feedback . For instance, someone might be great at casual conversations but struggle to lead a team meeting or handle a conflict at work. A common example I see are software developers who excel in technical conversations but greatly struggle with client presentations because they never practiced public speaking in front of a non-technical audience. Failing to acknowledge soft skills as trainable skills that must be developed leads to complacency, lack of effort in improving them, and eventually, only fuels one’s own self-deception. People Underestimate Their Importance Another common misconception is that soft skills are secondary to hard skills and technical expertise. This belief often stems from the tangible nature of hard skills, which are easier to measure and quantify. However, in the professional world, soft skills are equally, if not more, important. For instance, a talented graphic designer might fail to meet deadlines or work well with colleagues if they don't prioritize time management and teamwork, believing their design skills alone will carry them through. Similarly, a manager with excellent technical knowledge but poor emotional intelligence may fail to motivate their team or resolve conflicts, leading to decreased productivity and morale. People Believe Soft Skills Are Not Relevant To Their Role   A third misconception is that soft skills are only important for specific roles. This belief fails to recognize that soft skills are essential at all career stages and in all job roles. In fact, data from the World Economic Forum  shows that EQ scores tend to increase as individuals progress from entry-level positions to middle management. Moreover, the “father” of EQ – Daniel Goleman – famously stated “The most effective leaders are all alike in one crucial way: They all have a high degree of what has come to be known as emotional intelligence. It’s not that IQ and technical skills are irrelevant. They do matter, but...they are the entry-level requirements for executive positions.” You might wonder about the entry-level employees. They too greatly benefit from soft skills like adaptability and problem-solving to navigate new tasks and challenges. Even highly technical roles, such as data analysts, require collaboration and communication to work efficiently with other departments and present findings clearly. Junior software developers might think they don't need to work on their communication skills because they aren't in managerial positions, but their inability to communicate effectively reduces their chances of being promoted to such positions in the first place. In summary, the idea that soft skills are only relevant to specific roles limits both personal and professional growth. How to acquire soft skills? Acquiring soft skills involves a strategic approach that includes self-awareness, intentional practice, and continuous learning. Here’s a more detailed outline of the three steps to effectively develop these essential skills: Step 1: Self-Awareness and Assessment Start by gaining a deep understanding of your current soft skills. This involves self-reflection and seeking feedback from colleagues, mentors, or supervisors. Identify your strengths and areas for improvement. Tools like personality assessments or EQ tests provide valuable insights into your interpersonal abilities. Self-awareness is the foundation for personal growth, helping you to pinpoint which soft skills need attention and to set realistic goals for development. Want to see how your skills stack up to other L&D professionals? Check out the L&D Competency Inventory  for a quick self-assessment. Step 2: Intentional Practice and Real-World Application Once you’ve identified the soft skills you need to develop, engage in activities that challenge these areas. Deliberate practice is key—seek opportunities to apply these skills in real-world scenarios. For example, if you need to improve your public speaking, enrol in a course specifically targeting public speaking. Then, volunteer to present at team meetings or join a local Toastmasters club – practising is the best way to gain any skill. For teamwork and collaboration, participate in group projects or committees. Role-playing exercises and simulation-based training can also be beneficial for practising conflict resolution and negotiation skills. Consistent practice helps to reinforce learning and builds confidence in using these skills effectively. Step 3: Continuous Learning and Feedback Soft skills development is an ongoing process. Enrol in workshops, seminars, or online courses that focus on areas such as communication, leadership, and emotional intelligence. But that is not enough – use other approaches as well, such as reading books, listening to podcasts, and following thought leaders in the field. Additionally, maintain an open attitude toward feedback and proactively ask for it. Approach your peers and mentors, ask for specific feedback (“what did you think about my hand movements during the presentation?” vs “How was my presentation?”) and reflect on this feedback to make necessary adjustments. Networking with professionals who exemplify strong soft skills can offer valuable learning experiences and inspiration.   Conclusion   Pat Williams once said: "Money can buy a house, but not a home; a bed, but not rest; food, but not an appetite; medicine, but not health; information, but not wisdom; thrills, but not joy; associates, but not friends; servants, but not loyalty; flattery, but not respect."   Inspired by Williams, let me add: "Hard skills can get you the job, but soft skills help you build the career. Hard skills may earn you a paycheck, but soft skills earn you fulfillment. Mastery of technical knowledge can solve problems, but mastery of interpersonal skills can inspire and lead people."   By investing in and developing your soft skills, you are setting the stage for a successful and fulfilling professional journey. Enjoy the ride!

