The Learning & Development Podcast

Learning & Development functions need to move beyond education if they are to fulfil their potential but what does that actually mean? In this episode, Nick shares his Learning Maturity model and we discuss what this means practically for L&D, organisations and each stakeholder within it. KEY TAKEAWAYS Learning Maturity is Person-Centred Design. Audience interest is critical. You need to address the things they care about in ways that transform. Emotion plays a vital role in learning. People prefer face-to-face to e-learning. Being better and faster at their job is the No. 1 thing people want. Training should help people to develop not just perform better. People stay if they feel valued and included. L&D needs to facilitate and increase the availability of learning experiences that are already being used within an organisation. Hybrid learning is different from blended learning. How is explained in the podcast. Often managers are there for the rain dance and they don´t care if it rains. BEST MOMENTS 'L&D is still largely set in an education mindset.' 'Understand what matters to your audience. That´s going to determine what they remember, It´s your key lever.' 'When the word learning is included in the communication, people are around 25% less likely to engage with it.' 'They were there for the rain dance, and they didn´t really care if it rains or not.' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Masterclass Series: https://360learning.com/blog/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D. ABOUT THE GUEST Nick Shackleton-Jones Bio Nick is a genuine thought-leader in Learning & Development, responsible for initiating the shift from ‘courses to resources’ and for the affective context model of learning. He began his professional life as a psychology lecturer and went on to lead learning functions at Siemens, BBC & BP. He’s now a consultant and author of ‘How People Learn’ (Kogan Page, May 2019) as well as being the winner of several awards for people development strategy, innovation, and learning content, including the Learning & Performance Institute’s Award for Services to the Learning Industry, 2017. You can follow and contact Nick via: Twitter: @shackletonjones LinkedIn: https://www.linkedin.com/in/shackletonjones/ Shackleton Consulting: https://shackleton-consulting.com/ CONTACT METHOD FOR DAVID JAMES Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Masterclass Series: https://360learning.com/blog/

When the role of Learning & Development - and Enablement - is linked to employees’ readiness to perform it is critical that solutions work and demonstrably prepare people to perform. Strangely, too many in Learning & Development focus too much on the ‘learning’ and not enough on the actual ability to perform. The criticality of the focus on preparation and performance led Alexis to up skilling from within by seeking an efficient way of leveraging internal expertise for the benefit of all. This is explored in conversation alongside how a product management approach helps to achieve desired outcomes. KEY TAKEAWAYS Understanding why you are teaching something is essential. There is no point in teaching people something if you then set them up for failure by not equipping them to perform. Sprint planning principles ensure that people use what they learn before moving on to the next round of training. Use product management principles to create far more effective training. How, is explained in the podcast. Building personas focuses you on what each type of employee needs. Collaborative learning is highly effective. Replicating how people ingest information in their everyday life works e.g. breaking information into smaller chunks. The more people you engage with, the stronger your understanding of the business and what is needed becomes. BEST MOMENTS 'Enablement at Flexport is a combination of training, change management, and scalable communications.' 'I am a huge advocate for product management in L&D. ' 'Our onboarding program is, in part, on-demand and automated for anybody in the company to use.' 'You have to understand what's in it for them. You have to understand what they are focused on. ' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 https://360learning.com/the-l-and-d-collective/ EPISODE RESOURCES Atomic Habits Book: https://www.amazon.com/Atomic-Habits-James-Clear-audiobook/dp/B07RFSSYBH/ref=sr_1_1?crid=21VO449B979Z4&keywords=atomic+habits&qid=1649694292&s=books&sprefix=atomic+%2Cstripbooks%2C148&sr=1 ABOUT THE GUEST Alexis Burbul Alexis is Senior Manager of Customer Enablement at Flexport, a company that coordinates the complexity required to move freight across a diverse network of logistics, improving the user experience for brands moving freight. Prior to her role in Customer Enablement, Alexis managed Sales Enablement at Flexport. Alexis is also experienced in Product Management, experience which she brought into her roles in enablement. ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/

This is the last in the L&D’s Pivot to Performance series, recorded on December 15, 2021. OPWL’s Dawn Snyder and Steve Villachica join David James, Guy Wallace, Anne-Marie Burbidge, and Sebastian Tindall. In addition to responding to the questions of previous webinar participants, the panel takes on new questions about their approaches and examples of their work. KEY TAKEAWAYS Single-page businesses model canvases quickly demonstrate the impact of the problem on the business as a whole. You do not need permission to pivot to performance. Don´t tell them it is different, just present it, get buy-in and do it. Start small. Rework something low-risk. Maybe something you are already doing. Prove your change works. Don´t over-promise. This change is going to be an evolution, it won´t be perfect the first time. Get into the numbers. Ask, what works? How do you know it works? Focus your networking efforts on line managers. Capture the value of what you are already doing. Don´t try to educate people about L&D. Stay focused on the solution they are seeking. Saying - this change will be good, but maybe you are not going to like it creates unnecessary barriers. Don´t fall into the trap of helping the person who shouts loudest. Every project needs stakeholders that have the juice to make sure what you produce is implemented. Regularly update your client with what you uncover as the discovery stage progresses. BEST MOMENTS 'The neat thing about a canvas is that it is a one-page presentation of something complex. ' 'It is definitely evolution not revolution, start small.' 'They don´t want perfect, they just want something that makes things better.' 'One person´s bureaucracy is another person´s rigour. ' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/

