Welcome to issue #45!

Slowly but surely, the organizations that worked fully remote due to COVID in the last months, started thinking about what's next. Many options are on the table right now: remote first, fully remote, hybrid, partial, optional. These words will have a strong impact on L&D as well, as many of the processes we're responsible for will need a redesign if you'll shift to a new way of working.

For now, let's look at what some companies have announced and resources you can explore if your organization is choosing either option.

Who's doing what?

Resources you might need now or later:

For some, the future is already written, for others, there is still a lot of uncertainty. Hopefully reading some of these resources will give everyone a sense of what's to come and how to prepare. 

Meanwhile, stay safe and keep learning,


This newsletter is built with the full psychological, design, development, and brainstorming support of Nifty Learning.
L&D Jobs of the week
L&D Newsroom
This Powtoon Guide is full of inspiration for many of the processes we're responsible for. Some of the coolest things I got out of it: (1) employee introductions through videos, (2) video invitations to training to drive employee engagement, (3) video certificates at the end of a program, (4) research summaries and monthly reports presented in a video format.
Earlier this week I found this gem, and couldn't wait to share it with everyone. People & Company designed the Get together methodology for building communities, and their website is full of workbooks, frameworks, and resources for every step of the process: getting started, grow it, and passing the torch.
This Coursera guide brought some ideas on how e-learning instructors can drive engagement and learning, how learners can make sure they stick to what they are learning, and a huge list of KPIs we can apply as L&Ds for our internal e-learning use.
This week I learned a new term "deskless workers", which means the same as frontline employees. Deskless, though, has more implications for us, as L&Ds, since it gives us a sense of how this type of internal client learns. This report shows us some data that might help in designing learning experiences for deskless workers.
Just Work 
If you've read Radical Candor and liked it, here's another interesting book from the same author. Just Work is Kim Scott's new book, revealing a practical framework for both respecting everyone’s individuality and collaborating effectively. This is the essential guide leaders and their employees need to create more just workplaces and establish new norms of collaboration and respect.
McKinsey talked a lot about purpose in 2020 as a way to help people get through a crisis. This time, helping people find purpose in their work becomes a tool for retention. After reading this article I was left with a question: what can we do, from our L&D role, to help people find their workplace purpose?
I know for a fact that many of you here have a challenge with building career maps. I can't say I ever found an enlightening resource on the topic, but I always share what I find in the hope together we'll build an easier path for career mapping. This, one, from Wise, thought me 3 things: (1) Leaders in the organization should be the drivers of the process, we are the support, (2) looking closely at current processes might help, like how promotions get done without a career map, (3) the hiring process can be a good source of input as well.
Culture First 
CultureAmp is organizing a virtual conference and their line-up caught my eye: Adam Grant, Simon Sinek, Josh Bersin, Esther Perel, and others. The event takes place on June 9th, so you have all the time in the world to register.
(1) Identify a north start to drive L&D decisions, (2) establish a skills baseline, (3) align L&D effort to strategic priorities, (4) ensure the L&D team has the right skills and resources, (5) design learning to accommodate evolving conditions, (6) create individualized learning pathways, (7) stay agile and adapt over time.
Many companies have started talking about internal mobility more in the last year. Uber is now one of them and apart from their (I have to say) amazing tech they describe, they also give some tips we can apply easier: (1) offer a platform to those employees who stuck around to share their stories, (2) have recruiters spend some of their time only on internal recruitment, (3) promote short-term internal assignments people can join and learn.
This week I read Think Again by Adam Grant and I liked it so much, I became a bit of a stalker. Another one of his books, Originals was on my to-read list for a while now, and before digging into it, I listened to his Ted Talk, which I now strongly recommend.
After exploring so many resources in the last 12 months, I have to say my heart doesn't skip a bit as much as it did when I find a gem. But this playbook did that to me earlier today. The categories that might interest you are Onboarding and Offboarding, which are full of ideas we can explore to improve these processes.
3 questions answered by Talespin audience: (1) What Soft Skills are you focusing on in 2021? (2) What actions do you intend to take for developing your soft skills in 2021? (3) What training technologies are being used to learn Soft Skills?
Overheard on LinkedIn
Digital L&D is about using good learning tech (and other workplace tech) to

👉 Better understand what employees need in order to do their jobs better and create a constant feed of insight.
👉 Bring automation and intelligence to how we ensure people get relevant content when they need it most.
👉 To reach more people with the support they need no matter where they are.

- samallen
Thanks to Anna McCarron, Roi Ben-Yehuda, and Jeff Lowndes for sharing Offbeat in the past week.

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This newsletter is created through the joint efforts of Lavinia Mehedintu and Nifty Learning. Offbeat is our way to support the L&D community around the globe. We only share resources we find insightful, and we add our interpretation of how readers could apply what they learn. Could we be wrong? Definitely. We strongly encourage you to share your feedback and thoughts at

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