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Brittany Gooding is a content marketer, devoted mom, and storyteller. With a Bachelor's in Communication and pursuing a Master's, she shapes the future of learning through impactful narratives.

Brittany Gooding

A skills signal is credible evidence that someone can apply a skill. 

From Skills Gaps to Skills Signals: How Visibility Builds Readiness

Skills are the new currency of work. The organizations that treat them as the centerpiece of learning will be the ones best prepared to adapt, grow, and lead in the years ahead.

How to Make Skills the Centerpiece of Your Learning Strategy

With AI embedded in the right technology, sales enablement leaders can prove that training improves performance. 

AI for Sales Enablement: Practical Uses That Work Now

AI makes personalization achievable at scale, but the challenge is designing pathways that evolve with people rather than stopping at completion.

AI for Personalized Pathways: Learning That Evolves With You 

For years, corporate training platforms were built to deliver content. Upload the course, assign it to learners, mark completion, and move on. But in 2025, that approach won’t cut it anymore.Learning leaders are expected to do far more than distribute information. You’re being asked to prove business impact, keep pace with skills disruption, and engage busier and more discerning learners than ever. Your role has shifted from administrator to strategist, and the tools you use need to keep up.That’s why the learning management system (LMS) you choose matters. The right platform doesn’t just host courses; it helps you shape a skilled, agile, and future-ready workforce. Here are five features to look for in an LMS to help you deliver on that promise.1. Role-Based Learning PathsOne-size-fits-all training wastes everyone’s time. New hires don’t need the same content as senior leaders. Contractors shouldn’t wade through courses designed for permanent staff. An LMS that supports role-based learning paths lets you design targeted, relevant, and consistent journeys without tripling your workload.For L&D professionals, this means you can stop reinventing the wheel for every team or department. Instead, you’re free to focus on aligning learning to business goals, confident that the system will handle the logistics of assigning the right content to the right people.2. AI-Powered InsightsExecutives aren’t impressed by completion rates. They want to know whether learning programs are helping people ramp faster, perform better, or stay longer. An LMS with AI-driven insights transforms data into a clear picture of how learning drives performance.This is what allows you to walk into the boardroom with confidence. Instead of defending your budget, you’re demonstrating workforce readiness, surfacing skills gaps before they become problems, and showing how learning directly drives performance.3. Mobile and Flexible Learning ExperiencesYour learners are juggling packed calendars and competing priorities. If training doesn’t fit into their reality, it won’t get done. That’s why flexibility matters. An LMS designed for today’s workforce supports learning anytime, anywhere, whether that’s mobile-first modules during a commute, asynchronous courses for distributed teams, or blended options for complex topics.For you, this isn’t just about convenience. It’s about engagement. When learning feels accessible and relevant, learners stick with it. And when they stick with it, your programs deliver the outcomes you’ve promised.4. Seamless Integrations With HR and Business SystemsYou didn’t get into L&D to spend your days managing spreadsheets. Yet for too many teams, manual enrollment and disconnected systems waste time and energy that should be spent on strategy. A modern LMS changes that.When your platform integrates directly with HRIS and CRM systems, enrollment happens automatically, data flows where it needs to, and reporting is streamlined. The result is less administrative overhead, more consistency across the organization, and more space for you to focus on designing programs that actually move the needle.5. Credentialing and Skills Validation“Completed” doesn’t mean “capable.” In an environment where skills gaps can slow productivity and derail growth, leaders need clear visibility into what their workforce can actually do. An LMS that supports credentialing—through digital badges, certificates, or role-specific pathways—gives you that clarity.For learners, these credentials act as milestones that motivate progress and prove value. For organizations, they provide a reliable signal of workforce readiness. For you, they’re evidence that the programs you’ve designed build real, transferable skills that matter in the workplace.The Bottom LineAs an L&D leader, every course you design is an investment in your organization’s future. To do that, you need tools that help you prove impact, scale programs efficiently, and meet learners where they are.The right LMS makes that possible. The right platform becomes the backbone of workforce growth, helping you build skills, demonstrate impact, and position learning as a growth engine.