Maslow’s Hierarchy of Needs theory shows that after basic needs for food, shelter and safety are met, people can worry about bigger concepts. Many argue that psychological safety falls on the lowest tier of the pyramid, but people must feel safe before opening up and learning new things. In a multicultural training setting, organizers must be aware of any underlying differences and how certain groups could feel based on the comments and attitudes of coworkers and leaders. How Does Psychological Safety Impact Training? Even if your team already knows one another, entering a new situation such as a training session can shift the dynamic. People assess the setting and decide what the consequences might be for taking risks. Most avoid situations where someone criticizes them or makes fun of their brainstorms. Although having an open dialogue leads to fresh ideas, it can also create misunderstandings and cause ongoing tension in the workplace.   The Pew Research Center surveyed U.S. adults and found 56% of workers feel  increased workplace diversity, equity and inclusion efforts are a positive change. However, a poorly executed training session can leave people wondering why it should matter to them and if they’ll be punished for good faith behavior where they misspeak or are culturally unaware but not cruel. Many are willing to change and learn but are also afraid of losing their jobs so will hesitate to ask hard questions.   While it’s crucial to ensure minorities in the company feel safe to share ideas, non-minorities must also feel safe or they may fail to learn new skills for fear of messing up or hurting a co-worker’s feelings. Leadership must approach sessions with a balance between cultures, finding ways to meet on common ground and build relationships. When the focus is on helping everyone feel psychologically safe at work, the entire staff benefits. What Can Trainers Do? Employees tend to leave companies where they don’t feel secure and seek a position where they’re safe. The average cost to replace a worker is around $5,000 , but that might not include time and knowledge lost when they leave. Fortunately, learning and development professionals can shift their methods and ensure people feel safe. With the right tools, they can foster a sense of openness and collaboration that takes a brand to the next level. 1. Start With Understanding Take time to learn about the cultures of workers. Share insights so both sides understand where the other is coming from. Create an open communication model where everyone feels free to speak up. 2. Use a Feedback Framework Develop a way to share feedback anonymously. Teams should feel comfortable sharing their thoughts without fear of retribution. For many workers, they know an “anonymous” survey isn’t private at all and will avoid adding their honest opinions.   You may drown in positivity without ever truly meeting the needs of your students. Instead, add a box and have everyone  drop a card in, so you have no idea who wrote what comments. Read through them and adjust training sessions as necessary to serve the entire class better. 3. Improve Conflict Resolution Techniques Every team of people has some disagreement. You may have a mix of ages, genders, backgrounds and beliefs in a training session.   Knowing how to shut down arguments and resolve them in constructive ways can make a huge difference in how well a training session goes. Study conflict resolution for the best methods to stop an argument and turn it into something positive both parties can use to grow in their careers. More Than Cultural Awareness While understanding the differences between cultures and being open to communication is a great start, incorporating psychological safety into multicultural training settings may go deeper than some expect. It’s natural to consider minorities and how they feel about different training models and language used during sessions. However, breaking into groups unintentionally can also occur because people gravitate to those who seem most like them in background and appearance.   Imagine walking into a room where everyone has a group to belong to and not knowing where you should sit. Organizers must be aware of the varied dynamics of each group they train, as the cultural mix can vary. Open communication and having employees move from their self-assigned groups is a first step toward successful training. Everyone should feel valued and heard. Author bio: Eleanor Hecks is a writer who specializes in business and leadership topics, as well as manager of the creative team at Designerly Magazine . Her insights are featured in L&D publications such as Training Industry, eLearning Industry and Training Journal.

