Building a Training Resource Library

Hot take for L&D leaders: Not every training problem needs a brand-new training solution. Sometimes the answer is already sitting inside the business in the form of: Recorded meetings Existing presentations SME-led sessions Job aids Manager tools Past training content that was never organized well or communicated clearly We are often quicker to create than to curate. But curation is where a lot of value lives. If employees cannot easily find the training, it does not matter that it exists. If leaders do not know where resources live, they cannot reinforce them. If communication happens once and never again, adoption will always be limited. A strong learning strategy is not just about content creation. It is also about making existing knowledge visible, accessible, and easy to use. Before building something new, I think L&D teams should ask: What do we already have? What is still valuable? Where should it live? How do we make it easy to find? How many times do we need to communicate it so people actually remember it is there? Sometimes the smartest move is not creating more content. It is organizing what already exists and making sure people know exactly where to find it. That is not glamorous work, but it is incredibly impactful. #LearningAndDevelopment #L&D #TrainingStrategy #TalentDevelopment #KnowledgeManagement

Your learners want more than a learning platform and some content libraries thrown in...this isn't a learning strategy folks!!! I speak to a lot of employees at different organisations across the globe. And you know what they repeatedly ask for? RELEVANCY. They usually want and expect two things from learning: 1. Stuff to help them be the best they can in the role they're in now 2. Stuff to help them advance their careers and move horizontally or upwards So if your 'learning strategy' is to just get a learning platform, and then mindlessly fling loads of content libraries into it - they ain't gonna use it. They don't have time to dig through all that. And they really do not understand how any of it relates to them or their roles. The result? Disengagement. Apathy. Poor learning cultures. What can you do? It's simple, really. 1. Talk to them, ask them what they want and need. We DO NOT do this enough in L&D and performance consulting is also a skill you should be building. 2. CURATE your learning content - I bet you could cull 90% of your libraries and no one would notice. Surface the high-value and meaningful stuff. 3. Build pathways - learners want steer and guidance and clarity on where they should invest their valuable time. Hold their hands - spoon feed them. Make it easy for them to learn and see the value in that learning. That's it really. Think about them and their experience. And stop taking the easy roads because they ain't working! #learningstrategy #employeeengagement #marketing #marketresearch

𝗛𝗼𝘄 𝘁𝗼 𝗟𝗲𝘃𝗲𝗿𝗮𝗴𝗲 𝗨𝘀𝗲𝗿-𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗲𝗱 𝗖𝗼𝗻𝘁𝗲𝗻𝘁 𝗶𝗻 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗣𝗿𝗼𝗴𝗿𝗮𝗺𝘀 📚 Struggling to keep your learning and development (L&D) content relevant and up-to-date? I get it. The rapid pace of change in today’s business environment can make it hard to keep training materials fresh. Outdated content can lead to disengagement, ineffective learning, and ultimately a less competitive workforce. Here’s a game-changing solution: leverage user-generated content (UGC). Trust me, it's a powerful way to ensure your training materials remain current and highly relevant. Ready to revamp your L&D program? Here’s how to get started: 📌 Create a Platform for Content Sharing: Develop a dedicated space where employees can easily share their knowledge, experiences, and insights. This could be an internal social network, a forum, or a collaborative platform like Microsoft Teams. 📌 Encourage Peer-to-Peer Learning : Foster a culture where employees feel motivated to contribute. Recognize and reward those who share valuable content. This not only keeps the material fresh but also builds a sense of community and collaboration. 📌 Implement User-Generated Video Content : Allow employees to create short videos on specific topics, best practices, or recent learnings. Use these videos in your training programs to provide real-world insights and practical tips. 📌 Moderate and Curate Content: While user-generated content is valuable, it’s essential to have a moderation process to ensure the accuracy and quality of the information shared. Curate the best content and integrate it into your formal learning programs. 📌 Use Feedback Loops : Encourage employees to provide feedback on the user-generated content. This will help identify gaps, refine the material, and ensure continuous improvement. 📌 Incorporate UGC into Formal Training : Blend user-generated content with traditional training methods. This hybrid approach ensures that your training programs are dynamic, engaging, and up-to-date. Embracing user-generated content not only keeps your learning materials relevant but also empowers employees, fosters collaboration, and enhances engagement. Imagine a workforce that’s continuously learning and sharing knowledge, always ready to tackle new challenges. Got any tips on leveraging user-generated content in training programs? Share your strategies below! ⬇️ #LearningAndDevelopment #UserGeneratedContent #TrainingInnovation #OnlineLearning #EdTech #EmployeeEngagement #ContinuousLearning

I once saw a learning playlist titled “Manager Basics” It had 61 links. 61! No theme. No flow. No story. That’s not a playlist — that’s content fatigue disguised as learning. The problem is, playlists are being used like file folders — long, unfocused, and overwhelming. When learners can’t find what matters, they won’t engage. They’ll close the tab and reduce their likelihood of engaging with future learning initiatives. So what can we do to help this? Curation is a skill — and it needs intention. A good playlist should feel like a guided journey, not a library shelf. How to curate great playlists: ✅ Design for a moment or milestone — “Returning from leave,” “First-time manager,” etc. ✅ Mix formats — videos, readings, podcasts, toolkits, short tasks ✅ Limit to 5–7 pieces — maximum impact, minimal overload ✅ Add an intro message — explain why this matters and how to use it. Always think about the ‘What’s in it for me’ for that learner. ✅ Use these resources as marketing to draw learners in — “Become a powerpoint wizard in 10 minutes” Whats the result? Learners actually complete — and use — what’s in front of them. Relevance drives results. What’s the best playlist you’ve ever seen (or built)?

Stop reinventing the wheel. Start curating it. Did you know your people could be losing 10 hours a week chasing the information they actually need? That’s a full day of productivity evaporated.¹ Here’s the twist: the problem isn’t too little content—it’s too much. L&D teams are grinding to build everything from scratch, while marketing quietly perfected a counter—content curation.₂ Let learners swim, don’t drown. Instead of fueling the content fire, what if we became expert filters—trusted guides who deliver exactly what matters, exactly when it matters? The CURATED model lays it out: - Clarify goals - Unearth existing gems - Refine them for relevance - Arrange in bite-sized flows - Transform for the learner’s experience - Engage with interaction and feedback - Deliver—and loop back with iteration Marketers did this first. They flipped chaos into clarity by treating content like curated conversation, not clutter. Make curation your superpower: Your next move is simple: Flip your mindset: Forget content first—think learner first. Start your CURATED experiment: Even one curated list or learning calendar can demonstrate impact. Invite your SMEs to team up: Build a network of internal curators, not lone creators. In a world drowning in content chaos, be the beacon. Don’t add to the flood—be the one who shines the way. Your learners don’t need another content dump. They need a compass. https://lnkd.in/gCjUCY8h What’s one topic your team could stop building and start curating this month?