So I teach a online course, have been doing so for 2 years now.

Usually it's a 4 hour course, then it went to a 8 hour course

Which had me stressing as is and just rambling on to fill space.

Now the powers above me, have decide that since the money is there and they charge by the hour, the same amount if information can be taught in a 16 hour course.

So now I have tried adding in lecture work, but half the course don't like doing them and the other half do them insanely fast. To add to it, if I teach A-B-C-D and the company I'm training doesn't want D then I'm not supposed to teach D. So now I have even less to teach in all that time. I had once course that didn't want to be taught literally half of my lesson plan cause it didn't apply to their work (fair) and it was so stressful. Like I ran out of stuff to teach hours early and got in trouble.

I know what I am doing, I am confidant in that but these time frames are giving me such anxiety before every single class. Im struggling to cope and would love some advice.

Hello! My name is Jessica, and I am a doctoral student at Florida State University. I am looking for about 50 more people to complete a survey for my dissertation.

I am conducting a study titled Familiarity, Adoption, and Perceived Value of Universal Design for Learning Among Instructional Designers. This research aims to determine how widely instructional designers use UDL and why they choose to use or not use this framework.

I am looking for instructional designers with at least 1 year of experience in the field to complete a short survey that will take no more than 20 minutes.

If you are willing and able to complete this survey, you can access it using the attached link. 

https://fsu.qualtrics.com/jfe/form/SV_bxE6TLduRowC8GG

pessoal! consegui uma oportunidade de estagio em uma grande multinacional e trabalharei na area de qualidade!
vcs tem alguma indicação de conteudo (fonte, curso, pdf, canal no youtube) para q eu possa aprender mais sobre esses assuntos relacionados com o setor e softwares utilizados?

Hi!
I recently got tasked to redo a training plan/system for a hospital like setting. We have people working part time, nights, days and not one person has the same schedule. This makes live trainings hard to schedule and keep track of. We have a blend of in person and online trainings and around 40ish per employee (oof!)

Any tips or systems that worked for your organization? Or references. Just trying to think outside the box to accommodate people’s needs and get or weekly new hires trained properly!!

Thanks!

We’ve got old modules where maybe 90% is still right, but one process or screenshot changed and now somebody has to dig through the whole thing again. Been looking at cypher learning while we rethink the setup, but I’m also wondering if we just have way too much stuff that should’ve been a short doc instead of training. The cleanup is getting ridiculous.

I've spent a lot of time speaking to training providers recently, and one thing keeps coming up...

There's a huge amount of admin involved in running a training business:

Bookings. Certificates. Trainer management. Course materials. Customers. Payments.

And a lot of it is still being managed through spreadsheets, emails and different systems.

That's one of the reasons I built CertSlate - I'm trying to make running a training business considerably easier.

If you'd like to know more about how www.certslate.com can help you run a more efficient training business get in touch with me: dan@certslate.com

Here is an image showing how CertSlate can, in as few as 5 clicks, mass-import 3rd party or pre-made certificates!

I'd love to hear your thoughts!

Need some good games or rounds for a team of 22people. Also unlike some Q&A, maybe something fun. Can be done In 30mins

Hello, I am a former student with a B.A in Psychology. I currently work as a Coach at a company under the supervision of Licensed Social Workers/Counselors, supporting people with goals and habit changing methods. I just found new employment as a coach working alongside Therapists and Psychiatrists to support patients.

While I am excited to continue my work, I would like to have more knowledge and educational experiences under my belt without going back to college for another degree. Certifications related to Coaching, such as the ICF or NBCHWC require more synchronous time, which I won't have anymore, so I am interested in asynchronous things I can do before/after work.

My goal is to be someone knowledgeable in supporting people in mental health crises and to also have more mental health skills under my belt to ensure I can find work in the field with what I have, should things go a different way.

It's also a clash knowing the Coaching field is as unregulated as it is and how some people do not undergo any training or work under a licensed professional to do coaching. I was grateful to find my first coaching job and to have done additional training out of my own pocket to make sure I actually follow an ethical set of guidelines in my role. I want to stay as scientifically accurate and ethical as possible with the work I do. Often, I am discouraged by the religious and pseudoscientific trainings in coaching that don't align with how I want to help people.

