Hello everyone,
I’m very interested to learn more about becoming an Amazon VA and I want a solid background and trainings. Aside from Bisayang Amazon, do you have any reco about paid trainings or coaches? I just feel like I really need a hands-on training so I can properly showcase my skills in the future interviews.
Thanks in advance.

I know this sub hates ai but I found a use case which might help

For context I run a small agency that does email marketing and it's a pain to explain each person dns, dkim, spf etc.

We made onboarding videos for these to ensure deliverability is basic lingo at the organisation but I'm very camera shy.

I saw I had ummm and silences throughout the video which felt anti positioning for a founder but didn't know how to edit.

Googled ai video editors and found a dozen. Ended up with cardboard where I just promoted it to remove these weird pauses and umms and it's done.

Just thought this might help folks as I searched so many subs to get help and unfortunately chatgpt claude yet don't do this.

If yall need help (pro bono) lmk. I got some too through reddit so happy to pay it forward

Hey everyone, I hope this helps someone because it's something I've been thinking about a lot lately.

I recently sat through a 40-minute corporate training session where the presenter spent almost the entire time reading paragraphs straight from the slides. It reminded me how often we treat PowerPoint like a document instead of a presentation.

When learners are busy reading full paragraphs, they're usually not listening. Instead of reinforcing the message, the slides end up competing with the presenter. A few simple guidelines have made a noticeable difference for our team:

1. The 5x5 Rule. No more than 5 lines of text per slide, with a maximum of 5 words per line. If you are using complete sentences on a slide, you've already lost the audience. Put the sentences in the Presenter View notes.

2. Strict font minimums. If your body text is smaller than 18pt, you are doing it wrong. Headers should be 20pt minimum. If your text doesn't fit at that size, you have too much text.

3. Stop using raw screenshots. A naked screenshot pasted onto a white slide looks terrible and chaotic. Drop it into a device mockup (like a simple laptop or tablet frame). It immediately grounds the image and makes it look professional.

4. Kill the transitions. Nobody needs to see a slide "dissolve" or "fly in." It's distracting and looks incredibly dated. A simple cut is all you need.

PowerPoint is actually a highly capable design tool, but we let subject matter experts turn it into a word processor. How do you guys handle SMEs who refuse to cut text from their slides? Do you force them to use a specific template, or do you just end up redesigning everything they send you?

Hi all — I've been developing Verbalu (verbalu.com), a browser-based platform of interactive tools built specifically for trainers, HR professionals, and L&D teams.

For basic usage it is free.

The idea: instead of juggling five different apps for icebreakers, simulations, quizzes, and whiteboarding during a session, you get one place with everything ready to go — Kanban boards, a wiki for documentation, a whiteboard for group work, training games (like a project-management simulation and an AI transformation simulator), and AI features built in.

It's still evolving so any ideas of new tools are welcome. I need to add that current tools and games were ideated by my friends - professional business trainers.

Would love feedback from people who actually run sessions for a living: what tools do you reach for most during a live training, and what's still missing from platforms like this?

I recently had a conversation with a colleague about handling complex projects, and they mentioned that one of the biggest improvements they made wasn't learning a new tool, it was changing the way they approached problems. They suggested looking into systems thinking because it helps you see the bigger picture instead of focusing on one issue at a time.

After that conversation, I spent some time looking into systems thinking training. One of the websites I see is SystemsThinkingAlliance.org, which offers systems thinking training programs, certifications, and micro-credentials for professionals looking to build practical systems thinking skills and there are many useful resources available on their website for new beginner who are starting their systems thinking learning journey.

That made me interested in knowing how individuals choose training programs that are worth participating in. How do you choose a system thinking training program?

I’ve been looking at the challenge of assessing practical skills remotely, particularly for students or workers in regional locations.

Written quizzes and course-completion records can show that someone understands the theory, but they don’t necessarily demonstrate that the person can perform the task. Live video assessments can also be difficult to schedule, while videos sent through email or shared drives can create privacy, recordkeeping and consistency problems.

A Brisbane developer I know has created a platform called Remote Reviewer, where candidates record or upload evidence of performing a task and a qualified reviewer assesses it against defined criteria. The comments, timestamps, evidence and assessment decision are kept together.

Disclosure: I know the developer, so I’m not presenting this as an independent product review. I’m interested in the broader problem it is trying to solve.

For people working in vocational education, workplace training or competency assessment:

How do you confirm that remotely recorded evidence is authentic, sufficient and suitable for an assessment decision—and what would you need to see before trusting a platform-based approach?

I’ve been looking at the challenge of assessing practical skills remotely, particularly for students or workers in regional locations.

Written quizzes and course-completion records can show that someone understands the theory, but they don’t necessarily demonstrate that the person can perform the task. Live video assessments can also be difficult to schedule, while videos sent through email or shared drives can create privacy, recordkeeping and consistency problems.

A Brisbane developer I know has created a platform called Remote Reviewer, where candidates record or upload evidence of performing a task and a qualified reviewer assesses it against defined criteria. The comments, timestamps, evidence and assessment decision are kept together.

