Strategies for Training in a Hybrid Workplace

📈 Unlocking the True Impact of L&D: Beyond Engagement Metrics 🚀 I am honored to once again be asked by the LinkedIn Talent Blog to weigh in on this important question. To truly measure the impact of learning and development (L&D), we need to go beyond traditional engagement metrics and look at tangible business outcomes. 🌟 Internal Mobility: Track how many employees advance to new roles or get promoted after participating in L&D programs. This shows that our initiatives are effectively preparing talent for future leadership. 📚 Upskilling in Action: Evaluate performance reviews, project outcomes, and the speed at which employees integrate their new knowledge into their work. Practical application is a strong indicator of training’s effectiveness. 🔄 Retention Rates: Compare retention between employees who engage in L&D and those who don’t. A higher retention rate among L&D participants suggests our programs are enhancing job satisfaction and loyalty. 💼 Business Performance: Link L&D to specific business performance indicators like sales growth, customer satisfaction, and innovation rates. Demonstrating a connection between employee development and these outcomes shows the direct value L&D brings to the organization. By focusing on these metrics, we can provide a comprehensive view of how L&D drives business success beyond just engagement. 🌟 🔗 Link to the blog along with insights from other incredible L&D thought leaders (list of thought leaders below): https://lnkd.in/efne_USa What other innovative ways have you found effective in measuring the impact of L&D in your organization? Share your thoughts below! 👇 Laura Hilgers Naphtali Bryant, M.A. Lori Niles-Hofmann Terri Horton, EdD, MBA, MA, SHRM-CP, PHR Christopher Lind

A blend is usually best. My approach to designing class sessions centers on designing for the learning, not the learner. Though this may be an unpopular instructional philosophy, I find it yields strong, lasting gains. Of course, learners must have adequate prior knowledge, which you can ensure through thoughtful placement and pre-training. This approach combines direct instruction with emotional, cognitive, and reinforcement strategies to maximize learning and retention. Each phase—from preparation to reinforcement—uses proven methods that reduce anxiety, build confidence, and sustain motivation while grounding knowledge in ways that lead to deeper understanding and real-world application. Direct instruction methods (such as Rosenshine and Gagné) offer a structured framework to capture attention, clarify objectives, and reduce initial anxiety. Emotional engagement—connecting material on a personal level—makes learning memorable and supports long-term retention. Reinforcement strategies like spaced repetition, interleaving, and retrieval practice transform new information into long-term memory. These methods help learners revisit and reinforce what they know, making retention easier and confidence stronger, with automaticity as the ultimate goal. Grounding learning in multiple contexts enhances recall and transfer. Teaching concepts across varied situations allows learners to apply knowledge beyond the classroom. Using multimedia principles also reduces cognitive load, supporting efficient encoding and schema-building for faster recall. Active engagement remains critical to meaningful learning. Learners need to “do” something significant with the information provided. Starting with concrete tasks and moving to abstract concepts strengthens understanding. Progressing from simple questions to complex, experience-rooted problems allows learners to apply their knowledge creatively. Reflection provides crucial insights. Requiring reflection in multiple forms—whether writing, discussion, or visual work—deepens understanding and broadens perspectives. Feedback, feedforward, and feedback cycles offer constructive guidance, equipping learners for future challenges and connecting immediate understanding with long-term growth. As learners build skills, gradually reduce guidance to foster independence. When ready, they practice in more unpredictable or “chaotic” scenarios, which strengthens their ability to apply knowledge under pressure. Controlled chaos builds resilience and adaptability—then we can apply more discovery-based methods. Apply: ✅Direct instruction ✅Emotional engagement ✅Reinforcement strategies ✅Multiple contexts ✅Multimedia learning principles ✅Active, meaningful tasks ✅Reflection in varied forms ✅Concrete-to-abstract ✅Questions-to-Problems ✅Feedback cycles ✅Decreasing guidance ✅Practice in chaos ✅Discovery-based methods (advanced learners) Hope this is helpful :) #instructionaldesign #teachingandlearning

Learning and training is VERY difficult to get right. I'll prove it. Are you... - deriving knowledge/skill topics from performance standards? - building new learning on top of current knowledge (for everyone)? - guiding and maintaining their attention on the most important elements? - structuring learning to create correct conceptions? - providing enough repetitions while including variation? - facilitating ample retrieval practice? - designing realistic practice to apply new learning? - utilizing authentic feedback to simulate real-world consequences? - aligning training context to workplace contexts? - spacing out multiple repetitions through time? - persuading people about the importance of what they're learning? - facilitating goal/action planning (and supporting them afterwards)? - providing post-training support, reinforcement, and accountability? - ensuring the work environment supports transfer? ___ These are some of the most research-backed methods to ensure people learn and transfer that learning to the job. Without them in place, it's unlikely they'll learn enough or be capable of applying the new learnings to their job. This is not to say learning/training is not worth the investment... I'm just saying it's an investment. #salesenablement #learninganddevelopment