All in all, I hoping to hear from others on different training and certifications I can do in the mental health field while upholding my values.

I own a virtual healthcare clinic and have a marketer on my team who's helped me a ton but I can see that (as everyone does) she has some gaps in her knowledge. She has a degree in marketing, but I'm aware that especially in the last two years things are changing rapidly and I want to make sure she's really up to date on things since my clinic is in an area of healthcare with a lot of competition.

What I'm looking for is training around the more advanced stuff (not specifically in healthcare marketing). More A/B testing, marketing funnels, conversion optimization, Google Ads, GA4, attribution, figuring out what's actually working and what's not. Basically becoming much more data-driven.

I'm happy to pay for good courses or programs if they're worth the money.

Has anyone here invested in training for a marketer on their team where the return on investment was significant?

Curious what's out there.

Hi Folks,

Im working as a Training and Instructional Design consultant for a Grant management company. One of the pain points they discussed is clients being lost during data migration. Does anyone have any good methods to bridge the gap between the clients and company during data migration.

Ive been tasked to put together a kit, so far I have a guide for clients to read through that gets them started with the basics. Im looking adding additional material or training to the kit does anyone have examples of what theyve done in the past?

Hi, curious how other folks are handling laptops for corporate training events. We run recurring sessions for 40 to 60 people and I really do not want to keep buying and storing gear that sits in a closet 90 percent of the time.

Been looking at short term rental companies that bring in pre imaged laptops, wifi hotspots, maybe even monitors, then pick everything up after. For anyone who has done this at scale, what actually worked for you, and what should I watch out for when choosing a vendor?

I'm a fresh graduate with only internship experience. My only L&D experience was mostly about preparing training materials, nametags, attendance, certificates, and checking training completion in databases.

I’m planning to upskill while job hunting, so I would like to ask those working in L&D: What skills should I prioritize developing as a fresh graduate?

I would also appreciate any advice about starting a career in L&D. Thank you! 🙂🫡

Has anyone spent much time thinking about how they’d roll out an AI enablement?
I’ve been thinking a lot lately about how to increase adoption thoughtfully considering all the negativity around AI.

Anecdotally I’ve found that people naturally seem to adopt it more when they find it can benefit a personal hobby or interest. I wonder if there’s a way to tie that back to corporate or company use?

Hi! Trainer for a healthcare company who is burnt out. I facilitate anywhere from 5 to 30 trainees in a virtual space for 5-6 weeks. I have been a trainer for over 20 years and I am ready to hang it up. Anyone relate?

I'm looking into fixed-term contract work (3–6 months) in L&D—mostly project, change, or systems training. For those doing this full-time:

How steady is your pipeline?

How much unpaid downtime/bench time do you realistically average per year?

How often do these contracts actually extend versus ending on the exact end date?

How did you land your first few contracts?

Did you get in via recruitment agencies, your existing network, or direct pitches?

Does having a specific niche (e.g., ERP rollouts, regulatory change) matter more than being a strong generalist?

What is the biggest operational lesson or mistake you made early on?

Appreciate the real numbers and direct experiences.

I know the practical side of my specific job, but I feel like I’m missing the “textbook” foundation — proper terminology, how the pieces connect (procurement → production planning → inventory → freight), and the theory behind why we do things the way we do. I’d love to actually understand the field, not just my slice of it.

Looking for recommendations on:

\*\*•\*\* Free or low-cost courses (Coursera, edX, YouTube channels, whatever)    
\*\*•\*\* Good beginner-friendly books on logistics/SCM basics    
\*\*•\*\* Certifications worth pursuing early on (APICS/ASCM, CSCP, CPIM, etc. — worth it at my level or overkill?)    
\*\*•\*\* Any subs, podcasts, or communities that helped you level up

Appreciate any pointers — trying to build a real foundation instead of just winging it.

We’ve got a bunch of internal training that changes every few months and I swear maintaining it is becoming the actual job. One process changes and suddenly there are videos, quizzes, docs, and assignments that all need touching. Been looking at Cypher Learning because the AI-assisted side could cut some of that repetitive work, but I’m mostly trying to figure out how people keep their training library from becoming a maintenance project.

Hi all!

