Hot take that's going to annoy people here: the LMS is the next thing to go.

The authoring tools are already on the way out. A Claude account and an experimental mindset gets you better eLearning output in a fraction of the time and cost of the traditional tools. The vendors know it too — their response has been half measures. Articulate code block (el oh el).

But that's the boring take. Here's the one nobody wants to say out loud.

The LMS is next.

The whole model was built around one use case: proving to a compliance auditor that Dave finished his induction. SCORM in, completion data out, tick the box. We built a multi-billion dollar industry on Dave's certificate. And most L&D teams have been quietly drowning in the overhead ever since.

Learners are already voting with their feet. They'll abandon an LMS portal the moment they have to reset a password to access a 10-minute module. You already know this. The completion rates tell you everything.

And here's the thing — everything an LMS does is now buildable without a vendor in the loop. Tracking, compliance records, engagement data, assignment workflows, sign-offs, API connections. What used to justify a five-figure annual licence is a few weeks of project work now.

The LMS was never a product. It was a capability gap.

But here's the part that matters most for anyone actually working in training right now.

AI is changing who enters the workforce and what they already know. The junior foundational skills we used to spend the first year teaching are being handled by AI before people walk through the door. That means training needs to get more specific, more niche, and faster to produce. When something shifts — a new process, a regulation change, a restructure — you want a module ready next week, not next year.

We're going to need more training, not less. Just nothing the traditional stack was ever built to deliver.

Tell me I'm wrong?

world_learning_algeria #21free #championships21free

Hi All,

I thought it was important to jump in this group and talk about Leadership Strategies (that's the name of their company). They have this training, as well as a bunch of others, called THE EFFECTIVE FACILITATOR and it's designed to teach you the 10 principles of facilitation (as defined by them). I took this and it was a GAME CHANGER. Mind you, I dont normally leave reviews but i felt that i should this time since this can help others in the business space and/or with communication in general!

So, you're drinking from a fire hose with content from Day 1, but in a good way. I took this course in-person but it's also offered virtually. I was able to utilize a ton of the soft skills they taught us in class and it definitely helped with my facilitation style and how to build consensus. I would recommend it!

And ask for Jermaine! He's the one who helped me and answered all of my questions!

website is: www.Leadstrat.com

Fellow L&D Folk:

(1) What is your greatest frustration about your company's current learning solution (from platform, to content, to delivery channels, to format, etc)?

(2) If you could wave a magic wand, what would your perfect learning solution look like?

Hi everyone!
I don’t normally post here, but I’m trying my luck and hoping someone might be able to help me find a job opportunity.

I’m currently actively looking for work and honestly need to find a job ASAP. I have less than USD 100 left in my bank account, and I’m already reaching the limit on my credit card, so I’m really hoping to find an opportunity soon.

I have over 8 years of experience with an International Organization primarily in LMS administration, learning operations, HR systems, project support, and coordination. I have extensive experience administering learning platforms, managing user access and learning records, supporting system implementations and testing, troubleshooting technical/process issues, coordinating projects, and working with international teams and stakeholders.

I’m open to remote, hybrid, or onsite opportunities and can start immediately. I’m also open to roles related to LMS/HR systems administration, learning & development, project support, HR operations, or program coordination.

If you know of any openings, referrals, or someone I could connect with, I would really appreciate it. 🙏

Thank you so much for taking the time to read this and for any leads you may be able to share.

Everyone talks about production costs. Nobody talks about the real killer:

Re-shoots.

We worked with a healthcare compliance team whose process was:

1. Record training video (2 weeks)

2. Legal reviews it (1 week)

3. Legal finds outdated information

4. Re-shoot entire sections (1-2 weeks)

5. Repeat until compliance deadline hits

Their 'quick video' ended up taking 6 weeks.

The solution wasn't better cameras or faster editors. It was separating content from presentation:

• Keep your source documents as the single source of truth

• When policies or regulations change, update the doc (minutes)

• Regenerate only affected sections, not entire videos

The teams who adopted this went from 6-week cycles to same-day updates when new compliance requirements dropped.

What's your biggest hidden cost in training production? Has anyone else dealt with the re-shoot cycle?

I get thirsty easily and I need to learn to deal with this better

Hello everyone! I'm now undergoing training to become a certified trainer. One of my next assignments is to organize an ice-breaker session for the group.

This would not be such a big deal, if I wasn't absolute sh*t at it, even in my daily life.

So, even though I don't have access to the Moodle part that gives out all the rules and whatnot, I already started thinking about what I'm going to do. An idea popped up in my head, it's a bit wild, chaotic, and probably god awful, so I'd like the insight of more experienced trainers about it.

I plan to make them suffer. A little bit.

My plan is, at the start, make them choose one of their hobbies, but not to tell anyone what it is. Afterwards, prohibiting speech. Then, having them choose a volunteer, that will be given oven mittens and a bag. During this, I would be playing relaxing music to lull them into a false sense of security.

Afterwards, I would show a timer (one that does loud BEEPs, like a bomb clock), and reveal that inside the bag, that only the representative of the group can handle, and only with the mittens, is every letter in the alphabet. The objective would be to figure out the name and interest of every participant (15ish) without talking, before the clock went of. Depending on time, I might add the last name as well in the middle of the session. If they were to fail, I would set off a confetti cannon, and they would have to clean the mess (I would actually clean it, in fact). Also, every word spoken would remove a second from the clock. I would be very ruthless about it too, to add to the pressure.

