Organizational Learning Strategies
Organizations are shifting from episodic training to continuous capability building, embedding learning into the flow of work to drive adaptability, resilience, and strategic growth.
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No Evidence, No Adoption: Why Capability Frameworks Stall After Launch
Capability frameworks take months to build. They get signed off, rolled out, used for one review cycle, and then they go quiet. Managers stop referencing them. Employees don’t open their plans again. The framework becomes a system nobody visits. Design is not what went wrong. What separates the frameworks that are embedded from the ones that quietly die, is whether they produce tangible results. An assessment finds a gap. The gap becomes a plan the employee owns. The plan becomes targeted learning. Run it once and it is an exercise. Run it again against the same standard to yield results.…
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A Conversation with Egle Vinauskatie: What L&D Needs to Become in the Age of AI
As generative AI reshapes how people work, learn, and perform, L&D teams are facing important questions about their role and value. In this interview, Egle Vinauskaite, Strategic Advisor, AI in L&D, at Nodes, discusses the people side of AI transformation, the changing value of content, and the commercial thinking learning professionals need to develop. She also offers a preview of the session she will lead at DevLearn, based on new research into how L&D professionals are using AI. Q: What does your current role look like? A: I advise organizations on the people side of AI transformation, and I’m particularly…
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The Content Boom Is Coming. Is Learning Operations Ready?
The next era of learning will not be defined by how much we can create, but by how we decide what is worth creating.
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As AI Reshapes Work, Are We Developing the Judgment It Demands?
If organizations increasingly need people to contribute judgment and critical thinking, those capabilities cannot remain aspirations attached to the AI productivity story. L&D can help ensure that as AI changes the work, people are still developing the judgment to do what matters most.
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Beyond the FAQ: How Customer Education Creates Lasting Value
Mark Oehlert, Director of Customer Education at Qualtrics, has worked across internal L&D, government training, and customer-facing education. In this interview, he discusses what changes, and what remains the same, when your learners are customers, why customer education metrics can provide a sharper view of impact, and how organizations can move beyond quick answers to create learning experiences that drive deeper engagement and value. He also previews his DevLearn 2026 session on what internal L&D teams can learn from customer education, and vice versa. Q: How did you get your start in learning and development? A: Yeah, you know, pretty…
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Designing a 10-Minute First-Witness Safety Drill for Busy Teams
A 10-minute first-witness drill is short enough to repeat, concrete enough to remember, and humble enough to stay within the boundaries of formal training and emergency policy. The result is not a heroic promise. It is a calmer first minute.
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Designing Interactions That Drive Learning, Not Just Engagement
Great interactions do more than keep learners clicking; they help learners think, decide, practice, and apply. In this webinar, we’ll explore how instructional designers can move beyond interactions that simply add visual interest and instead create experiences that support meaningful learning outcomes. Through practical examples, discover how to design interactions that encourage active participation, reinforce key concepts, provide purposeful feedback, and give learners opportunities to practice skills in context. By the end of the webinar, you will be able to:
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Using Targeted Universalism to Find Hidden Barriers in eLearning
One goal can have more than one path. Sometimes better learning design begins by noticing who the path was built for.
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Social Learning in a Skills-Based Economy
The future of L&D may depend less on producing more content and more on designing learning systems that combine content, practice, feedback, social support, and trust.
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What Workplace Friction Teaches Us About Leadership
The goal isn’t less workplace friction but a better understanding of what the friction is telling us…. Ask where the friction is coming from, what it might be revealing, and whether the solution belongs with the individual, the relationship or the system.