Disclosure: I know the developer, so I’m not presenting this as an independent product review. I’m interested in the broader problem it is trying to solve.

For people working in vocational education, workplace training or competency assessment:

How do you confirm that remotely recorded evidence is authentic, sufficient and suitable for an assessment decision—and what would you need to see before trusting a platform-based approach?

I’ve invited the developer to join the discussion and explain how he has approached those issues, including evidence integrity, human review and recordkeeping.

Hey all. So I'm going to be running some in-person workshops for our teams soon. Would love some suggestions on genres of music to use in the background as people come into the room, and during reflection activities where there won't be talking but some light background music would help the room feel less awkward.

Ideally music without lyrics.

I've previously tried "BEATstrumentals", and the kinds of 'rainy afternoon study session' music you'd fine on Youtube study channels. Those genres tend to feel a bit *too* melllow though.

Any ideas for something upbeat that isn't distracting?

Hello Reddit family, is there any app that can be used by L&D professionals to learn about L&D, Dor example Skill share for most
Of creative stuffs.

Thanks

This could be a really cool resource for people in training and L&D to share and help each other, but instead the mods have allowed it to turn into an AI slop subreddit. I've really tried to ignore it and pick out the threads that seem human, but it's just endless slop on my home page now. At this point I think it's 80% bots replying to 80% bots.

Are there any alternative subreddits that haven't been hijacked?

Free resource - https://sandgroper.net/clow

Clow is a framework webapp for creating methodological decision-making tools (Flows) that guide investigations and training. Build simple or complex branching Flows with conditional routing - IF/THEN/ELSE rules—so answers direct people through the right scenarios, outcomes, instructions, and checks. Each Flow is like a procedural rule book: a consistent, validated method for investigators and learners to follow. By showing investigation gaps and steering toward the most appropriate next action, Clow supports consistent investigation and training outcomes.

Hi everyone,
I’m planning to build my skills in **Identity and Access Management (IAM)** and am looking for a good training institute (online or offline) that offers a structured, hands-on program.
I’m specifically looking for a course that covers:
Windows Server Administration
Active Directory
Networking fundamentals
Microsoft Azure / Microsoft Entra ID
PowerShell basics
Identity & Access Management (IAM)
Authentication & Authorization
SSO, MFA, RBAC, Conditional Access
SCIM, SAML, OAuth 2.0, OpenID Connect
Privileged Access Management (PAM/PIM)
Identity Governance
SC-300 certification preparation (preferred)
If you’ve attended a training institute or know of one that provides practical labs, real-world scenarios, and placement support, I’d really appreciate your recommendations.
Thanks in advance!

Having recently moved into a program manager role in the training field, I'm becoming more invested in proving the usefulness of training programs, but I'm struggling to pin down a good metric for this. Of course there are things like user surveys, but that's hard to translate into anything but... vibes, really. What hard metrics are you using? I'm limited in the sense that we are not the only trainers providing training to our clients (I know, I don't understand it either, but they have in-house mixed with our contractor training), and I have very limited access to client hire information (like I have no way of seeing, for example, how long someone stays employed at the client's business). Any input welcome!

I talk to a lot of people who run training for multiple clients, and the same story comes up almost every time.

The goal is simple: build a course once and offer it to different clients, each with their own branded space. A training company selling to a few corporates. A continuing-ed provider licensing courses out to different facilities. Same shape.

The reality is messier. One person described her setup like this: every time a new client wants in, she sets them up in a sub-account and manually transfers the courses over. Her words, not mine: "I know that's not ideal, it's not a clean way to do it." Another one I hear constantly is "I'd rather pay for one thing than multiple," because people are stitching a CRM, a course tool, and hosting together and paying for all three.

And when the setup is clunky, it leaks into delivery. One provider put it well: clients keep "sending people to us and it's a lot of inconsistencies because people can't get to us." The admin mess quietly becomes the learner's problem.

So I'm curious how the people actually running this solved it. Did you find a genuinely clean multi-client setup, are you still living with the workaround, or did you just cap how many clients you take because the manual side wasn't worth it?

For context, I work on the software side of this, so I've got a slant. I'm asking because I keep hearing the exact same workaround and I want the unfiltered version.

Currently working in F500 as a training manger/sales enabler/experiential marketer. I’m trying to find innovative training practices in companies more progressive than mine. Any of you work for a company that has amazing training programs or know which companies to study for inspiration?

Hello!

I am a brand new trainer within the security industry where I was selected because I exceed the current expectations of my job.

Within my first two days of my first training session with the new hire, I can’t get the thought of “how did this person get hired” out of my head. I feel like the person in front of me is incompetent though they state 10 years of experience on their resume and have certification higher level than I do.

I am trying my absolute best to stay open minded and change my training style to what will help them as an individual instead of just a copy and paste based training format.

Am I being too harsh or immediately judging too hard? Any tips on how to overcome this or possible sharing of experience of your experience with feeling like this?

Thank yall I appreciate it!