🛑 Stop building forgettable training! 💀 If your learners aren't retaining, your efforts are WASTED. What's ONE aggressive tactic you've used AFTER training to ensure knowledge doesn't vanish? Spill the tea! ☕ We often put so much effort into the initial training, but how much thought do we give to reinforcing learning and ensuring long-term retention? Is our focus misplaced? A student in my instructional design program recently shared a common frustration: "We had great CRM software training last month, but now it feels like I've forgotten everything and reverted to old habits." This scenario underscores a critical challenge in our field: the gap between training delivery and sustained knowledge application. The initial learning event, no matter how well-designed, is only the first step. True impact hinges on effective post-training reinforcement. My advice to the student focused on practical integration: short, weekly practice exercises; a collaborative online space for peer support; and the creation of personal "how-to" guides for immediate reference. The key is weaving learning into the daily workflow, making it a continuous process rather than a one-time event. Have you encountered this "knowledge fade" with your learners or colleagues? What concrete strategies have you found most successful in bridging the gap between training and real-world application? Share your actionable insights. #LearningRetention #SpacedRepetition #PerformanceSupport #InstructionalDesign

Last quarter I ran a hybrid workshop where our co-located team dominated the conversation and our remote colleagues went radio-silent. I realized my setup and approach (camera pointing in the room, no set meeting protocols) were effectively muting half the group. Studies show that without explicit turn-taking structures, remote participants speak up 30% less than in-room attendees. When you find yourself facilitating a hybrid meeting (of any length), consider these tips: ✅ Dual Facilitator Pairing: One in-room, one online. Each person watching for hand-raises and chat cues. ✅ Virtual First Round-Robin: Start each topic by asking a remote attendee for input first. ✅ Shared Digital Whiteboard: Everyone posts ideas in real time, no physical flipcharts. Give the virtual group the first chance to speak before going to the room. You’ll be surprised how quickly the energy shifts. What’s your hybrid meeting hack? Drop it below! 👇 #Facilitation #HybridWork #InclusiveMeetings #VirtualCollaboration #MeetingTips Sutey Coaching & Consulting ---------- 🎯 Want to elevate your hybrid meetings? Let's chat: https://lnkd.in/gGJjcffw

Recently, a client sought my expertise in revamping their leadership programming, transitioning from a fully synchronous series of classes to a more scalable and flexible approach. 🔍 Need Guidance? Here's the roadmap we navigated: ✅ Define Your Desired Outcome: Identify the purpose behind your leadership training. Is it to ensure compliance, disseminate information, provide entertainment, or foster engagement? Your answer shapes the ideal delivery method (note: "ideal" is key here). ✅ Motto: Pull Together, Push Apart: Tailor your approach based on the desired level of interaction. If it's about compliance or information sharing (the 'Push Apart' scenario), consider asynchronous, technology-driven methods like Loom videos or LMS classes. Reserve synchronous moments for activities that require employee buy-in, behavior change, or ownership ('Pull Together'). ✅ Prioritize Need over Structure: When opting for in-person or synchronous learning, ensure it aligns with specific needs such as: - Building relationships - Processing information interactively - Discussing or applying learning to real-world scenarios - Gaining diverse perspectives 📊 From onboarding to offsite events, training sessions, or town hall gatherings, make synchronous time more impactful by strategically integrating asynchronous learning. This not only enhances effectiveness but also streamlines the overall learning experience.

The split between in-person and digital learning is a faux choice. Pre-pandemic, I’d hear tech vendors tout that “classroom learning is dead.” Then, during COVID, we got a taste of L&D if that were true. Surprise. No one liked it. People craved interaction and collaboration. The minute organizations could congregate again, in-person L&D was back. I recently enjoyed chatting about IRL learning with Mike Martin, Founder of Praxis Learning. It’s not an either-or decision; they can and should coexist for maximum impact in modern L&D. Overindexing on either side could be a waste of time and resources. Mike points out that many organizations are myopic about what happens onsite for in-person learning. Then, when it’s over, everyone forgets about it. Mike says, “The mixed model is mixed model is where it’s at.” ▶️ Pre-work online 👥 In-person class 💻 Homework online It’s a holistic experience that crosses the online/offline continuum. The value is not in the medium. It’s the shared experience and learning from each other to drive outcomes. As a drummer, my favorite analogy is preparing for a gig. 1️⃣Study the music at home (HW). 2️⃣Practice together (in-person team learning).  3️⃣Practice some more (HW). 4️⃣Then play the gig (outcome). Bringing a large group of people from disparate geographies together is expensive. So, the key to successfully blending IRL and online is understanding how to maximize the time spent together in person. It’s more efficient for orientation learning to happen digitally. Whereas collaboration and interaction should take place in person. What’s your experience with in-person learning?

