lms

Attention over time

7-day rolling share of analyzed posts/comments mentioning this entity · 90 daily points ending 2026-10-13

Final complete day: 2026-10-13. Attention was 2.6% — this entity appeared in 8 of 313 analyzed posts/comments in the seven days ending that day (10 mentions).

Each point is a seven-day rolling window of complete UTC days; a point is comparable only when at least 100 analyzed posts or comments fall inside it. A day with no analyzed records counts as zero; missing coverage is marked and never shown as zero. The series ends at the latest complete analyzed day — it never extends into the current incomplete day. How attention is measured.

Recent mentions

1. 2026-10-12 20:42 UTCComment

   Good that your learners keep their camera on. My experience is that they often turn it off and you don’t even know if they are still there. I think you listed quite some good ways of getting a feeling for the audience. Polls at the beginning might give you a base line of their pre knowledge and allow you to adjust your pace. You can also make use of quizzes to test their current understanding. I sometimes use slides will missing information and ask them to complete them. Breakout rooms in smaller groups can be used to exchange experience, peer learning or group assignments. If you have an LMS you can also work with mini assignments on the platform and have somebody present their solution via screen sharing. A quiz or questionnaire (could be also Google forms for example) sat before the event allows you to seek their interest and current knowledge. We sometimes combine live sessions with self paced (e)learning before which allows us to introduce the basic concepts to not loosing too much time and bit participants of the online training.

2. 2026-10-12 20:21 UTCComment

   After only one quarter of losses, it’s unlikely cuts will come to your entire team all at once. If cuts happen, they’re more likely to come in waves with the newest team members or least qualified cut first. During this time, prioritize being visible. Be in the office as often as possible. Don’t be late. Don’t take a lot of time off. Submit your timesheet on time. Don’t gossip. Make the rounds through the office to the decision makers’ offices; just pop your head in and say hi. Be sure to smile, be pleasant, make them laugh if you can, and dress professionally. You want to make it difficult for them to decide to lay you off. You already know that the for-profit 3-4 day certs that organizations like ATD offer are not anywhere near the equivalent value of a degree in the same field. Work experience is valuable, but there are lots of people who can use tools like Camtasia and Articulate to create poor quality learning products. Just because you’re generating output doesn’t mean it’s high quality or gets results. Without the learning theory to guide and underpin the design choices, it’s easy to get it wrong, or make choices based on aesthetics alone. That doesn’t mean your work necessarily has those pitfalls, but in a competitive job market, an employer will usually choose the candidate with a degree over one without, as a way of mitigating those risks. However, that doesn’t mean you’re screwed. You already got yourself a job in this field without a degree. If you’re laid off, you can do it again. Start looking for opportunities as an “insurance plan” against the possibility of lay off. Look for job postings that accept work experience in lieu of a degree. Collect all the stats from the LMS on the impact of your work: number of sessions you’ve facilitated, increase in work productivity or efficiency of your learners in their jobs, etc. and add those to your resume. Update your LinkedIn profile. Have a portfolio of your work ready to showcase during interviews. Reinforce your professional network; reach out to people you haven’t connected with in a while and follow companies you might be interested in working for. Good luck to you.

3. 2026-10-12 16:18 UTCComment

   Doctorates aren't well-suited to going out and getting a jobs as an ID. As a hiring manager I'll take someone with experience before a doctorate all day every day. I have a Masters and am in a manager position over 2 IDs and 2 L&D Specialist roles (LMS administration, facilitation, and orientation coordination). I have been in L&D for 23 years. Since becoming a hiring manager, most of the people I have hired have ended up being former teachers, BUT, I do generally require they have some other experience in-between and they need to have experience with Rise and other similar products. The ones who haven't have started in a coordinator position before moving up.

4. 2026-10-09 15:25 UTCComment

   If you're in Storyline, this is very doable without anything extra. Store each reflection box in its own text variable, then add a summary slide at the end that shows all of them, so learners can review their answers in one place on their phone. For getting the answers out, a short JavaScript trigger can open a pre-filled email with the variables in the body. On mobile that opens the learner's own mail app, so they just hit send to themselves. Test it on both iOS and Android before you commit, because long text can get cut off in some mail apps. If you need the answers stored centrally rather than emailed, that's a different setup and usually means sending them to a form or your LMS instead.

5. 2026-10-09 14:34 UTCComment

   Look up Kirkpatrick Evaluation. I think Google Forms is fine. It's hard to say based on your info. Seems like you don't have an LMS and don't want to buy anything. You can try Mentimeter though without knowing how many will take it, it is hard to recommend something because a lot of programs have user limits and other limits. You can also vibe code something though I am not sure what you have access to. I would suggest you get a certificate or learn in LinkedIn Learning or Coursera or even something on YouTube. But it's rough in the field now. But since you already have a job, you're off to a good start.