Every learning platform makes assumptions about what learning is and how it should be measured. Learn how L&D can identify those assumptions and assess whether they align with learning strategy.
Tag: Dear L&D
Most Recent
L&D does not have to choose between accepting or resisting a training request. Learn how to clarify the performance problem and identify an intervention that addresses what needs to change.
A letter to L&D on unlocking hidden expertise and building a culture of knowledge sharing.
L&D gains influence when it shifts from delivering training to enabling business performance and aligning directly with organizational goals.
Effective training happens when trainers partner with SMEs to turn complex expertise into clear, practical learning experiences.
Employees value learning, but competing priorities push it aside unless L&D makes it urgent, easy to access and worth doing.
Leadership change breaks alignment — L&D must go beyond scalability and build motivational agility to reconnect employees with purpose.
The first training request is often less about the course and more about earning stakeholder trust.
L&D leaders can help reduce leadership burnout by redefining leadership behaviors and modeling sustainable performance.
Leadership development can move faster and deliver results by focusing on a few key behaviors instead of complex programs.