Leading L&D

Like so many aspects of our work and professional lives, learning has changed dramatically over the past few years. Leading L&D will dig into these changes and offer tools for developing new strategies that align with what both employees and organizations need to thrive.

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Course Snapshot

4-6 Hours over 5 Weeks
Next session: Jul. 17
Enroll by: Jul. 24
Online social learning in teams of 30-50
Certificate of completion, SHRM + HRCI credits
13 daysleft to enroll
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Course Overview

Learners will get hands-on, practical guidance and time-tested wisdom from two of the profession’s most accomplished and well-respected CLOs, including Pamay Bassey, Chief Learning and Diversity Officer at the Kraft Heinz Company, and Cameron Hedrick, CLO at Citi. 

Built especially for learning professionals, Leading L&D will be accessible to and transformational for anyone who has a stake in the way organizations learn, adapt, and grow.

Questions You'll Explore:

  • How can L&D serve as a response to this period of ongoing uncertainty?

  • What can learning professionals do to move learning from the periphery to the center of organizational strategy?

  • How can we measure the effectiveness of learning with clear, impactful data?

  • What is the benefit of learning in cohorts rather than individually?

  • How can we move access to real learning out of the executive suite and bring it to leaders across our organizations?

  • What are the benefits to shifting our thinking away from learning systems and toward a culture of learning?

A look inside the platform

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Field Manuals

Leading L&D is made up of five Field Manuals (our version of an online module). Each one contains a variety of types of content and social exercises culminating in a mini-project, reflection, or debate. Each Field Manual will take you between 30-45 minutes to complete, but you can jump on and off at your own pace, as often as you’d like. The deeper learning happens in the discussions with your fellow learners, so be sure to check in on the conversations regularly.

Field Manual Overview:

  • 30-45 minutes to complete

    Bite-sized, easy to read modules for an efficient learning experience.

  • Self paced

    You can jump on and off at your own pace, as often as you'd like.

  • Engaging learning modules

    Each field manual contains different types of content and social exercises, all culminating in a mini-project, reflection, or debate.

  • From Periphery to Center

    Over the last couple of years, businesses around the world have come to understand the power and urgency of learning. But understanding is one thing. Changing culture to create the right conditions for learning—and allocating the time, resources, and space for this—is another task entirely. How can we make sure our organizations put learning at the core of our strategy? This Field Manual looks at tactics and examples of how to move learning off the sidelines and into the center.

  • From Inputs to Outcomes

    The act of learning is famously difficult to measure. How do we demonstrate the value that we provide to our people and to the business without using a laundry list of skills and capabilities as a proxy for learning? We shift our focus away from inputs and toward the outcomes of learning. This Field Manual highlights how we can effectively show the business impact of employees who are more knowledgeable, connected, and engaged with their work.

  • From Individuals to Cohorts

    The pressure to create personalized learning for individuals, tailored to their career paths and skills needs, has only increased. Yet more and more research shows that people learn best in groups. How do we manage this balance? This Field Manual explores the benefits to learning in cohorts and offers strategies for how to bring those benefits to your organization.

  • From Executives to Everyone

    The pandemic has exposed the urgent need for investing in learning and development for more than just senior leaders. How can we help leaders share and model what they’ve learned to the entire organization? What steps can we take to open up learning and development opportunities to everyone? This Field Manual digs into the democratization of learning.

  • From Training to Culture

    For years, building systems of learning (on-demand, mobile, and in-the-flow-of-work) has been the primary focus of L&D professionals. But the best training in the world won’t solve the business challenges we faceunless we also build a culture of continuous learning in our organizations. This gives rise to a key question: how can we craft and maintain a real culture of learning? This Field Manual underscores the importance of communities of practice and democratic, bottom-up learning that is embedded in and valued throughout organizations.

Start your skill development journey.

Featured Voices

Ekpedeme “Pamay” Bassey
Ekpedeme “Pamay” Bassey
Chief Learning & Diversity Officer of The Kraft Heinz Company
Cameron Hedrick
Cameron Hedrick
Chief Learning Officer of Citi
Matt Burr
Matt Burr
CEO & Co-Founder of Nomadic Learning
Josh Bersin
Josh Bersin
Global Independent Analyst; Dean of Josh Bersin Academy

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All Courses Feature:

Skill-building, cohort-based learning.

You work collaboratively, so why should your professional development happen in isolation? Advance through time-bound programs and self-guided content with peers from around the world.

Access to the largest global community of HR professionals.

Academy members come from over 130 countries and represent more than 500 organizations across dozens of industries.

Certificates focused on real-world strategies.

Earn SHRM and HRCI recertification credits with more than 25 robust courses led by top industry leaders.

Learning content designed with you in mind.

Leading experts share insight into core topics and high-visibility trends through thousands of easily accessible microlearning assets and resources.

Real-world courses create
real-world results.

Human-Centered Leadership

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Accelerating Your HR Career

"I loved how comprehensive the course was. The reflections gave me great points for my next discussion with my leaders, and I feel like I learned a lot about myself while completing them!"

Change Agility

"The videos of Lego and Telstra were really useful. The concepts were clear. I need my boss and colleagues to do this course, too, as we sometimes struggle with change processes!"

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