I’ll never forget the time I conducted a product knowledge session for a group of hotel employees. Despite my thorough preparation, I couldn't shake the feeling that something was off. Many participants seemed disengaged—some were checking their phones, others were whispering among themselves, and one person was even nodding off. I was trying my best to make the session interactive and relevant, but it was clear that my efforts were falling flat.   What happened? It turned out that some attendees were bored because they already knew the material, while new hires were overwhelmed by the sheer volume of information. Adding to the complexity, the group consisted of employees from different departments—Front Office, Food & Beverage, Revenue Management—each with unique needs. The generic content I had prepared simply wasn’t meeting their individual requirements. It was a frustrating experience, not just for me as the trainer, but also for the participants, whose lack of connection to the material was painfully obvious.   The Power of Personalization   Have you ever found yourself in a similar situation? If so, you’re not alone. Many of us in Learning and Development (L&D) have encountered the same challenge: a disconnect between the training and the participants’ individual needs. The good news? This issue is common and, fortunately, solvable.   First, let's clarify what personalized learning  is. Forbes  defines it as an employee-centric L&D approach that tailors training to an individual's job role, needs, and interests . While it may sound like a buzzword, personalized learning has long been championed in the L&D world.   Leading HR organizations like the Society for Human Resource Management  (SHRM), the Association for Talent Development  (ATD), and the Chartered Institute of Personnel and Development  (CIPD) have consistently emphasized the importance of continuous and personalized employee development as crucial to organizational success. In addition, global consultancies such as McKinsey & Company , Deloitte , and Accenture  frequently publish reports on the future of work, highlighting personalized learning as essential for modern organizations striving to stay competitive, especially in the age of digital transformation.   In fact, a recent study by Zippia  found that a staggering 91% of employees want personalized training, and nearly half (45%) cite investment in their development as a key reason for staying with their company. Moreover, there’s a well-established link between comprehensive training programs and higher profit margins.   By now, I’m sure you’re convinced of the power of personalization. It’s a game-changer, enhancing:   Engagement Knowledge retention and application Team morale Employer reputation and image Company’s competitive advantage Profit margin   So, the million-dollar question is: how do you achieve it?   Personalization – a strategic approach to training   Effective personalized learning requires strategic actions at three critical stages: before, during, and after training. Here’s how you can implement it:   Before Training   Conduct Pre-Training Assessments Use surveys, assessments or interviews to gather data on participants' existing knowledge, skills, learning goals and context. This information helps customize the training content to address individual needs, ensuring that everyone benefits from the session. Check out the 5 most important learning needs assessment questions to ask  for more practical tips. Set Clear Objectives   Define specific learning objectives based on the assessment data. Communicate these objectives to participants to align expectations and provide a clear roadmap for the training. Remember, a well-defined objective not only outlines what the training will cover but also clarifies what it won’t. For example, in my product knowledge training, the vague objective of “improve your product knowledge about hotel operations” could have been more effective if rephrased to “Understand the hotel brand standards” or “Master the safety and emergency protocols.” Design Personalized Content Develop training materials and activities that are tailored to the diverse needs and preferences of your learners. For instance, in the hotel training context, I could have divided the participants into sub-groups based on their tenure or department. Additionally, preparing different case studies and hands-on exercises would cater to the varied learning needs of the group, making the training more relevant and engaging. During Training Facilitate Interactive Sessions Use interactive methods such as group discussions, role-playing, and simulations to actively engage participants. Tailor these activities to reflect real-life scenarios relevant to the individual context of the participant. Apply our 7 expert-proven techniques to boost training engagement . Provide Real-Time Feedback Offer immediate, personalized feedback to participants during the training. Use tools like interactive polling and quizzes to gauge understanding and address any knowledge gaps on the spot. Create Small Learning Groups Divide participants into smaller groups based on their skill levels or job functions. This allows for more focused and relevant discussions, fostering a collaborative learning environment. After Training Offer Follow-Up Resources Provide additional resources such articles or online courses that participants can access to further their learning. Ensure these resources are aligned with their individual goals. Implement Post-Training Assessments Conduct assessments to evaluate the effectiveness of the training  and measure participants' progress. Use this data to identify areas for improvement and provide targeted follow-up support. Encourage Continuous Learning Establish a community where participants can share experiences, ask questions, and continue learning from each other. This ongoing support helps reinforce the training and encourages continuous development. Conclusion Personalized learning is essential for maximizing engagement and effectiveness in training sessions. By understanding the unique needs and preferences of each learner, we trainers create customized learning experiences that are relevant, engaging, and impactful, and thus, transform traditional training into a dynamic and meaningful experience. What about you? How do you personalize your training design to create unforgettable and impactful learning experiences? Share your best tips with us!   If you are want to design and run your own training session but you have zero experience, check out our new online course “Training for Non-Trainers” . In no time will you be facilitating like a pro!