𝗠𝗲𝗮𝘀𝘂𝗿𝗶𝗻𝗴 𝘁𝗵𝗲 𝗜𝗺𝗽𝗮𝗰𝘁 𝗼𝗳 𝗬𝗼𝘂𝗿 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗣𝗿𝗼𝗴𝗿𝗮𝗺 📚 Creating a training program is just the beginning—measuring its effectiveness is what drives real business value. Whether you’re training employees, customers, or partners, tracking key performance indicators (KPIs) ensures your efforts deliver tangible results. Here’s how to evaluate and improve your training initiatives: 1️⃣ Define Clear Training Goals 🎯 Before measuring, ask: ✅ What is the expected outcome? (Increased productivity, higher retention, reduced support tickets?) ✅ How does training align with business objectives? ✅ Who are you training, and what impact should it have on them? 2️⃣ Track Key Training Metrics 📈 ✔️ Employee Performance Improvements Are employees applying new skills? Has productivity or accuracy increased? Compare pre- and post-training performance reviews. ✔️ Customer Satisfaction & Engagement Are customers using your product more effectively? Measure support ticket volume—a drop indicates better self-sufficiency. Use Net Promoter Score (NPS) and Customer Satisfaction Score (CSAT) to gauge satisfaction. ✔️ Training Completion & Engagement Rates Track how many learners start and finish courses. Identify drop-off points to refine content. Analyze engagement with interactive elements (quizzes, discussions). ✔️ Retention & Revenue Impact 💰 Higher engagement often leads to lower churn rates. Measure whether trained customers renew subscriptions or buy additional products. Compare team retention rates before and after implementing training programs. 3️⃣ Use AI & Analytics for Deeper Insights 🤖 ✅ AI-driven learning platforms can track learner behavior and recommend improvements. ✅ Dashboards with real-time analytics help pinpoint what’s working (and what’s not). ✅ Personalized adaptive training keeps learners engaged based on their progress. 4️⃣ Continuously Optimize & Iterate 🔄 Regularly collect feedback through surveys and learner assessments. Conduct A/B testing on different training formats. Update content based on business and industry changes. 🚀 A data-driven approach to training leads to better learning experiences, higher engagement, and stronger business impact. 💡 How do you measure your training program’s success? Let’s discuss! #TrainingAnalytics #AI #BusinessGrowth #LupoAI #LearningandDevelopment #Innovation

How do we measure beyond attendance and satisfaction? This question lands in my inbox weekly. Here's a formula that makes it simple. You're already tracking the basics—attendance, completion, satisfaction scores. But you know there's more to your impact story. The question isn't WHETHER you're making a difference. It's HOW to capture the full picture of your influence. In my many years as a measurement practitioner I've found that measurement becomes intuitive when you have the right formula. Just like calculating area (length × width) or velocity (distance/time), we can leverage many different formulas to calculate learning outcomes. It's simply a matter of finding the one that fits your needs. For those of us who are trying to figure out where to begin, measuring more than just the basics, here's my suggestion: Start by articulating your realistic influence. The immediate influence of investments in training and learning show up in people—specifically changes in their attitudes and behaviors. Not just their knowledge. Your training intake process already contains the measurement gold you're looking for. When someone requests training, the problem they're trying to solve reveals exactly what you should be measuring. The simple shift: Instead of starting with goals or learning objectives, start by clarifying: "What problem are we solving for our target audience through training?" These data points help us to craft a realistic influence statement: "Our [training topic] will help [target audience] to [solve specific problem]." What this unlocks: Clear metrics around the attitudes and behaviors that solve that problem—measured before, during, and after your program. You're not just delivering training. You're solving performance problems. And now you can prove it. I've mapped out three different intake protocols based on your stakeholder relationships, plus the exact questions that help reveal your measurement opportunities. Check it out in the latest edition of The Weekly Measure: https://lnkd.in/gDVjqVzM #learninganddevelopment #trainingstrategy #measurementstrategy

Training without measurement is like running blind—you might be moving, but are you heading in the right direction? Our Learning and Development (L&D)/ Training programs must be backed by data to drive business impact. Tracking key performance indicators ensures that training is not just happening but actually making a difference. What questions can we ask to ensure that we are getting the measurements we need to demonstrate a course's value? ✅ Alignment Always ✅ How is this course aligned with the business? How SHOULD it impact the business outcomes? (i.e., more sales, reduced risk, speed, or efficiency) Do we have access to performance metrics that show this information? ✅ Getting to Good ✅ What is the goal we are trying to achieve? Are we creating more empathetic managers? Creating better communicators? Reducing the time to competency of our front line? ✅ Needed Knowledge ✅ Do we know what they know right now? Should we conduct a pre and post-assessment of knowledge, skills, or abilities? ✅ Data Discovery ✅ Where is the performance data stored? Who has access to it? Can automated reports be sent to the team monthly to determine the impact of the training? We all know the standard metrics - participation, completion, satisfaction - but let's go beyond the basics. Measuring learning isn’t about checking a box—it’s about ensuring training works. What questions do you ask - to get the data you need - to prove your work has an awesome impact?? Let’s discuss! 👇 #LearningMetrics #TrainingEffectiveness #TalentDevelopment #ContinuousLearning #WorkplaceAnalytics #LeadershipDevelopment #BusinessGrowth #LeadershipTraining #TalentDevelopment #LearningAndDevelopment #TalentManagement #Training #OrganizationalDevelopment