aNewSpring

10% of learning takes place in formal training. Finished on Friday. Forgotten by Monday. Yet 90% of most L&D budgets goes there. We've been thinking about that gap for a long time. On 14 April, we're bringing our answer to Next Learning. Use [Anewspring20] for 20% off your ticket and come see what we mean in person. Link in the comments. More soon. 👀 Margot Sprenkels Branco S. Robbert Ladan Famke Vromans Marie-José Smedeman Lars van Overveld

Ever notice how learning strategies often sound impressive… …but are surprisingly hard to put into practice? Not because the ideas are wrong. But because teams are busy delivering programmes, supporting learners, and solving day-to-day challenges. So the strategy stays where it’s safe: in documents, roadmaps, and workshops. The good news is that progress usually doesn’t come from big overhauls. It comes from small, practical moves, like: 🟦 Agreeing on one clear focus for the year 🟦 Fixing a single bottleneck in your learning delivery 🟦 Testing a pilot programme with one audience 🟦 Looking at a few meaningful metrics together 🟦 Setting 30–60–90 day milestones None of these sound revolutionary. But together, they’re often what turns a learning strategy into something real. Because strategy isn’t just about planning. It’s about building momentum through action. 🚀

Learning strategies fail for one simple reason: They measure activity, not impact. Course enrollments. Completion rates. Smile sheets. Hours spent learning. These numbers are easy to track, but they don’t tell you if learning is actually working. The real question is different: 👉 Are learners applying what they learned? 👉 Are they reaching skills faster? 👉 Is performance actually improving after training? That’s where learning strategy metrics become powerful. When you track the right signals, like knowledge retention, behaviour change, and time to competence, measurement stops being reporting for reporting’s sake. It becomes a tool to improve learning programmes continuously. Training isn’t just about delivering content. It’s about creating measurable progress for learners. That’s what the right metrics help you see. 📊

Growing a training business is one thing. Scaling it is another. Most training founders hit a ceiling, not because their training isn't good, but because the systems around it can't keep up. More learners, more admin, more tools, more chaos. That's exactly what the (online) Business of Training Accelerator by Inmisceo is built to fix. It's a 6-month programme for training business founders who are ready to scale, built around four things: scalable course design, a proven sales and marketing strategy, a training ROI framework, and a network of non-competing founders who get it. Since 2018, Inmisceo has helped 150+ training providers reach 1.5 million learners and add tens of millions in revenue. The results speak for themselves. aNewSpring is proud to be the technology partner powering this accelerator. If scaling your training business is the goal for 2026, this is the programme to get you there. Places are limited to 15 companies. If this speaks to you, don't wait! More information here 🔗 https://lnkd.in/eF3kBQqU Jan Jilis van Delsen Aritrika Karmakar Maryam Abdulkadir

Why good content isn't enough ❌ Many academies are built with real passion. Experts pour in time, knowledge and care. But great content on its own doesn’t guarantee great learning. What we often see? Learning journeys that are identical for everyone, even though the audiences are different. Modules where you mostly click “next”, with the occasional knowledge check thrown in. Interaction without clear purpose. Courses that feel like a digital textbook. The result is what we call 'zombie learning': people finish the modules, but nothing really changes in practice. Strong learning design makes the difference. It brings: 🟦 Clear behavioural goals 🟦 A logical structure 🟦 Continuous activation 🟦 An explicit link to day-to-day work 🟦Alignment with organisational objectives Without structure, even outstanding content struggles to make a real impact.

What a way to represent aNewSpring. 🇿🇦 Eva Spekman and Robbert Ladan are at Learning Indaba 2026 in South Africa, surrounded by learning professionals who care deeply about growth, impact, and better outcomes through learning. Hosted by our fantastic partners at New Leaf Technologies, Learning Indaba brings together HR Managers, Instructional Designers, Educators, and L&D specialists who all share a genuine passion for learning. Eva and Robbert took the stage to talk about a topic close to our hearts: the real ROI of modern learning. Not just learning for the sake of learning, but learning that helps organisations: 👉 save time 👉 improve performance 👉 prove impact 📸 Swipe through the photos to catch a glimpse of the energy at Learning Indaba. #LearningIndaba2026 #LearningAndDevelopment #EdTech #LearningDesign

Learning projects rarely stall because people don’t care. 👀 They stall because no one is quite sure who owns what. Tasks bounce between team members. Decisions take longer than expected. Everyone assumes someone else is handling it. Many teams think the solution is restructuring. Usually, it’s much simpler than that: clear ownership. A tool like a RASI responsibility matrix can already bring clarity: R – Responsible A – Accountable S – Supporting I – Informed One key rule: every task should have one accountable owner. 💪 When ownership is clear, learning projects move faster and teams spend far less time in the “who’s doing this?” loop.

Creating learning content is only half the work. Turning that content into engaging learning experiences, microlearning, articles, videos, blended programmes, often requires a lot of extra steps. Different formats. Manual structuring. Rebuilding the same content again and again. That’s why we're happy to work with PublishOne! With this integration, content creators can simply work in Microsoft Word, while PublishOne structures the content behind the scenes and prepares it for use in aNewSpring. From there, you can quickly turn one source into: 👉 E-learning modules 👉 Microlearning with video and quizzes 👉 Full blended learning programmes The result: less manual work, more reuse, and faster creation of high-quality learning experiences. If you’re creating large volumes of learning content, structured authoring can make a big difference. Learn more about PublishOne in aNewSpring 👇 https://hubs.la/Q045HbjV0

It feels like something fundamental is shifting in L&D. The 2026 Global Sentiment Survey is being called the most significant in 13 years, not because it highlights one dramatic change, but because the old patterns no longer seem to apply. AI is a major factor, compounded by economic uncertainty, war and unrest. The result is a high-pressure environment for organisations. Respondents used more words than ever to describe their biggest challenge in 2026. And notably, AI isn’t reducing stress, it’s increasing it. What felt like progress in 2025 now seems more like a false dawn. For training providers, this context matters. Upskilling and reskilling are more important than ever. Not as a trend. But as a necessity. If roles are shifting and the future of work is being reshaped by AI, companies need partners who can help them continuously develop their people, at scale, and with clear impact. That’s where training providers can step in. The opportunity isn’t just to offer more content. It’s to help organisations build adaptable learning ecosystems that support ongoing upskilling and reskilling, no matter how the landscape shifts. What changes are you seeing in the demand for upskilling and reskilling in your market? Download the full report: https://lnkd.in/ekD95B2z Donald H Taylor #GSS26 #upskilling #reskilling #learninganddevelopment

Great content alone doesn’t guarantee great learning. You can have the best modules, videos, and assignments… But if learners feel lost, overwhelmed, or unsure of their progress, motivation drains fast. That’s why the learner experience is so critical. Learner experience is about how learning feels: 👉 Do learners know where they are? 👉 Do they understand what’s expected? 👉 Do they feel progress and momentum? When the experience isn’t clear, learners spend their energy navigating instead of learning. Cognitive load goes up. Engagement drops. Drop-off follows. A strong learner experience does the opposite: ✔️ Helps learners get started faster ✔️ Keeps them oriented across multiple courses ✔️ Makes progress visible and motivating ✔️ Encourages them to come back At aNewSpring, we see learning as a journey, not a loose collection of activities. A well-designed journey removes friction. Learners don’t have to guess, hesitate, or build their own structure. And when blended learning is done right, online and offline thoughtfully connected, it becomes one seamless experience that supports both learners and trainers. Clarity isn’t a “nice to have.” It’s essential for effective learning.