Imagine stepping into a room full of buzzing conversations, lively debates, and networking galore—welcome to the typical day in Learning and Development! If you’re an introvert, this might sound more like a scene from a horror movie than a typical workday. But worry not because it's time to flip the script! We've crafted this guide especially for you - the quiet achievers, the deep thinkers. We'll explore how introverts can leverage their unique strengths and carve out a thriving career in L&D. Ready to embrace your superpowers and make waves? Let's jump right in!   What does it mean to be an introvert? Contrary to popular belief, introversion has less to do with how sociable someone is, and more with how they recharge and get their energy.   One of my most favourite ways to explain the difference is with a car. Imagine you have 2 cars – one electric and one with a solar panel (you are clearly an environmentally-conscious individual!).   Let’s say that on Monday you decide to take out your electric car out for a few errands – grocery shopping, banking, meeting with friend for lunch and stopping by the post-office to pick up a package. By the end of the day, you come back home, park your electric car in the garage and the battery is drained. So you plug it in and leave it overnight to charge up.   On Tuesday you happen to need to do the exact same thing – grocery shopping, banking, lunch, post-office – but you decide to take your solar paneled car. You drive around all day and by the time you come back home, it is fully charged and ready to go!   The same is true for people. Extroverts are like the solar car – the more it spends its’ time outside, interacting with the world around it, the more energised they feel. Introverts are like our electric cars. They will accomplish the exact same thing as the extroverts (and chances are they will look very sociable doing it!), but by the time they come home, they need to recharge their batteries by spending some alone time – reading a book, watching a movie or staring at nothing in particular.   Here are some other differences between extroverts and introverts:  Extroverts Introverts Draws energy from other people Draws energy by spending time alone Talks first, thinks later Thinks first, talks later Prefers working with other people Prefers working by themselves Is interested in discovering a breath of ideas Is interested in digging deep into an idea Usually talkative and outgoing Usually quiet and reserved Can feel fatigued from having to spend too much time by themselves Can experience fatigue from having to spend too much time with people If you want to learn more, check out the works of Carl Jung  or the Myers-Briggs Type Indicator . How can introversion impact your career in L&D? While introverts have many valuable habits (like listening and observing, attention to detail, empathy, strategic planning and so many others), they may also experience difficulties, especially when it comes to career development.   Whether you like it or not, networking is a big part of career development. And if that is something you struggle with, then your career may suffer from it in the long run. But fear not, there are things you can do. Read on! Tips to start thriving as an Introvert in L&D Carve out your alone time We know how important alone time can be for an introvert! So, don’t ignore it. If you need some time to just rearrange your thoughts or you’re feeling overwhelmed by the environment you’re in, politely excuse yourself and find a quiet corner. We promise, no one is going to be mad at you. Especially if you explain why you need it. Leverage your strengths As an introvert, you have some superpowers, like listening, observing, written communication and delving deep into topics. Leverage those! Volunteer for projects that require you to listen attentively, observe others or analyse the situation (like the yearly Learning Needs Analysis process!). If you need to say something but are not sure how to do it face-to-face, write an email. (By the way, this is the last time we’ll be recommending writing MORE emails, this is just for the purposes of helping our dear introverts) .   Pick the right role in L&D Did you know that some L&D roles  do not require as much social interaction as others? For example, LMS administrators mostly work with the Learning Management system. Perhaps you can specialise in one of those roles? Just pick the one(s) you think might be interesting and compare your existing competencies to the ones needed for the role of your choosing.   Build one-on-one relationships Just because you might feel anxious during networking events, doesn’t mean you don’t network at all. Leverage the power of one-on-one relationships. Pick a person and approach them for a coffee chat or lunch. Use your superpowers of listening and observing to learn more about them. Ask (appropriate!) thought-provoking questions that will help you build trust and rapport. And do it for the sake of creating a new friendship, not only when you need something in return. Relationships take time!   Bite the bullet Sometimes you just have to turn your “extrovert mode” on! It’s not easy, and it takes some practice, but it is absolutely possible to look for opportunities to be more social – grab a drink with someone, invite a bunch colleagues to lunch, initiate a conversation in the elevator or watercooler. Of course, you will need your alone time afterwards to recharge (we get it!) and it’s perfectly ok. You just need to plan accordingly.     