As AI rapidly reshapes how work gets done, most organizations are investing in tools without preparing their people, creating a growing gap between technology adoption and workforce readiness. This guide reframes AI transformation as a workforce challenge, not just a technical one, and introduces the concept of Workforce Reinvention, the strategic realignment of skills, roles, and culture required to thrive in an AI-powered business. Designed for HR, L&D, and people leaders, this guidebook outlines five essential requirements for closing the AI skills gap, navigating new role boundaries and compliance demands, and building an adaptive, future-ready workforce, grounded in research, real customer insights, and best practices from organizations leading the way.

You got into L&D to help people grow—not to chase down clicks and craft email campaigns. But in today’s workplace, even the best training programs need a marketing boost to succeed. That’s why we created the free step-by-step guide to marketing your training programs—built just for HR and L&D pros like you. Learn how to generate excitement, drive participation, and connect your employees with valuable skills they need. Inside, you’ll learn how to: Lay a strong foundation by getting crystal clear on your audience, training goals, and how you’ll measure success—so every effort ties back to purpose and impact. Build a smart strategy with practical guidance on messaging, gaining stakeholder buy-in, planning your campaign timeline, and choosing the right communication channels. Put your plan into action with a repeatable marketing cycle that makes it easy to launch, promote, and refine your training programs—without the overwhelm. Okay, maybe you didn’t sign up to be a full-time marketer—but learning just a few key strategies can help you connect people with the training that supports their success. And that’s how you build the kind of workplace you dreamed about when you first got into this field.  Download our 101 Guide to Marketing Training Programs today!

For decades, L&D added value by designing programs, building content, and delivering solutions on demand. That model worked when access to expertise was scarce, and learning creation required specialized teams. Today, that reality has changed. AI is rapidly automating much of what once defined traditional L&D solutioning, including content creation, personalization, curation, and even elements of instructional design. What used to take months can now happen in days. What once differentiated teams is quickly becoming a baseline expectation. In this new era, execution alone is no longer enough. The organizations that will continue to invest in L&D aren’t looking for teams that can simply build learning. They’re looking for partners who can help them think, decide, and act differently in a world of constant change. The examples that follow are drawn from composite scenarios based on common challenges we see across organizations. You know the pattern. A department head emails with a request: "We need training on time management. Can you build something by next quarter?" Your L&D team springs into action. They conduct a needs analysis, design engaging modules, and launch the program on schedule. Completion rates are decent. Satisfaction scores are fine. But six months later, nothing has changed. Meetings still run over. Deadlines are still missed. The department head is disappointed, your team is frustrated, and the cycle repeats, this time with a request for a communication skills course. This is the order-taker trap, and it’s the single biggest reason L&D functions struggle to drive business impact. You’re executing requests, not solving problems. You’re a service provider, not a strategic partner. The way out isn’t better instructional design. It’s a fundamental shift in operating mode: from order-taker to trusted advisor.

Keeping people’s attention has quietly become one of the hardest parts of presenting at work. Not because audiences don’t care — but because they’re operating inside environments designed to interrupt them. Notifications, messages, tabs, and meetings all compete for attention at the same time, making focus harder to sustain than ever before. The AhaSlide white paper The science of distraction explores what’s really happening to attention in today’s workplaces. Drawing on neuroscience, behavioural science, and original research with over 1,000 presenters, it separates popular myths from evidence — including the much-quoted "eight-second attention span" — and explains why attention hasn’t disappeared, but is constantly being pulled and switched. Learn how distraction affects learning, retention, productivity, and even presenter confidence and job satisfaction. It also explores why emotion, uncertainty, and participation play such a powerful role in helping ideas stick — and why presentations that invite involvement consistently outperform those that rely on information alone. Rather than simply blaming audiences, this paper provides a clearer, research- backed way to think about attention — and how presenters can design moments that gently pull people back into the room. Whether you’re a trainer, educator, team lead, or anyone who presents regularly, this whitepaper is a guide to understanding attention better — and creating presentations people actually remember.

For organizations driven by mission rather than profit, investing in training is not just about skill-building — it’s about maximizing impact and ensuring long-term sustainability. This guide delves into the strategies and tools needed to create a robust learning culture in nonprofit organizations.

Discover L&D insights that will inform your business strategy, improve your talent readiness and build the health of your leadership pipeline. Guided by 30,000+ learner-led AI conversations, global client trends and the expertise of Abilitie's VP of Engineering, our report reveals five predictions that will cut through the hype and help you focus on what will truly drive performance in 2026.

Learning and development (L&D) is evolving fast — powered by AI, data, and a new focus on personalization. You’re the one shaping how your people learn and grow, so use these shifts to upskill faster, engage employees longer, and prove ROI sooner. Use this checklist to get practical, proven ways to put the latest L&D trends into action at your organization.

AI in learning and development (L&D) presents transformational opportunities for organizations to create and deliver high-impact learning at scale. However, this fast evolving technology does not come without its share of risks and dead ends. While successful applications of AI improve the efficiency and reach of learning programs, poor implementation choices can lead to wasted investment, security issues and ineffective learning experiences. The key to success lies in approaching AI strategically to solve specific learning challenges. Leading organizations are succeeding by focusing on:   Clear learning objectives Augmenting rather than replacing human expertise Maintaining strong data governance Measuring impact on both learning and business outcomes This eBook, based on a webinar featuring NovoEd and produced by Brandon Hall Group™, provides a practical framework for understanding where AI can truly add value to your learning programs and how to implement it effectively while avoiding common pitfalls. In the webinar, NovoEd CTO and Co-Founder Farnaz Ronaghi shared insights on AI in learning, drawing from her experience designing the platform at Stanford and her research on collaborative learning environments.

Leave the scramble around audits in the past. This guide shows how L&D leaders can move from reactive compliance reporting to continuous audit readiness to save time, reduce risk, and build executive credibility. This guide shares insights and practices to help you simplify compliance reporting and demonstrate L&D’s value, including: Why audit cycles create disruption and wasted effort for L&D The practices that make audit readiness seamless and continuous The pitfalls that keep compliance reporting painful (and how to avoid them)

So You Just Became a Manager—Now What?   Becoming a manager is exciting… and maybe a little terrifying. Suddenly you’re expected to lead, inspire, coach, and somehow also manage your own workload. Don't panic - BizLibrary's got your back.  Download BizLibrary’s free self-development guide built just for new managers. It’s part roadmap, part mirror, and part pep talk—all designed to help you hit the ground running in your new role (without tripping over your own expectations).  Here's what’s inside:  Skill Assessment Matrix - Spot your strengths and skill gaps fast so you know exactly where to focus.  SMART Goal Guide - Learn how to set clear, actionable goals that actually stick (no vague "be better at leadership" goals here).  Suggested Development Activities - Get practical, real-world activities to grow each skill.  Process Management Template - Keep track of your goals, progress, and wins in one place (so you don’t lose steam—or your notes).  You don’t need to be a perfect manager on day one. You just need the right tools to keep growing. Whether you're leading your first 1:1 or bracing for your first "we need to talk" moment, this guide is your secret weapon for growing into the manager your team brags about.