Building a Learning Organization for a VUCA World

One thing I think the Learning & Development world needs to talk about more: Not every performance issue is a training issue. Sometimes the real problem is: • unclear communication • outdated processes • systems that create friction • or information buried in 14 different places no one can find As L&D professionals, we can build beautiful courses, engaging CBTs, polished facilitator guides, and interactive learning experiences… but if the environment around the learner is broken, training alone will not fix the outcome. Some of the best impact I’ve seen has come from: ✔ simplifying workflows ✔ creating better feedback loops ✔ improving knowledge accessibility ✔ partnering with leadership ✔ and reducing unnecessary complexity Learning design is not just about creating content anymore. It is about improving performance, experience, and clarity across the organization. Curious what others think: What is one “non-training” problem you’ve seen that was actually hurting performance the most? 👀 #LearningAndDevelopment #InstructionalDesign #LearningExperienceDesign #OrganizationalDevelopment #Elearning #LeadershipDevelopment #PerformanceConsulting #LXD #CorporateTraining #FutureOfWork

Flexible learning is no longer optional. Today’s workforce expects: 
• On-demand
• Mobile
• Blended learning Organizations that adapt will retain talent. Learn more: https://lnkd.in/eu73i7Zf #FlexibleLearning #FutureOfWork #Leadership #Upskilling #DigitalLearning

Launching a new LMS often feels like steering a ship through a storm one wrong move can turn excitement into chaos. Many top e-learning companies have faced this challenge head-on and learned that preventing LMS launch disasters is less about flawless tech and more about smart preparation. 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝗨𝘀𝗲𝗿 𝗝𝗼𝘂𝗿𝗻𝗲𝘆𝘀: Success depends on understanding how learners will actually interact with the system every day. 𝗔𝗹𝗶𝗴𝗻 𝗦𝘁𝗮𝗸𝗲𝗵𝗼𝗹𝗱𝗲𝗿𝘀 𝗘𝗮𝗿𝗹𝘆: When everyone from IT to HR moves in the same direction, launches run smoother. 𝗨𝘀𝗲 𝗔𝗱𝗮𝗽𝘁𝗶𝘃𝗲 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗣𝗿𝗶𝗻𝗰𝗶𝗽𝗹𝗲𝘀: Tailoring the experience increases adoption, engagement, and retention. 𝗦𝘁𝗮𝗿𝘁 𝘄𝗶𝘁𝗵 𝗗𝗮𝘁𝗮: Early analytics reduce risk by revealing issues before launch. Think of it like launching a new product: you wouldn’t wait for feedback only after release. The same applies to LMS platforms early, small tests can prevent major headaches later. #DigitalLearning #eLearning #WorkplaceLearning #Leadership #FutureOfWork #LMS

Online Learning Isn’t the Future — It’s Right Now Today’s online learning sessions are no longer “nice to have.” They’re powerful, interactive spaces where leaders stretch, teams connect, and real behaviour change begins. Yesterday, I had the privilege to facilitate an online learning session on behalf of #PeopleUntapped for their client #HeywoodLtd, focused on how managers lead and imbed policies and processes, as part of their day job. and we bought it to life online. In this session, something stood out: When people feel safe, seen, and challenged — even through a screen — the learning becomes electric. 💡 Breakthrough moments 💬 Honest conversations 🤝 Collaboration across teams ⚡ Skills that managers can apply The format may be virtual, but the impact is absolutely real. If you’re still thinking online learning is passive or impersonal, you’re missing what modern facilitation can do. With the right design, the right energy, and the right tools, online sessions become: ✨ Engaging ✨ Human ✨ Practical ✨ Transformational I’m curious — what’s the BEST online learning experience you’ve ever had, and what made it work? Let’s share ideas and raise the bar together. #managementdevelopment #onlinelearning

Why do organizations spend millions on training… yet still struggle with execution? Because people rarely fail from lack of training. They fail because learning never became part of the way work actually happens. Employees attend workshops, They feel inspired for a few days. Then deadlines, pressure, and daily routines take over — and most of the learning fades. The organizations that truly build capability do something differently: • they connect learning to real business challenges • they encourage learning through collaboration and feedback • they create space to apply knowledge directly at work That is the real meaning behind the 70:20:10 model: it's that real growth happens mostly through experience and collaboration — not classrooms alone. The strongest learning cultures are not the ones delivering the most training hours. They are the ones where learning continuously improves execution, adaptability, and decision-making every day. Maybe the future of Learning & Development is not about “more training” at all. Maybe it is about building organizations where learning becomes part of everyday work and culture. What do you think is the biggest reason training programs fail to create lasting impact? #LearningAndDevelopment #LeadershipDevelopment #OrganizationalDevelopment #FutureOfWork #CapabilityDevelopment #LearningCulture