5 LMS Features Every L&D Leader Needs in 2025

“Next learning challenge.” That’s how many organizations are approaching today’s pace of change. AI, automation, skill gaps, and evolving roles—these forces are transforming how work gets done. They’re also reshaping expectations on how people learn, grow, and deliver results. Training isn’t just about checking the box anymore. It’s about building the right skills at the right time and making sure learning fits into the flow of modern work.Traditional corporate learning models weren’t built for this. They assume time, predictability, and static roles. But today’s workforce needs something different: scalable programs that can flex across departments, keep up with job changes, and prove their value.Here’s how teams are making it happen.1. Start with skills that matterThe volume of training isn’t the problem. Misalignment is.Forward-thinking L&D teams are moving away from generic content libraries and toward skill-based learning pathways that reflect real roles and business outcomes. These aren’t static curricula; they’re responsive frameworks that evolve as workforce needs shift. They’re also using AI-powered insights to identify skills gaps and personalize learning for each role. That means learners aren’t just getting access to content—they’re getting the right content, aligned to their role, their pace, and their path forward.By defining clear role expectations and aligning learning to real outcomes, organizations are closing capability gaps faster, with less guesswork. Employees know what good looks like. Teams track what’s working. And leadership sees a direct line between training and performance.This shift doesn't just benefit learners. It aligns the entire organization around measurable growth.2. Design for the way people actually workThe average learner doesn’t have an hour. Sometimes, they don’t even have ten minutes. They’re juggling meetings, deadlines, and often caregiving or side gigs—wearing multiple hats across work and life.That’s why successful programs are modular, mobile, and adaptive. Think short bursts of targeted content, surfaced when they’re needed most. Think mobile access that works as well on a shop floor as it does in an office.Cohort-based models bring accountability. Self-paced tools offer flexibility. Personalized learning plans support growth at the right speed. And embedded support, like job aids and nudges, ensures training translates into action.This isn’t about attention spans. It’s about fitting into a learner’s reality.3. Make progress measurable and meaningfulThere’s growing pressure to prove the value of learning, not just through activity, but through outcomes.That’s why many teams are turning to platforms and processes that show skill development in motion. Real-time dashboards track proficiency. Hierarchical data structures connect performance back to business goals. Leaders get clarity on where to invest and why it’s working.This visibility isn’t just about optics. It empowers smarter decisions, faster pivots, and long-term alignment between talent strategy and company performance. Teams can track learning outcomes and engagement in real time, using those insights to guide future investments and improve program effectiveness.When outcomes are clearly linked to learning, it becomes a powerful lever for growth.4. Streamline the delivery, not just the contentScaling effective learning across teams, departments, and geographies takes more than good intentions. It takes infrastructure.Disconnected systems, manual tracking, siloed LMS tools, and duplicative processes waste time and erode consistency. Many teams are replacing them with unified ecosystems that connect learning, HR, and performance tools. This cuts down on friction and frees up capacity for strategy.With smart integrations and automation, it becomes easier to launch, track, and optimize programs without getting buried in logistics.The result? Less admin. More impact.Redefine what workforce learning looks likeThis isn’t about tweaking old programs. It’s about building systems that grow with your organization, designing learning that adapts to how people work today, and tying development directly to results that matter.The stakes are high. But so is the opportunity.Right now, teams across industries are helping define what modern workforce learning can be. And they’re setting the pace for what’s next.