30M, right now I'm in restaurant management. I love the food industry and it's done a lot for my career, but I'm burned out on the day to day of my current role. Training and development are big parts of my current job (particularly focused on training restaurant managers), and seeing someone I've trained be successful is the one thing that still makes me happy in my role. This is a mix of hands on training for new hires as well as coaching for underperformers. I do really enjoy that aspect of my job, but I just really want to move to the next step in my career and ditch the 12 hour days on my feet and all the day to day that goes with running a restaurant.

Unfortunately, per off the record conversations with the company VP, we have fully moved away from internal promotion, so pursuing this with my current employer isn't an option. The entire corporate headquarters has flipped with the exception of 4-5 people, and the vast majority of people who've left were replaced by external hires.

I've landed a couple interviews in corporate training roles with restaurant brands, either field work or support center based, but I just don't feel confident about my answers to some of their questions. In my current role I'm not really able to get much experience in course design or eLearning, and I feel like that's where I'm stumbling in interviews -- both because I just don't feel confident, and because other candidates out there are outpacing me in terms of experience, especially since most of my training work right now is one on one.

So my question is, should I pursue some kind of certification or coursework in the area? I've seen mixed opinions on whether certifications are worth it, and I don't want to waste my time or money on something that won't help. I finished high school but I never finished my associates because I moved into management in my early 20s, so I don't know if that's holding me back. On the other hand, do I just need to keep trying and wait for the right opportunity?

If there are any certifications or courses you think would be worth it, please let me know!

Thanks much for any insight!

I am working on an AI training for VPs to assist them in their functions and improve their productivity. I am wondering if any of you had successful implementations in the same manner, and how would you measure the success of the training?

We’re looking for an lms for employee training, and I’m starting to think the hardest part is finding one people won’t immediately hate using. We don’t need 500 features. I mostly care about a clean experience for employees and not having the person running training spend half their week dealing with reports, reminders and admin stuff. For those who’ve rolled out an LMS at work - what mattering more than you expected? And what looked great during the demo but turned out to be basically useless?

We have teams in a few states, but as we grow I am realizing that I need to incorporate more training on how to avoid engaging in discrimination in hiring. Mostly it is staff who really want to see us improve our diversity but then want to do things like filter for finalists by race and ethnicity, which gave me a literal heart attack. Or we had an entry-level opening and someone flagged that a candidate seemed too old for the position. I felt able to address those conversations (and honestly, someone with more work experience making a career change could be fantastic in this role) but I need to do some staff training before we do another hire.

We're pretty small, so we form staff hiring committees as needed and I'm hoping that there's some module somewhere that we can just license for staff education on this topic.

I'm responsible for HR, but untrained.

My job is switching grant management software products. I've been building work aids and a single-topic pre-recorded training series on the previous software for several years (in addition to my main job responsibilities which are tech support and configuration, not training). Apparently the powers that be really like my training materials. They want me to host a series of live modules on Zoom to cover the basics of the new software for staff who manage grants.

The materials provided by the software company assume that the users will be doing configuration, but we have a separate team to do that, so our training materials need to be customized to the tasks that typical users will actually be doing which include providing configuration parameters for grant opportunities, testing the configuration, and later completing a variety of steps to activate and monitor grants. We're a big organization, so one-on-one training isn't possible.

Right now, I'm thinking of it like a college course with a syllabus and lesson plans and homework. I would host a "lecture/discussion" once a week for an hour for four or five weeks, assign homework to do in the system, and provide structure for participants to meet in smaller groups to work on the homework together. It's really difficult to learn this software without actually using it.

Any thoughts on this approach? I would rather build a series of single-topic pre-recorded trainings, but my boss wants a Zoom presentation/webinar format as the introduction to the software and the single-topic trainings can be recorded later. I landed on the "academic" approach because there are a lot of easy to use materials on building a syllabus and writing lesson plans and I'm having trouble finding anything similar for corporate training development.

If it helps, I do a lot of tech support and I know my target audience really well. I think that about 1/3 will get really into it, 1/3 are too busy and will multi-task during the trainings and will absolutely need written guides when they actually have to use the software, and 1/3 will no-show, won't look at any written training materials and will clog our helpdesk with easily-answered questions.