Thriving as an introvert in the world of Learning and Development might feel like navigating with a solar panel on a rainy day, but with the right strategies, you’ll shine brighter than ever. Embrace your unique strengths and remember that even introverts can conquer the networking jungle — sometimes, you just need a good recharge session afterwards.   So, how do you take advantage of your introversion? And how do you deal with the pressure of this extroverted world we live in? Share your thoughts and experiences in the comments below. We can’t wait to learn about your introverted superpowers in action! --------------   Learn more: https://www.amanet.org/articles/advice-for-introverts-how-to-thrive-in-the-business-world/ https://www.linkedin.com/pulse/navigating-workplace-introvert-jane-lee/ https://www.linkedin.com/pulse/being-introvert-learning-development-melissa-ilano/

Are you hiring a new person for your L&D team? That’s great news! But let me guess, Talent Acquisition has asked you to give them a job description so they can advertise the role and you have no idea what to write? Don’t worry, friend, our article will help you with all the basics. Table of contents: Job Descriptions vs Job Ads Clarify the Role Craft the Job Description Write the Job Ad Tips for Effective Job Ad Distribution Job Description vs Job Ad First things first. You might think that a job description and a job ad are the same thing but they are not. A job description  (JD) is an internal document that outlines the key responsibilities, competencies and qualifications required for a particular role. It’s like a blueprint that guides your hiring process.   On the other hand, a job ad  is the external pitch you use to attract potential candidates. Think of it as a marketing tool that highlights the most attractive aspects of the job and your company in the hopes of enticing the best talent to apply.   For example, a job description for an L&D Manager will specify the need for strategic thinking and leadership skills. The job ad might emphasize the opportunity to shape the learning strategy for a growing organization, appealing to candidates looking to make a big impact.   Clarify the Role Your first step in creating either a job description or an ad needs be to clarify the role itself. It’s one thing to be looking for an Instructional Designer, another for Trainer or Facilitator. To make it easier for you, let’s explore 3 common roles: L&D Administrator, L&D Specialist and L&D Manager.     L&D Administrator L&D Specialist L&D Manager Primary responsibilities Manage training schedules, maintain records, coordinate logistics for L&D programs. Develop instructional materials, conduct training sessions, evaluate program effectiveness. Design L&D strategy, oversee program implementation, manage L&D team, align training with business goals. Key competencies Strong organizational skills, attention to detail, proficiency in learning management systems (LMS). Instructional design expertise, facilitation skills, knowledge of adult learning principles. Leadership, strategic thinking, stakeholder management, budget oversight. Fit with the learning strategy Supports the execution of learning initiatives by ensuring seamless administrative processes. Contributes to the creation and delivery of effective learning interventions that drive performance improvement. Shapes the learning strategy to align with organizational goals, ensuring training initiatives support overall business strategy. Required experience 1-2 years in an administrative role, preferably in an L&D or HR environment. 3-5 years of experience in instructional design, training delivery, or similar L&D roles. 7-10 years in L&D, with experience in leadership or strategic roles. Educational Background Bachelor’s degree in business administration, HR, or a related field. Bachelor’s degree in education, instructional design, or a related field; certifications like CIPD are a plus. Bachelor’s or Master’s degree in L&D, HR, or Organizational Development; advanced certifications in L&D preferred. Key metrics for success Timely and accurate completion of administrative tasks, high participant satisfaction with program logistics. Improved learner outcomes, positive feedback on training sessions, increased engagement in learning programs. Achievement of strategic learning objectives, ROI on training programs, enhanced employee performance and retention.   Note: the above is for illustrative purposes, and your needs may differ greatly from the ones described above!   Craft the Job Description Now that you have the basics, you need to fill in the following categories: Job title  – the official title Job summary  – concise and compelling overview of the role Key responsibilities  – list of the main tasks and responsibilities Key competencies  – list of critical skills and knowledge the candidate must posses to be considered for the role Required Experience  – the experience the ideal candidate will bring to the role Preferred Qualifications  – list of desirable educational background(s) Reporting Structure  – reporting line and team dynamics Salary and Benefits  – this is a controversial topic but there is a considerable shift towards being open and transparent with the salary ranges   Your Talent Acquisition team will likely have a template you can follow to make sure you have filled in all the required information.   