4 Ways to Rethink Workforce Learning for Agility and Impact

Learning and development teams have never had more tools at their disposal—platforms, content libraries, microlearning apps, AI—you name it. Yet, familiar challenges persist: skills gaps remain stubbornly wide, and learners are often disengaged or overwhelmed.Here’s a thought: maybe it’s not the tools. Maybe it’s the way we think about learning itself.Most traditional approaches treat learning as a series of one-off events. You take a course. Check a box. Move on. But in the real world, growth doesn’t happen in tidy modules. It happens in messy, interconnected moments—through feedback, collaboration, trial and error, and the occasional brilliant failure.That’s why the real opportunity for L&D isn’t just to provide more training. It’s to design better learning systems.What Systems Thinking Looks Like in L&DSystems thinking means viewing learning not as an end product, but as a continuous, connected process embedded across the organization. It involves designing touchpoints, feedback loops, and contextual supports that reinforce behavior change over time.Key elements of a learning system include:Manager-led feedback and coachingEmbedded just-in-time contentPeer learning and knowledge-sharing ritualsOn-the-job experimentation with reflection opportunitiesPerformance metrics aligned with learning goalsThis doesn’t mean formal training goes away. It means training becomes one part of a broader, more interconnected system.Why This Shift Matters (Now More Than Ever)Today’s workplace is fast, distributed, and constantly evolving. The half-life of skills is shrinking, and new priorities show up seemingly overnight. Under these conditions, L&D can’t just keep building more content. That model doesn’t scale, and it doesn’t stick.What’s needed is an environment where learning is:Agile, so it can respond to changeEmbedded, so it fits naturally into the flow of workSustainable, so it supports continuous growth without causing burnoutA systems approach delivers on all three by connecting learning to work, people to each other, and development to performance.How to Start Thinking Like a Systems DesignerYou don’t need a new tech stack or a six-month strategy sprint to begin this shift. What you need is curiosity—and a willingness to zoom out.Start here:Map the employee experience. Where does learning naturally occur? (Think onboarding, team meetings, performance reviews, project launches.)Audit learning touchpoints. Are your tools reinforcing one another or operating in silos?Build feedback loops. Application, feedback, and reflection should be baked into every learning moment.Measure what matters. Stop obsessing over attendance. Start tracking behavior change, team performance, and business impact.Partner with managers. Their feedback, coaching, and insight make them key drivers of learning on the ground.From Tactics to PerspectiveThese ideas aren’t a checklist; they’re a shift in perspective and a move away from isolated efforts toward something more connected, more contextual, and more enduring.Many teams are already heading in this direction, often without calling it “systems thinking.” They’re noticing where learning naturally happens, designing for what sticks, and making small changes that add up over time.It’s not about perfection. It’s about coherence. Because when learning experiences start to talk to each other across tools, teams, and touchpoints, the whole system gets smarter.See the System, Not Just the PartsMaybe the real opportunity isn’t adding more. It’s noticing what’s already there and connecting it with more intention. Even small shifts in how feedback is structured, content is surfaced, or performance conversations unfold can help build a more cohesive, responsive learning environment.That’s where systems begin. And often, that’s where the real learning lives.So, here’s a simple prompt to take with you: Where is learning already happening in your organization, and what would it look like to support it like a system?You don’t need to have all the answers. However, asking the right questions might be the most important first step.

Learning Is a Process, Not an Event

You can’t build tomorrow’s learning program on yesterday’s infrastructure. Whether you’re training internal teams or educating external audiences like customers or members, the goal isn’t just to “keep up;” it’s to stay ahead. That means building a program that scales without breaking, adapts without rework, and delivers measurable value at every growth stage.If your current training program feels stuck in the past (or in spreadsheets), you’re not alone. But scaling isn’t just about making things bigger. It’s about making them better. Here’s what separates scalable learning programs from the ones that stall out.Designed for Flexibility, Not Just FunctionalityA rigid learning program might check boxes today, but will it hold up next quarter? Next year? Or when you onboard twice as many learners?Scalable programs are built with flexibility at the core. That means modular, reusable content that can easily be tailored by audience, role, or skill level. Instead of locking knowledge into a 60-minute webinar, you can break it into microlearning modules that slot into different learning paths.And don’t underestimate the value of interoperability. A program that “plays well with others” (whether that’s HR platforms, CRMs, or credentialing systems) is more likely to scale without rework or technical debt. Flexibility isn’t just about convenience; it’s your insurance policy against constant reinvention.Learner Experience Comes First (Always)You could have the most sophisticated learning platform on the planet, but learners won’t stick around if it’s hard to navigate.A scalable program puts the learner experience at the center. That includes intuitive navigation, mobile accessibility, clear content progression, and interactive elements that drive engagement. (No offense to static PDFs, but they’re not exactly binge-worthy.)And let’s talk about personalization. Scalable learning programs offer pathways that adjust to each learner’s goals and knowledge level. If someone’s already nailed the basics, let them skip ahead. If they need extra help, give them targeted content. The goal is to help learners succeed faster, not slog through irrelevant material just to hit a “completion” bar.Data Isn’t Just Nice to Have—It’s NonnegotiableIf you’re still gauging program success by the number of people “logged in,” it’s time for an upgrade.Scalable learning programs use data to measure not just activity but impact. They track knowledge retention, course effectiveness, skill progression, and business outcomes, like reduced onboarding time or improved customer satisfaction.This data empowers your teams to iterate in real time. Noticing a drop-off in a certain module? Optimize the content. Seeing a spike in demand for a specific skill? Build a new learning path. When your program is data-informed, it’s no longer reactive—it’s strategic.Technology That’s Built to Scale With YouSpoiler: not all learning platforms are created equal. Choosing the wrong tech stack can feel like upgrading a flip phone with an app store.A scalable program is built on technology that grows with your organization. That means open APIs, customizable workflows, native integrations, and a vibrant partner ecosystem. Whether layering on credentialing, integrating video learning, or expanding into new audiences, your tech shouldn’t hold you back.Equally important? Administrative ease. Your learning ops team should be able to manage content, users, reporting, and integrations without needing a developer on speed dial.Supports Internal AND External Training at ScaleYour organization likely has more than one audience to train. Employees, contractors, customers, channel partners, members, you name it. Too often, companies build a separate system for each, leading to silos, redundant content, and (let’s be honest) a support nightmare.A truly scalable program supports multiple audiences within one platform, with role-based access, custom branding, and personalized learning paths: one system, multiple audiences, zero chaos.This is especially valuable for organizations that generate revenue from education. If your learning program drives business growth, it needs to scale like any other revenue engine with visibility, control, and flexibility baked in.Final Thought: Scaling Is a Mindset, Not a MilestoneThe reality is that no learning program is ever “done.” Business needs evolve, technology shifts, and learner expectations keep rising. A scalable, future-ready learning program is one that adapts to all of it without starting from scratch every time.The organizations that succeed long term don’t just react to change—they design for it. They treat learning as a strategic function, prioritize the learner experience, and ask bold questions: Are we building for today, or preparing for what’s next?Interested in learning how to create e-learning content? ATD’s Articulate Storyline Certificate will show you how to use this powerful tool to create innovative, interactive e-learning content.