What does a strong capacity-building solution look like today? It's not just about training—it's about change. A strong capacity-building program must go beyond traditional methods. It should blend flexibility with real-world application, empowering learners to apply new skills immediately. It needs to be adaptable to diverse learning preferences and accessible anytime, anywhere. Consider the elements that make this possible: • Competency-based learning that targets specific skills and measurable outcomes • Blended delivery methods combining in-person, virtual, and self-paced online learning • Continuous feedback loops and mentorship to reinforce growth • Use of real-world scenarios and simulations to deepen practical understanding • Lifetime access to resources for ongoing development Take, for example, Accordemy®'s Training of Trainers program. It offers a tiered learning path from foundational skills to master-level facilitation, ensuring trainers evolve with their organizational needs. Participants leave ready to lead impactful sessions that drive performance. For organizations, investing in such solutions means scalable internal expertise, improved staff performance, and measurable business impact. For individuals, it means gaining confidence and capability to contribute meaningfully in their roles. In today's fast-changing world, capacity building must be strategic, inclusive, and future-focused. It's about equipping people not just to learn, but to lead. Ready to change your training approach? Let's start the conversation. Comment "Empower" to learn more. #corporatetraining #accordemy #professionaldevelopment #training #womeninleadership #trainingoftrainers #certifiedtrainer #learninganddevelopment #capacitybuilding #onlinetraining #inpersontraining

80% of your L&D budget is funding 10% of the learning. That's the quiet crisis happening in most organizations right now. The 70-20-10 framework has been around for decades, yet most L&D programs still operate as if formal training is where capability is built. It isn't. Here's where learning actually happens at work: → 70% Experience — Stretch assignments, real problems, challenging projects. This is where capability is built. → 20% Exposure — Mentoring, coaching, peer feedback, observing others in action. → 10% Education — Courses, workshops, eLearning modules. The disconnect is brutal: the 70% that drives performance is often left completely unsupported, while we obsess over polishing the 10%. Three shifts that change everything: 1️⃣ Design stretch assignments alongside the course. Pair every module with a real on-the-job challenge. The course teaches it; the assignment makes it stick. 2️⃣ Build manager check-ins into the rollout. A 15-minute coaching conversation 7 days post-training beats a 2-hour refresher course. Every. Single. Time. 3️⃣ Make the 10% short, sharp, and reusable. Modular, SCORM-ready content in 5–7 minute chunks — ready when the moment of need actually shows up. The goal isn't more training. It's better-designed learning ecosystems that meet people where the work happens. If you're rethinking how your L&D investments translate into real performance, I'd love to chat. We help L&D leaders design programs that move beyond completion metrics and into measurable capability. Book a free strategy call: 👉 https://lnkd.in/gT3bqzP9 What's one shift you've made in your L&D strategy that actually moved the needle? Drop it in the comments. 👇 #LearningAndDevelopment #LDStrategy #InstructionalDesign #WorkplaceLearning #TalentDevelopment #CorporateLearning #eLearning #HRLeaders #ChiefLearningOfficer