To learn, check out our article “How to make sense of L&D job descriptions” .   Write the Job Ad Job ads are sometimes written and handled by the Talent Acquisition team. If that’s your case, first of all – lucky you! And, second of all, feel free to skip this part. But if that’s not what’s happening to you, strap on; you’ve got some work to do.   Your job ad should have the following components (all examples have been generated with ChatGPT 4o) :   Engaging Introduction Your introduction should capture the attention of the audience with a compelling opening. For example, "Imagine a workplace where your ideas for developing cutting-edge training programs are not only valued but celebrated. At ABC Corp, we're searching for a visionary L&D Manager who thrives on pushing the boundaries of traditional learning. If you're excited about leading a team and shaping the future of our learning strategy, we want to hear from you!" Highlighting the Unique Selling Points (USP) Tell potential candidates why they should choose your organization and this role. For example, "At XYZ Company, we don't just invest in our employees—we invest in their futures. As our new L&D Specialist, you'll have the opportunity to shape learning programs that directly influence the growth and success of our team members. With access to cutting-edge tools and a culture that champions innovation, you'll be at the forefront of transforming our learning landscape." Brief Overview of Responsibilities and Qualifications Summarize the key points from the job description, don’t just paste the whole thing – no one is going to read it, we promise you! For example, "As an L&D Administrator, you’ll ensure our learning programs run smoothly by managing schedules, maintaining training records, and supporting our team. Ideal candidates will have at least 2 years of experience in an administrative role, excellent organizational skills, and proficiency with learning management systems (LMS)." Work Environment Describe the organizational culture and work setting. For example, "Our culture at ABC Corp is built on trust, respect, and a shared commitment to excellence. We offer a supportive work setting where you’ll have the autonomy to make decisions and the resources to develop your career, all while working in a fun and energetic atmosphere." Call to Action (CTA) Include a line encouraging potential candidates to apply, and how they can do so. For example, "Excited about this opportunity? Click ‘Apply’ to start your journey with us!" Incorporating Company Branding Make sure that through the text, the company culture and values are reflected in the tone and language. SEO Considerations Use relevant keywords to optimize the job ad for search engines. For example, "Looking for a skilled Learning and Development Specialist  with expertise in instructional design  and adult learning principles ? Join our dynamic team and help us create impactful training programs. Apply today for this exciting L&D Specialist role!"   Tips for Effective Job Ad Distribution If you’ve written the best job description and job ad, you may be eager just to post it on your company website, kick back and wait for candidates to start applying. But there’s more to it than that. Here are some tips we can offer to make sure your job ad is successful:   Select the right channel   Choose the job boards and platforms where you are more likely to encounter potential L&D people. Here are some we’ve found online: ATD’s Job Bank: https://jobs.td.org/ The Learning Guild’s Job Board: https://www.learningguild.com/job_board/jobs/index.cfm?action=viewcats eLearning Industry’s Job Board: https://elearningindustry.com/jobs Teaching: A Path to L&D Job Board: https://www.teachlearndev.org/resources/job-boards (the link to the actual board is hosted on Airtable)   If you come across other job boards, please send us a message .   Of course, no one beat the more popular platforms, like LinkedIn , Indeed , Monster or Glassdoor . So we’ll just leave them here.     Promote the Ad on Social Media   Posting the ad on hoping for the best is certainly a strategy… but it’s not the best one. To ensure your ad’s success, spread the word about it on social media – both your company pages and your personal profile. You never know who might be lurking in your feed.   Leverage Employee Referral Programs If your company has a referral program, encourage your existing employees to advertise the position and, again, spread the word. The best advocates are happy employees. And if your employees are happy, you’ve won half the battle. Speaking of… if your employees aren’t happy, perhaps refrain from going down that path.     As you embark on the journey of crafting your next job description or job ad, remember that this is your chance to shape the future of your L&D team. Take the time to define the role clearly, communicate what makes your organization stand out, and inspire the best talent to join you. The perfect candidate is out there, and with the right approach, you’ll find them. Now that you’re equipped with these tips, go ahead and create that compelling job ad—and watch as top-notch candidates start knocking on your door. Happy hiring!

