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Tilak Learning Group Tilak Learning Group helps clients measurable improve performance.

We make online learning simple and effective with our fully custom solutions that deliver effective remote learning and provide value to both companies and users.

Where does learning break down most often?A strong course can still fail to change performance if something else in the ...
10/13/2026

Where does learning break down most often?

A strong course can still fail to change performance if something else in the system is missing.

If you had to choose the biggest gap, where would you put it?

Poll options:
• Design
• Practice
• Manager reinforcement
• Measurement

Vote—and then tell us what you’ve seen happen in the real world.

Here’s a simple test for your next learning experience:The Monday Morning Test.Imagine the learner finishes on Friday.On...
10/12/2026

Here’s a simple test for your next learning experience:

The Monday Morning Test.

Imagine the learner finishes on Friday.

On Monday morning, could they answer:

• What should I do differently?
• When should I use this?
• What does good performance look like?
• Where do I go if I need help?

If the answer is no, the learning may have delivered information without creating enough direction.

Completion is not the finish line. Application is.

Would your current training pass the Monday Morning Test?

MICHELLE’S TAKE“People remember conversations far longer than bullet points.”We spend a lot of time thinking about what ...
10/09/2026

MICHELLE’S TAKE

“People remember conversations far longer than bullet points.”

We spend a lot of time thinking about what employees need to know.

I’d like us to spend more time thinking about what they need to talk about.

A difficult leadership situation. A decision without an obvious answer. A customer interaction. A mistake. A disagreement. A change people aren’t comfortable with.

Those are opportunities for conversation—not another slide.

Sometimes the most powerful learning activity is simply:

“What would you do?”

And then listening to what happens next.

What’s one conversation your team needs to have that no course can have for them?

Knowing how to prompt AI isn’t the same as knowing how to use AI well.That distinction is going to matter.AI capability ...
10/08/2026

Knowing how to prompt AI isn’t the same as knowing how to use AI well.

That distinction is going to matter.

AI capability isn’t simply: “Can you write a good prompt?”

It’s also:
• Can you recognize a bad answer?
• Can you verify information?
• Do you know what information shouldn’t be entered?
• Do you know when human judgment is required?
• Can you determine when AI shouldn’t be used at all?
• Can you integrate it into a real workflow responsibly?

SHRM’s 2026 L&D benchmarking found that critical thinking and judgment/decision-making have risen among the skills organizations expect to prioritize. That makes sense.

The future may require more technology—and more judgment.

What AI skill do you think organizations are underestimating most?

Your team probably doesn’t need more information.They may need more opportunities to practice.Think about the skills we ...
10/07/2026

Your team probably doesn’t need more information.

They may need more opportunities to practice.

Think about the skills we ask people to develop: giving difficult feedback, managing conflict, leading meetings, using AI responsibly, making decisions, talking with customers, leading through change.

Would you want someone doing any of those for the first time when the stakes are real?

Try this instead:

TEACH IT → SHOW IT → PRACTICE IT → COACH IT → SUPPORT IT → REINFORCE IT

Information can introduce a skill. Practice helps build capability.

What is one skill your team needs more opportunities to practice—not just learn about?

Why do employees ignore training?We spend a lot of time trying to make training more engaging. But maybe we should ask w...
10/06/2026

Why do employees ignore training?

We spend a lot of time trying to make training more engaging. But maybe we should ask why people disengage in the first place.

If you could choose only one, what’s the biggest problem?

Poll options:
• Too long
• Not relevant
• Not enough practice
• No manager support

Vote first. Then tell us why in the comments.

I’m especially interested in hearing from people who chose “No manager support.” What happens after training may matter just as much as what happens during it.

I have a challenge for L&D professionals.Finish this sentence:L&D would create more value if we stopped ____________.Sto...
10/05/2026

I have a challenge for L&D professionals.

Finish this sentence:

L&D would create more value if we stopped ____________.

Stopped automatically saying yes to every course request?
Stopped measuring success by completions?
Stopped putting everything the SME gives us into the course?
Stopped treating accessibility as final QA?
Stopped assuming information equals learning?

I’ll add one:

Stopped starting with the deliverable.

Before deciding we need a course, video, workshop, or job aid, let’s understand what we’re trying to change.

Now it’s your turn. Fill in the blank below.

MICHELLE'S TAKE“The quality of your questions shapes the quality of your solutions.”We can create content faster than ev...
10/02/2026

MICHELLE'S TAKE

“The quality of your questions shapes the quality of your solutions.”
We can create content faster than ever.

That's useful.

But I'm increasingly interested in what happens before creation begins.

Did we understand the problem?
Did we talk to the people doing the work?
Did we identify what's getting in their way?
Did we determine what actually needs to change?
Did we decide whether learning is even the answer?

Those questions aren't slowing development down.

AI training may have a training problem.Organizations are investing heavily in AI.But giving employees access to a tool ...
10/01/2026

AI training may have a training problem.

Organizations are investing heavily in AI.

But giving employees access to a tool and showing them where to click isn't the same as preparing them to use it effectively.

The more interesting training questions are:

When should employees use AI?

When shouldn't they?
How should they evaluate an answer?
What information shouldn't be entered?
When does output require human review?
How does AI change the employee's actual workflow?
What does good judgment look like?

Current workplace-learning conversations are increasingly moving beyond simple tool adoption toward skills, behavior change, governance and measurable workforce outcomes. The Conference Board

That's an important shift.

Because AI proficiency isn't simply knowing how to prompt.

It's knowing how to think while using the tool.

Stop training your team only when something changes.New system?Training.New policy?Training.New process?Training.But hig...
09/30/2026

Stop training your team only when something changes.

New system?

Training.

New policy?
Training.

New process?
Training.

But high-performing teams need more than event-based training.
Try building learning into the rhythm of work.

1. Teach it.
Give people the essential information.

2. Show it.
Demonstrate what good performance actually looks like.

3. Practice it.
Give people a safe opportunity to try.

4. Coach it.
Provide feedback while the skill is developing.

5. Support it.
Make job aids, examples and resources available during real work.

6. Reinforce it.
Managers should continue the conversation after training ends.

A course may introduce a skill.

The work environment determines whether that skill survives.

TEAM TRAINING SPOTLIGHT

What skill does your team need to get better at—not just learn about?

Address

Ohio City, OH

Telephone

+19378869186

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