Future-Proofing Your Learning Program: 5 Traits of Scalable Success

Why do people stay?Talent and development leaders are asking this question with increasing urgency. Traditional incentives—like salary, benefits, and job security—aren’t enough to retain top talent in a workplace transformed by flexibility, rising expectations, and shifting values.What’s emerging in their place is something both timeless and timely: growth.Employees are staying where they feel supported, challenged, and continuously developed. In short, training is becoming one of the most effective retention strategies available today.The Promise of GrowthEmployees are more likely to remain with organizations that invest in their futures. When individuals see clear pathways to develop their skills and advance their careers, they’re not just more engaged; they’re more loyal.In fact, according to a recent Gallup and Workhuman report, 60 percent of employees upskill to perform their current job more effectively, and 51 percent view skill development as an opportunity for personal growth. Strikingly, only 4 percent learn new skills specifically to switch jobs. These numbers reveal a powerful insight: most employees don’t want to leave—they want to learn. When organizations create space for meaningful development, they tap into that desire and foster lasting commitment in return.Learning has evolved from a benefit into a message. One that says: We see your potential, and we’re ready to invest in it.From One-Off to Always-OnThe concept of training as a perk, as something that happens once a quarter or once a year, is quickly becoming outdated. Today’s workforce expects more: on-demand access, customized learning paths, and real alignment between training and real-world impact.Learning shouldn’t feel like a detour from work. It should feel like a natural extension of it.This is where modern educational technology has transformed what’s possible. Learning management systems (LMS) and other edtech platforms now allow organizations to deliver scalable, accessible, and personalized learning experiences that reach people wherever they are—physically and professionally.It’s not about checking boxes. It’s about creating momentum.Training as a Culture BuilderMore than a tool for skill-building, training reinforces organizational culture.When learning is prioritized, it signals that development is a shared value. When it’s celebrated, it becomes contagious. People begin to talk about what they’re learning, share insights with colleagues, and contribute more meaningfully to their teams.This culture of learning supports individual growth and anchors retention. It makes employees feel seen, supported, and part of something purposeful.Reframing the ROIToo often, training is viewed as a cost rather than a contributor to retention. But the economics tell a different story.Replacing a single employee can cost up to twice their annual salary when accounting for recruitment, onboarding, and lost productivity. The human costs—team disruption, institutional knowledge loss, and lowered morale—can be just as significant.Investing in learning helps retain talent, yes. But it also builds organizational agility, deepens leadership pipelines, and enhances performance across the board.Seen through this lens, training isn’t a cost center. It’s a retention engine.Building a Retention-Driven Learning StrategyFor talent leaders looking to make learning their edge in retention, here are a few strategic actions to consider:Start by listening. Ask your workforce what skills they want to develop and why. Then, co-create pathways that reflect their goals and your strategic priorities.Make growth visible. Link learning to advancement opportunities, internal promotions, and project ownership. Show that it leads somewhere.Empower people managers. Provide them with tools and support to guide career conversations and champion learning within their teams.Use data with depth. Go beyond course completions to track engagement, application, and movement. Identify what’s working and iterate.Foster a culture of sharing. Encourage employees to teach others, present insights, and take pride in their development.These actions create momentum—and momentum builds commitment.Where Learning Leads, Retention FollowsPeople stay where they grow. They stay where learning is valued, their development is prioritized, and their aspirations are taken seriously. When woven into the fabric of the employee experience, training doesn’t just build skills. It builds trust. And in today’s competitive talent landscape, trust may be your most valuable asset.

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