In the rapidly evolving world of Learning and Development (L&D), keeping learners engaged during training sessions has become more challenging and more critical than ever. As technology advances and attention spans shorten, it's essential to employ techniques that make your training sessions not just informative but also impactful. The Power of Engagement A few years ago, I was tasked with conducting a training session for a group of financial professionals at a large hotel. The topic was “Productivity with Excel” - a subject that, while crucial, can often be dry and technical. From previous experiences, I knew that a traditional lecture would not suffice. I decided to incorporate a range of interactive activities and digital tools to bring the topic to life. We started with an icebreaker game where participants shared their most memorable (and funny) Excel mishaps. This not only lightened the mood but also highlighted the importance of understanding the software in a very relatable way. Next, I used a combination of group discussions and simulations. Participants were divided into teams and given different scenarios to execute in Excel. They had to brainstorm solutions and present their strategies to the group. This collaborative approach kept everyone engaged and allowed them to learn from each other. By the end of the session, the financial professionals were not only adept at Excel's time-saving techniques but also eager and confident about implementing them in the workplace. The feedback was overwhelmingly positive, with many participants praising the training's enjoyable and effective approach. Their progress was evident in two significant ways: first, on average, they completed tasks 30% faster than before the training, showing a remarkable improvement in efficiency. Second, their increased competence sparked a greater curiosity about Excel, gradually developing their expertise further. In fact, they soon became the department's go-to experts for Excel troubleshooting! Challenges of Modern Training All in all, there are several considerations every trainer must take into account: Information Overload: Today's learners are inundated with information from various sources, making it difficult to retain new knowledge. Short Attention Spans: With the rise of digital media, attention spans have decreased, making it challenging to keep learners engaged for extended periods. Diverse Learning Preferences: Learners have different learning preferences, which requires trainers to adopt versatile approaches to meet varied needs. Challenges are there is to be resolved, thought! Let’s talk game-changers for social and digital interactions! Social Interaction Techniques Icebreakers and Energizers Starting your session with an icebreaker sets a positive tone and encourage participation. Simple activities like "The Post-it Vision board” can break the ice and align the training objectives with participants’ personal goals. Here is how it works: to kick off the training session, invite each participant to create a mini vision board on a post-it note. Ask them to visually represent what they hope to learn or achieve from the training. They can draw symbols, write words, or even create a small visual that captures their expectations and goals. Once completed, have everyone stick their post-its on a designated "Vision Wall." You may encourage participants to revisit the wall during breaks and see the diverse range of goals. At the end of the training, facilitate a discussion where participants can share whether their expectations were met and what insights they gained. Throughout the session, don’t forget to incorporate energizers, too. Those are short, fun activities designed to re-energize participants, especially during longer sessions. This can include quick quizzes, stretch breaks, chair yoga, or a short group game. Group Discussions and Brainstorming Encouraging group discussions and brainstorming sessions can transform a passive learning experience into an active one. Divide participants into small groups and assign them topics to discuss or problems to solve. This not only promotes engagement but also fosters collaboration and idea-sharing. Utilize techniques like "Think-Pair-Share" where participants first think individually, then discuss with a partner, and finally share with the larger group. Role-Playing and Simulations Role-playing and simulations are powerful tools for experiential learning. They allow participants to apply theoretical knowledge in a practical, real-world context. For example, in customer service training, participants can role-play different scenarios to practice handling difficult customers. This immersive approach helps learners retain information and develop skills more effectively. Digital Interaction Techniques Interactive Polling Tools Tools like Mentimeter and Slido enable you to conduct live polls, quizzes, and Q&A sessions. These tools are excellent for gauging understanding, collecting feedback, and playing games. For instance, you can start a session with a poll to understand participants' existing knowledge on the topic, use quizzes to reinforce learning points throughout the session, or play “Who wants to be a millionaire”, where the whole group is the participant. Virtual Whiteboards Virtual whiteboards, such as Miro and Mural, facilitate collaborative brainstorming and planning. They allow participants to contribute ideas in real-time, regardless of their location. This is particularly useful for remote training sessions, where maintaining a sense of collaboration and engagement can be challenging. Gamified experiences Incorporating game elements into your training can significantly boost engagement. Use quizzes, leaderboards, and rewards to create a competitive yet fun learning environment. Platforms like Kahoot! and Mentimeter allow you to create interactive quizzes that learners can answer in real-time, adding an element of excitement to the session. BONUS: AR & VR While more advanced, AR and VR can create highly immersive learning experiences. For example, in a safety training session, virtual reality can simulate a hazardous environment where learners can practice handling emergencies without any real-world risk. Or a manufacturing company uses augmented reality so that trainees can see overlaid instructions and animated guides directly on the machinery, showing them how to operate it safely and efficiently. TL;DR Maximizing engagement in your training sessions requires a blend of social and digital interaction techniques. Effective engagement transforms passive learning into an active, enjoyable, and memorable experience. It fosters better retention, collaboration, and application of knowledge. As L&D professionals, it's our responsibility to continually innovate and adapt our techniques to meet the evolving needs of our learners. With the right strategies, you can make every training session a highlight in your participants' professional journey. Now, armed with these techniques, go forth and transform your training sessions into unforgettable learning experiences!

