Welcome to issue #47!

At the beginning of the pandemic, most of us were terrified by what working remotely meant for our learning initiatives. I heard many chats about why digital learning is not effective enough, fun enough, or "you name it" enough. One year later, I think life proved some of us wrong. Since many organizations are thinking about approaching remote or hybrid work full time,
this McKinsey article might be really useful.

First, they talk about the following misconceptions:

  • People must learn by doing, which can only happen in person;
  • Intensive, immersive learning experiences are hard to create through a computer screen;
  • With remote learning you can’t simulate a risk-free environment, which is essential for learning from mistakes;
  • Collaborative learning can only really happen when people are in the same room;
  • You can’t effectively practice and reinforce lessons remotely;
  • Motivating people to learn and change is hard enough—and harder still without the behavioral influences and context of the conventional work environment;
Second, they go through how the reality actually looks like, solutions, and some pretty great examples. But I will let you discover those yourself. Just a short spoiler: they are great!

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
So many great ideas in one article. It touches the many faces of a People Function and the ones of an L&D function. The coolest ideas I got from it: making new hires experience what it's like to be the client of your company to build empathy, skip levels as a way of keeping yourself informed with what more junior people have to say.
A new webinar from Humu, this one focusing on building the company culture. Drawing on their work with some of the world's most successful executives, Laszlo and Jake will walk through how a scientific approach to purpose is the key to helping your people reach big, shared finish lines.
This article points out a critical challenge in leadership development: recognizing the different needs of new managers vs experienced managers. The approach explained here is so simple, that anyone can use it, with no or low budget, and focuses on giving the context to people managers to share what they went through in different use cases.
The role of a product manager is to create value for the organization by tapping into three types of insights: about the user and what they need, about the business and what it needs, and about the technology and what it can best achieve. The value created by a learning product manager? Supporting people in the process of improving performance.
LinkedIn made a big announcement this week. They are launching LinkedIn Learning Hub. This article goes through why LinkedIn's growth in the learning industry is not a surprise, what they bring to the table, and the challenges the industry is facing.
Ashley Sinclair brought this past few weeks another amazing resource to the L&D world: how to work with learner personas. They went through what is a persona, what's its purpose, the fundamentals of a persona framework, and a great example. Loved it!
McKinsey talked about intentional learning before, and its use in cultivating the right mindset and learning throughout one's life. This time they came back with a 3-step practical approach: set goals, timelines, and support groups.
So many topics approached in one podcast episode. The ones that caught my eye? Learning how to learn, how organizations can promote learning, the building blocks of learning, and assessing skill gaps.
Since feedback is known to be such a huge pillar of the learning culture, I bet many of you are interested in knowing how to foster it. If I guessed right, this event might be of interest.
The ROI of Coaching 
This is a topic I have often thought about, but never actually took the time to research. If you're interested in measuring the ROI of Coaching, Coach Hub will go through: How we can measure the impact of coaching, CoachHub's evaluation model, The return on coaching investment.
If you're looking to identify potential leaders in your company, this Udemy resource is pretty interesting. It's actually an Excel doc with clear guidelines on how to assess future leaders' competencies and provide guidelines for improvement.
Those of you who've been here long enough, you know I developed a passion (or maybe obsession, who knows) for psychological safety. This HBR article argues that as the boundary between work and life becomes increasingly blurry psychological safety is at risk, and gives some tips to managers on how to deal with it.
Let's start by defining workforce ecosystems: a structure focused on value creation for an organization that consists of complementarities and interdependencies. It's ok if it feels fuzzy. The value of this Deloitte article stands in defining how HR processes shift when approaching workforce as ecosystems, rather than looking at the employee lifecycle.
Maybe I've shared this one before, maybe not. Even if I did, I find it so inspiring I think it should be shared more, by everyone. With your colleagues, your peers, your friends, and your family. Mihaly Csikszentmihalyi asks, "What makes a life worth living?" Noting that money cannot make us happy, he looks to those who find pleasure and lasting satisfaction in activities that bring about a state of "flow."
Overheard on LinkedIn
In an age where unlearning the things we no longer need is as important as learning the new things we will require for the future, what if the forgetting curve is not a weakness, but in fact a strength? Agility and continuous development will be key for the Future of Work.

- markusbernhardt
Thanks to Letitia Stefan, Bogdana Bogdanova, Roi Ben-Yehuda 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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