Learning Leaders Digest #77
Here's what's interesting this week.
What Lights You Up?
Last week, I asked what kind of training work puts you in the zone—what gets you in the flow, whether it's designing, building, delivering, or improving a program.
Nearly 40% of you said leadership development is where you come alive. That didn’t surprise me. There’s something deeply rewarding about helping someone grow into the kind of leader people want to follow.
Systems and process training came in next at 29%, followed by customer service at 17%. And while onboarding and compliance landed in single digits, let’s not forget—those areas are foundational. They may not be flashy, but when done well, they’re powerful drivers of culture and consistency.
Wherever you thrive, the common thread is this: we’re all building something that’s meant to outlive the session.
That’s the real work of training. And it’s why I’m so glad you’re here.
New Poll:
When building leadership or process training, what’s the toughest part to get right?
Getting real-world examples that resonate
Turning abstract concepts into actions
Dealing with disengaged learners
Aligning with what the business actually needs
Making it stick after the training ends
How to Handle Constant Revisions Like a Pro Without Losing Your Mind
If you’ve been in L&D longer than a week, you’ve probably experienced this.
Activity Tuesday: Facts or Guessing?
Ever watch a team make a major decision based on gut feelings, assumptions, or half-baked hunches? Most people think they’re acting on facts. But what if they’re not?
Throwback Thursday: The Little Things That Stick
This was originally published in Bob Pike’s Creative Training Techniques newsletter in July 1989.
Links
From the few to the many: Why it’s time to scale leadership development across your organization
6 Areas Where L&D Should Train Managers to Coach More Effectively