It’s not every day that L&D departments get large budgets to do anything their hearts desire. Yet, we still need to help teams work better together. Which begs the question “What do we do when we have limited to no money at all?” For one, we don’t give up. Here are 7 ideas of what you can do to help teams work better together on a budget. Table of Contents: In-House Expertise Utilize Free Resources Digital Tools and Apps Creative Problem-Solving Activities Community Engagement Case Studies Role-playing Scenarios Conclusion In-House Expertise You don’t need to hire a super expensive consultant or facilitator to run your sessions. Chances are, as an L&D practitioner, you already have the capabilities needed to design and run a team session. A huge advantage to doing it yourself is that you know the business and the people. Tips for success: Talk to the team’s manager to establish what a successful outcome will be for them. Ask, “What would you like to be different by the end of the session?” Collect learning needs from as many stakeholders (i.e., team members, their internal and external clients, peers, etc.) and resources (i.e., business goals, strategy, performance metrics, etc.) as possible. Learn as much as possible about the participants. Enquire about their tenure with the company, educational background, and behavioral preferences. Utilize Free Resources Do you have a computer, a printer, and some pens and paper? The reality is that’s all you need. There are tons of free training and team-building materials and tools available online. Just do some research, find an acitivity or game that would suit your needs and have a go at it. Tips for success: Our favorite online places to look for activities are Skills Converged, SessionLab, and Training Bubble. We also love a good training games collection book, like The Big Book of Humorous Training Games by Doni Tamblyn and Quick Team-Building Activities for Busy Managers by Brian Cole Miller. If you want to inspire or move your audience, look no further than TED Talks or plain old YouTube. Digital Tools and Apps “There’s an app for that”. That is doubly true for L&D. There are so many tools and apps you can use to facilitate a team session that come at little or no cost at all. A Slack channel? A virtual whiteboard? An interactive escape room? A virtual meet-up space? Find the ones that could help you. Tips for success: Some of the tools we like to use are Canva, Miro, Kumospace, Daresay Checkin and even PowerPoint. Do give those a try. Teambuilding.com put together a wonderful list of online tools and software, make sure to check it out here. Creative Problem-Solving Activities Sometimes, all it takes to get a team to start working together more effectively is putting them in a situation where they need to solve a common challenge. And you really don’t need any fancy materials, props, or facilities to organize a hackathon or an “idea marathon” where teams work together to solve business problems within a limited time. Tips for success: Just because these are relatively easy to organize doesn’t mean they will run on fumes. Get some catering going, or, if you have a $0 budget, ask people to bring their own food and snacks. Why not have a small side competition for the best home-cooked snacks? Make sure to do your research into a real problem. Otherwise, it will feel like a “tick-of-a-box” exercise without any real-world consequences. Community Engagement Chances are your local community already has tons of opportunities that you can get involved in. And again, nothing rallies the troops better than working towards a common goal. Maybe you can go to the local animal shelter and help by taking some doggos out for a walk. Or join forces with Habitat for Humanity and help build a house. Or help with a food drive for low-income families in the area. Tips for success: It is best if the community activity you decide to engage with aligns with your business’s values. For example, it would make sense for a chemical factory to get involved in local park or highway cleaning initiatives. Check to see what local businesses might be interested in partnering with you. They can do it as mentors, coaches, motivational speakers, or just for networking. Case Studies There are so many stories from around the world of when things worked well and when they didn’t. Why not use those stories as a case study and have the team discuss and collaborate on a solution? Tips for success: Find case studies related to topics that are relevant to the team members. It doesn’t have to be from the same industry, but they need to be able to relate to the main character(s). It would be great to get real-world case studies and, after the discussion, share with the group what happened in reality. But that may not always be available. So it’s ok to make up your own case study or story – draw inspiration from your experience but modify it to fit your audience. Role-playing Scenarios There are very few things that simultaneously make grown-ups roll their eyes and still have tons of fun. Role plays usually fall in that category. Joke aside, though, role plays can be invaluable in helping teams solve a conflict, find their preferred communication style and methods or discover their team identity. And the good news – it doesn’t cost a thing to find appropriate role plays online or create ones yourself. Tips for success: Your role-play scenarios need to be relevant and tailored to the participants’ specific roles and challenges yet not hit too close to home. Provide very clear instructions, time limits and ground rules for the activity. This should help you create a smooth and constructive experience for everyone. The most important thing about a role play is the reflection after the fact. Help people think things through by asking them powerful and thought-provoking questions. Conclusion You may not have Google’s or Amazon’s L&D budgets, but that doesn’t mean you can’t help your teams work better together. The secret is being resourceful, innovative, and open to new experiences and ideas. But most of all – to have fun! Did we miss anything on our list? Let us know in the comments down below. Happy team-building!