Most training programs don’t fail because of poor content. They fail because 𝐰𝐞 𝐦𝐞𝐚𝐬𝐮𝐫𝐞 𝐭𝐡𝐞 𝐰𝐫𝐨𝐧𝐠 𝐭𝐡𝐢𝐧𝐠𝐬. For decades, corporate L&D has relied on the 𝐊𝐢𝐫𝐤𝐩𝐚𝐭𝐫𝐢𝐜𝐤 𝐌𝐨𝐝𝐞𝐥— a simple, powerful framework with 4 levels: 👉 Reaction – Did learners like it? 👉 Learning – What did they learn? 👉 Behavior – Are they applying it? 👉 Results – Did it impact business outcomes? It became famous for a reason: ✔ Easy to understand ✔ Easy to implement ✔ Easy to communicate to leadership But here’s the catch… In today’s performance-driven workplaces, 𝘋𝘪𝘥 𝘵𝘩𝘦𝘺 𝘭𝘪𝘬𝘦 𝘪𝘵? is no longer enough. This is where the 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐓𝐫𝐚𝐧𝐬𝐟𝐞𝐫 𝐄𝐯𝐚𝐥𝐮𝐚𝐭𝐢𝐨𝐧 𝐌𝐨𝐝𝐞𝐥 (𝐋𝐓𝐄𝐌) comes in. LTEM expands evaluation into 𝟖 𝐥𝐞𝐯𝐞𝐥𝐬, breaking down the learning journey into actionable stages: From ➡ Attendance → Activity → Perception to ➡ Knowledge → Decision → Task → Transfer → Effects 💡 The shift is subtle—but powerful: Kirkpatrick asks: 👉 𝘋𝘪𝘥 𝘵𝘳𝘢𝘪𝘯𝘪𝘯𝘨 𝘸𝘰𝘳𝘬? LTEM asks: 👉 𝘞𝘩𝘦𝘳𝘦 𝘦𝘹𝘢𝘤𝘵𝘭𝘺 𝘥𝘪𝘥 𝘭𝘦𝘢𝘳𝘯𝘪𝘯𝘨 𝘴𝘶𝘤𝘤𝘦𝘦𝘥—𝘰𝘳 𝘣𝘳𝘦𝘢𝘬 𝘥𝘰𝘸𝘯? And that changes everything. Because now you can: ✔ Diagnose learning gaps precisely ✔ Design better learning experiences ✔ Ensure real on-the-job application ✔ Move from 𝙡𝙚𝙖𝙧𝙣𝙞𝙣𝙜 𝙚𝙫𝙚𝙣𝙩𝙨 → 𝙥𝙚𝙧𝙛𝙤𝙧𝙢𝙖𝙣𝙘𝙚 𝙤𝙪𝙩𝙘𝙤𝙢𝙚𝙨 🚀 Here’s the reality in corporate L&D today: • Kirkpatrick helps you 𝐭𝐞𝐥𝐥 𝐭𝐡𝐞 𝐢𝐦𝐩𝐚𝐜𝐭 𝐬𝐭𝐨𝐫𝐲 • LTEM helps you 𝐛𝐮𝐢𝐥𝐝 𝐭𝐡𝐞 𝐢𝐦𝐩𝐚𝐜𝐭 𝐢𝐭𝐬𝐞𝐥𝐟 The smartest L&D teams are not choosing one over the other. They’re using both. 👉 LTEM to design and improve 👉 Kirkpatrick to communicate and justify Because at the end of the day… 𝐈𝐟 𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠 𝐝𝐨𝐞𝐬𝐧’𝐭 𝐭𝐫𝐚𝐧𝐬𝐟𝐞𝐫, 𝐢𝐭 𝐝𝐨𝐞𝐬𝐧’𝐭 𝐦𝐚𝐭𝐭𝐞𝐫. #LearningAndDevelopment #CorporateTraining #LTEM #KirkpatrickModel #LearningImpact #InstructionalDesign #Upskilling #PerformanceImprovement #LearningStrategy #ROI #WorkplaceLearning #ThoughtLeadership

Most companies can tell you how many courses their employees completed. Far fewer can tell you what that learning actually changed. This article dives into why traditional L&D lives in a silo and how a business-first approach connects skills, training, and performance outcomes in a way leadership can finally stand behind. It’s a clear case for why learning needs to earn its seat at the table. Learn more at schoox.com #LearningImpactSuite #LearningAndDevelopment #FrontlineFirstLearning #AIEngineeredLearning #Schoox

Learning doesn’t happen on slides — it happens in the room. As a Learning & Development facilitator, my role goes far beyond delivering content. Real impact happens when people: ✔ Feel safe to challenge their thinking ✔ Can connect learning to their real role ✔ Leave the room knowing exactly what they’ll do differently For me, facilitation is about creating the conditions for change. That means: Designing learning that is relevant, practical, and engaging, Asking the right questions — not giving all the answers, Helping individuals reflect, practise, and commit to action, Turning theory into behaviour, and behaviour into results. Whether I’m supporting new leaders, developing teams, or facilitating organisational change, my focus is always the same: learning that shifts mindset, builds confidence, and improves performance. I believe the best facilitators don’t “deliver training” — they 👉 enable insight 👉 support growth 👉 and help people realise what they’re capable of If you’re looking for learning that feels real, impactful and human, I’d love to connect. #LearningFacilitator #LearningAndDevelopment #AdultLearning #FacilitationSkills #WorkplaceLearning #LeadershipDevelopment #MakingLearningStick