My reasoning behind this lunacy is:

• An ice-breaker, at least to me, would have you know at least the name of everyone. Hence the objective would be to figure it out, as well as an interest.

• I believe that the frantic gesticulation and the panicked "hmm! HMM!" that the no talking rule and the clock's BEEPs would generate, would lead to funny interactions between them, strengthening the group's cohesion.

• Due to the time limit, they would have to organize themselves, encouraging and improving their teamwork.

• I like chaos.

Do bear in mind that, during all of this, the way I executed, conducted, and the results of this ice-breaker will be evaluated by another student. So this may all have to change depending on what is requested by our teacher. But since I suck at ice-breaking, and the timeline is very tight (for next wednesday), i really want to start throwing stuff to the wall and see what sticks.

So, how terrible of an idea would this be? Thanks for the help!

Hi all, we’re looking for U.S.-based professionals who’ve worked with government bodies on large-scale training, upskilling, or citizen education programs. This is for a paid 1:1 consultation (remote & flexible). If interested (or know someone who is), please DM your LinkedIn or email.

We run team-training workshops. After 13 years in business, a 4.9 Google rating, tons of unpaid positive testimonials, a money-back guarantee, and a longitudinal study that proves what we do works, we still sometimes hear from HR, L&D, and People & Culture types that they're willing to take a "risk" on us. What else can we do to change this perception of risk, so they can book with confidence?

I am a high school math teacher, who is looking to change financially and mentally. My job has made me mentally complacent, and I need a new challenge, (other than behaviors of students and parents). My school itself is great, but the kids will be kids and I am over teaching children.

Through a bunch of reddit forums and research it seems like Learning and Development is a good transition to apply my skills from teaching. I just don't know how... I'm wondering if I should take any courses to get certifications to make me more qualified for the jobs, or if companies will still higher me. I know going for specialist role is probably my best bet to start, but are there other things you would apply for as well.

Mainly looking for advice on how to make myself more marketable to getting interviews. I am willing to learn something new and want to be challenged, just need the opportunity to do so. I want to grind and build with a company, so that I can keep growing.

Any advice at all is appreciated!

Hey guys Week 5 & 6 are done and already into Week 7, got late because I suffered some digestion issues it's pretty interesting because I had the exact same problem in my last cycle in week 7 ( almost the same time) , nevertheless some key points to discuss :

• 50m sprints have been included with mechanism activated , I felt pretty relaxed and gaining momentum at till the end

• I have been advised to keep the mechanism activated through out the day, atleast walk 3000 steps doing so

• It's weird I have adhesions in and around my ankle even on the ankle bone also alongside the shin bone, explains my poor arch control

• My torso and hips still need a lot of work and can become much more mobile, flexible and better aligned

• Glutes response is there and there's lot more to improve but overall the body is feeling good

That's all for now , see you guys soon

If your company is hiring learning and delivery specialists in remote roles shoot me the details. My last contact ended 2 months ago and been struggling to find a new learning specialist role since. Have over 10 years exp in virtual facilitation and content delivery.

Hi guys, recently, I developed Scene Snap, a platform that makes learning more efficient and dynamic by leveraging some Gen AI tech. I´m wondering if it can be useful outside of academia, like corporate training. We don't provide the content; we just provide the platform on which a group or individual can upload content and experience learning using our services.

We have a chat feature, to have a conversation with the speaker of the video.

We allow users to synthesize content, specially useful for lengthy videos.

We generate notes automatically.

And we provide a management of content system,

Let me know how this sounds.

Hello, I work for a small business and we need our employees to run through a quick anti discrimination training now, then once a year. We have policies in our handbook, but I wanted check with fellow learning professionals out there, if you guys have found some good resources for this? We are looking for a free option.

Maybe I'm missing something.

We have AI that can generate images, write code, and summarize entire documents.

Yet every training team I speak with still seems to spend hours creating assessments, certification exams, and knowledge checks from training materials.

A lot of it still looks like:

• Read the document

• Write questions manually

• Review everything

• Repeat

Are most organizations still doing it this way?

Or is there a workflow/tool I'm unaware of?

Curious to hear how you're handling this today.

hey, im a psychiatry doctor specialising in leadership and workplace culture (burnout, communication etc.)

I am trying to sell leadership training to companies, with the roi of you'll notice less people problems i.e. less staff turnover, better performance etc.

How do I break into this space? Sell to HR? Sell to L&D?

And how do I do this? cold message people on Linkedin? cold email L&D?

Its so difficult, any advice? thanks

I have been teaching physics and engineering for 15 years. I feel I can do more, and I have much more potential. Have been having an itch to explore more, but not yet sure of the new path.

Sometimes I feel I have many skills and I dont wanna leave any out. As a result I keep looking for my niche. But hard to find or decide so far

Hi everyone,

I’m a teacher on mat leave in Canada working towards moving in to L&D, looking to feel out which aspect of that industry might be for me.

My friend owns a small business and is looking to have some instructional materials created. The gist is that they’re a car outfitting company partnering with a large tire corp and need material for the partner company to learn about the outfitting company’s system/procedures/policies.

They’re still in the early stages of figuring out what they want but he asked me to think about pay. I really feel like he’s doing me the favour in allowing me to use this as experience building. Is it silly to ask for them to just pay for my articulate subscription rather than hourly pay? That way I can use the software past the job?

Thoughts welcome, please and thanks!

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