Building Inclusive Learning Experiences for Every Team Member

Building Inclusive Learning Experiences for Every Team Member

Learning Strategy, Workforce Development / By /

Inclusive learning design starts by embedding representation at the core of every course, module, and resource. This approach acknowledges the multifaceted backgrounds, identities, and lived experiences present within any workforce. Instead of defaulting to generic scenarios, designers are intentional about selecting diverse case studies and relevant metaphors that reflect the makeup of their teams. Visuals, language, and stories must be relatable and authentic. This helps learners instantly recognize the training is for them.

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Real-World Results from Virtual Reality Training

Real-World Results from Virtual Reality Training

Learning Strategy, Workforce Development / By /

Augmented reality and virtual reality are redefining what is possible in corporate learning environments. Unlike traditional methods that rely on text-based materials, lectures, or static videos, AR and VR bring learners into detailed, interactive simulations directly aligned with their work. These platforms immerse each participant in the context they need to master, rather than simply learn about from a distance.

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Developing Adaptive Leaders for Shifting Industries

Developing Adaptive Leaders for Shifting Industries

Workforce Development / By /

Leadership development today is about much more than teaching a static set of skills. The fundamentals—budget planning, forecasting, and people management—remain indispensable in every successful organization. However, environments defined by persistent change require leaders who stay grounded in these basics while showing the flexibility to respond as events unfold.

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Creating Psychological Safety for Open, Honest Compliance Conversations

Creating Psychological Safety for Open, Honest Compliance Conversations

Workforce Development, Learning Administration / By /

Psychological safety matters deeply in compliance environments where the pressure to “get it right” can be intense. Employees often worry that failing a compliance assessment or missing a policy step will be seen as incompetence or even threaten their jobs. When learners come to training with these fears, they become hesitant to participate openly. The result is surface-level understanding, missed opportunities, and a reluctance to admit uncertainty.

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Curating Learning Experiences for a Multigenerational Workforce

Curating Learning Experiences for a Multigenerational Workforce

Learning Strategy, Learning Administration, Workforce Development / By /

Designing impactful learning experiences in today’s workplace means beginning with an open mind. Generational stereotypes often suggest that technology-enabled learning suits only younger employees, while instructor-led training is best reserved for those with more years in the field. These assumptions do not hold up when we examine how a workforce truly engages.

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Social Learning 2.0: Nurturing a Cohesive Learning Culture Inside Your Tech Stack

Social Learning 2.0: Nurturing a Cohesive Learning Culture Inside Your Tech Stack

Learning Strategy, Learning Brand, Learning Administration / By /

Shaping a strong learning culture depends on looking beyond a single platform. While the learning management system (LMS) remains essential for distributing training resources, it is only one component of a comprehensive learning ecosystem. Employees interact throughout the day with digital tools like Slack, Microsoft Teams, and other internal communication channels. These platforms can seamlessly host the informal conversations and on-the-job support that formal learning programs rarely capture.

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Designing for Curiosity: How Learning Curricula Can Inspire Exploration Beyond Compliance

Designing for Curiosity: How Learning Curricula Can Inspire Exploration Beyond Compliance

Learning Strategy, Learning Administration, Workforce Development / By /

When implemented well, learning and development can help participants understand so much more than just the content discussed. Training programs are often implemented to help with compliance training, which is important; however the best programs set up individuals to become lifelong learners who engage beyond the course. A good L&D team’s central mission is fundamentally about supporting, sustaining, and nurturing a climate where continuous learning becomes the norm—woven into everything the business does.

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WeLearn's Ready to Work program wins Brandon Hall Award for 3rd Straight Year

WeLearn’s Ready to Work Program Wins Brandon Hall Group™ HCM Excellence Award®  for the Third Year in a Row

Uncategorized / By /

“We are honored to be recognized by the Brandon Hall Group for the Ready to Work program for the third year in a row,” said Sean Stowers, founder and CEO of WeLearn. “We are truly invested in the success of our partners and are proud to have come together with this group to create an allied healthcare staffing solution that benefits everyone from the candidate to the healthcare system.”

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Video Learning ROI Best Practices for Embedding and Tracking Video Content

Video Learning ROI Best Practices for Embedding and Tracking Video Content

Learning Administration, Workforce Development, Learning Strategy / By /

The past five to ten years have seen video creation and consumption change at an extraordinary pace in the learning space. What was once the domain of specialists, requiring advanced skillsets and significant resources, is now much more accessible to teams of all sizes. Video production tools have become more intuitive and affordable, while video has grown into a preferred and highly-expected modality for digital content consumption in professional environments.

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Measuring Soft Skills with Integrity and Impact

Measuring Soft Skills with Integrity and Impact

Workforce Development, Learning Administration / By /

In corporate learning, the persistent tendency to evaluate soft skills through generic, standardized frameworks erodes their true impact. Rather than amplifying growth, universal checklists often flatten skill measurement, overlooking the nuances that make each workplace and each role distinctive. Soft skills are not static qualities that appear the same everywhere. Attempts to apply one model to every employee rarely account for the diverse environments in which people work.

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