Ana Goehner

We have a content problem in L&D. It's not that it's bad. In fact, a lot of the content and programs I've come across in 25+ years are actually pretty good. The real problem is this: Most of it is completely unnecessary. We create just in case content for problems that don't exist yet - or never will. We build courses because stakeholders ask for them, not because there’s evidence they’ll make a difference. We roll out learning campaigns with great intentions but little connection to the work people are doing or the problems they’re trying to solve. This isn’t a content issue. It’s a relevance issue. And a performance issue. Learners aren’t “too busy” for L&D. They’re just too busy for what doesn’t help them. They’ll find time for what actually supports them in getting better at what matters - quickly, in context, and without the fluff. We don’t need more content. We need better analysis. We need stronger partnerships with teams. We need performance-focused solutions, not learning-first assumptions. Otherwise, we’ll keep doing a lot of work… that doesn’t work.

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How AI Is Blowing Up The Corporate #Learning Market: The Whole Story. In this week's #podcast I explain how #AI is reinventing every part of L&D, including the content market, LMS, and internal operations. https://lnkd.in/gVD_G9j8

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What really makes compensation work difficult? Is it the complexity of the job or the people? There’s no doubt some roles require serious expertise, technical skills, and strategic insight. In compensation, we live in a world of pay ranges, incentives, compliance, cost modeling, and benchmarking. But let’s be honest: the spreadsheet isn’t the hard part. The real challenge shows up when you add people into the equation. (a)    It’s the people you need to influence. (b)    The people whose behaviors must shift. (c)    The people who prioritize differently or not at all. (d)    The people who don’t yet see what you see. It’s not about blame. It’s about the truth: Change is emotional before it’s rational. That’s why even the best-designed compensation strategy can stall or fail. Because behind every pay decision is a web of different perspectives, needs, risk tolerances, and sometimes fear. As compensation and rewards professionals, we often function as translators that convert data into stories. We are expected to align stakeholders, guide others through conflict, and help leaders feel ready to act. Emotional intelligence and change management aren’t soft skills. They are power skills. You can have the right pay grade structure, the right benchmarks, the most equitable job architecture, and the right decision-making processes. But if leaders aren’t aligned, consistent, and prepared to make and communicate tough decisions, then execution fails. Influence matters. Listening matters. Timing matters. What I’ve come to love most about comp work isn’t just the analytics. It is solving the human puzzle. Navigating resistance, bridging perspectives, leading through fear and uncertainty. It is as much about EQ as it is about Excel. So, here’s what I’m thinking about: ·       What are you doing to make the people part of your compensation work easier or at least more effective? ·       How are you leading through resistance? ·       What are you learning about influence, trust, and timing? And how are you applying what you know in your day-to-day interactions? Let’s stop pretending the hard part is the math. Let’s talk about the real work. The people (stakeholder) work behind getting rewards right. #Compensation #TotalRewards #CompensationConsultant #HR #ChangeManagement #EmotionalIntelligence #FutureOfWork #WorkplaceCulture #PayEquity #Influence #WorldatWork #SHRM

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The lines between CRM, ATS, sourcing, and onboarding are blurring. Modern CRM solutions now orchestrate workflows and data across the hiring lifecycle — from proactive sourcing to career site personalization, internal mobility, and events. The most successful TA leaders integrate CRM into the core of their recruiting stack — turning it into the engine of personalization, engagement, and long-term talent pipelines. The message is clear for companies looking to get the most from these systems: Don’t buy CRM as a tool. Build CRM as a strategy. The Aptitude CRM Framework shows how CRM powers capabilities across candidate engagement while connecting seamlessly with core systems, AI, and data governance. Our CRM Index is free to download. Link is in the comments. If anyone wants a little light reading on the way to #hrtechconf #workdayrising 😉 #hrtech #agenticai #aptituderesearch #tatech

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The future of hiring is not on the horizon; it’s here. Degrees have lost their dominance. Companies are headhunting like never before, targeting passive talent. AI is a game-changer, but can it ever truly judge human potential? Lifelong learning is no longer optional; it's essential for survival. HR is transforming from an administrative to a strategic powerhouse. Aligning skills with business goals isn’t just a task; it’s a mission-critical function. Are you ready to disrupt or be disrupted? 1. Are we prepared to redefine the essence of merit in embracing the future? 2. How genuine are DEI efforts? 3. Are companies truly investing in employee growth? 4. If skills take precedence, what’s the fate of traditional credentials? Or will our pursuit of a utopian workplace ultimately falter against practical realities? Ready to challenge the status quo in your hiring practices? Less than a 4 mins read - https://lnkd.in/ddq-QNQr

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Here are the insights I gleaned from ATD25 that are shaping how smart L&D leaders approach measurement! The most powerful shift happening in L&D measurement isn't about better data collection—it's about changing when we use it. A clear theme emerged among measurement and evaluation presentations at ATD25 this year... Recommendations and best practices suggest that instead of measuring if we WERE effective, the future of measurement lies in predicting if we WILL BE effective. Here are a few strategies that can predictably improve our effectiveness! 👥 Manager involvement = your secret weapon. Jack Phillips, PhD shared that a simple manager check-in ("How are you applying what you learned?") dramatically boosts learning transfer. If you're doing "more with less," this is your highest-impact investment. 📊 Capabilities are the sweet spot. Lynette Gillis Ph.D., CTDP, Fellow of I4PL and Allan Bailey from the Center for Learning Impact proved that measuring capability changes immediately after training is the best predictor of job performance improvements. Skip the reaction surveys—focus on capability indicators instead. 📖 Data needs a storyteller. Karin Rex reminded us that "data cannot speak for itself." Information becomes insight only when combined with experience and context. Your measurement efforts are only as powerful as your ability to translate data into compelling narratives. The bottom line? We can actually control and predict learning transfer success. It starts with designing programs around proven success factors rather than hoping for the best. Ready to shift from reactive to predictive measurement? Get more frameworks and tools here: https://lnkd.in/d7KnmesX. What's your experience with predictive vs. reactive measurement? Drop a comment below! #ATD25 #learninganddevelopment #datastorytelling

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