The shift to virtual learning events almost overnight has been a good stimulus for learning and development (L&D). Yet L&D is still miles behind when it comes to measurement, analysis of what works and, more importantly, working with OD to understand what future trends need to be anticipated. If we can’t find the ideal measurements to draw a direct link between learning and bottom line impacts, what are our other options? How can we best approach integrating L&D with work design and team dynamics so that we can meet the needs of the business and our people at the same time?

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