The aim of this series is to highlight the important shift that some L&D leaders and practitioners have made in order to more predictably and reliably affect individual and organizational performance, achieving much more as a consequence. Dr. Villachica has consulted and worked in business, government, and non-profit settings for more than 25 years. He joined the faculty of the Department of Organizational Performance and Workplace Learning in the College of Engineering at Boise State University in 2007. Prior to joining Boise State, Steve collaborated with colleagues and clients at DLS Group, Inc., to create large-scale performance support systems, e-learning, instructor-led training, job aids, and a host of award-winning performance improvement solutions for pharmaceutical companies, law enforcement agencies, securities companies and regulators, the Intelligence Community, and others. At Boise State, Steve teaches courses in instructional design, needs assessment, and workplace performance improvement. Dr. Villachica’s research interests focus on identifying and leveraging exemplary performance throughout organizations. His current research efforts investigate aspects of student readiness for the workplace. KEY TAKEAWAYS Enabling people to perform in ways that contribute to achieving strategic business objectives, is not only about training. You also need to identify what is getting in their way and remove it. Often, organizational stakeholders come to L&D with ill-informed requests for training. Be systematic and look at things systemically. Determine whether the gap is worth closing. Does it really contribute to achieving business objectives and is it worth the time and $ cost? Gather organizational intelligence – find out what is keeping your clients up at night. Don´t try to educate people. Instead, address their pain points Each project needs adequate sponsorship. Someone who has skin in the game. Interacting causes produce the performance gap. In the podcast, Steve explains how to identify the many, overlapping underlying causes, behind each issue. From day one of any project, implementation needs to be a part of the process. Align your efforts with strategic business objectives and keep re-aligning them as things change. It is possible to launch effective projects using remotely hosted meetings. In the podcast, Steve shares the approach he and his team have found to be effective. BEST MOMENTS 'If you want to address resistance, address people´s pain point, don´t try to educate them. ' 'Ask what do you want people to be doing in the workplace that they´re not doing now?' 'Know the difference between what an organization says about itself and what it actually does. ' 'The first step is to get in there and do the organizational intelligence work. Find out what the lay of the land is. ' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 EPISODE RESOURCES You can follow and contact Steve via: LinkedIn: https://www.linkedin.com/in/steve-villachica-96a0a69/ Website: https://www.boisestate.edu/opwl/ SUPPORTING RESOURCES: - Addison, R., Haig, C., & Kearny, L. (2009). Performance architecture: The art and science of improving organizations. Pfeiffer. - Chevalier, R. (2008). The evolution of a performance analysis job aid. Performance Improvement, 47(10), 9-18. https://doi.org/10.1002/pfi.20034 Gillum, T., & Mortenson, K. (2019). Performance eating rabbits: What B.O.L.D. people see and do. Outskirts. - Hale, J. (2007). The Performance Consultant’s Fieldbook: Tools and Techniques for Improving Organizations and People (2nd ed.). Pfeiffer. - Rosenberg, M. J. (2005). Beyond E-Learning: Approaches and Technologies to Enhance Organizational Knowledge, Learning, and Performance. Pfeiffer. - Rummler, G. A. (2006). The anatomy of performance. In J. A. Pershing (Ed.), Handbook of human performance technology: Principles, practices, and potential (3rd ed., pp. 986-1007). Pfeiffer. - Silber, K. H., & Kearny, L. (2009). Organizational intelligence: A guide to understanding the business of your organization for HR, training, and performance consulting. Pfeiffer. - Uday-Riley, M., & Guerra-Lopez, I. (2010). Process Improvement. In R. Watkins & D. Leigh (Eds.), Handbook of improving performance in the workplace: Selecting and implementing performance interventions (Vol. 2, pp. 418-437). John Wiley & Sons. - Watkins, R., & Kaufman, R. (1996). An update on relating needs assessment and needs analysis. Performance & Instruction, 35(10), 10-13. https://doi.org/10.1002/pfi.4170351005 ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and spe

The aim of this series is to highlight the important shift that some L&D leaders and practitioners have made in order to more predictably and reliably affect individual and organisational performance, achieving much more as a consequence. For the fifth episode, Guy Wallace and I speak with Filip Lam, Head of L&D at Klarna about how his performance-oriented approach, coupled with smart technology, means he can move quickly and demonstrably add value whilst almost eliminating administration with automation. KEY TAKEAWAYS Don´t be afraid of automation. The fact it works so well elevates appreciation and demand for the L&D team. Using Filip´s approach a two-person team can facilitate training for hundreds of employees. The right LMS is essential for automation. In the podcast, Filip explains how to choose the right LMS for your organisation. Let your users create the training, pick the best, then tweak and use that. Making other people better should be a part of every single person´s job. That mindset results in users for whom creating training becomes second nature. If the training does not accurately reflect the way something is done in reality, it will not be effective. You cannot shortcut the research stage of L&D, but by bringing all of the stakeholders involved in a process together you can do things much faster. There is no need to wait for buy-in or the culture to change to be able to pivot for performance. You can just do it. Be laser-focused on what makes a difference. If you don´t understand the performance problem and gap you cannot have a positive impact. Don´t be afraid to challenge and organisation on what they think should be done. Standadising elements of your approach enable you to replicate your success and do so at scale. BEST MOMENTS 'In 13 months, we went from having 50 trainees on our platform to 1,950. And that is with two people in the team.' 'don’t be frightened of automation, it's eliminating your admin and elevating what your humans are there to do.' 'You train the way that you want to perform.' 'You need to change your process to fit humans, not the other way around.' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 EPISODE RESOURCES Looop LMS - https://www.looop.co https://www.amazon.co.uk/Driving-Performance-through-Learning-employees/dp/0749497432 ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/

The aim of this series is to highlight the important shift that some L&D leaders and practitioners have made in order to more predictably and reliably affect individual and organisational performance, achieving much more as a consequence. For the fourth episode, Guy Wallace and I speak with Dawn Snyder. Dawn consults on learning and performance strategies, curriculum architecture, performance assessment, evaluation, and change management and has a proven track record of bringing practical, cutting-edge solutions to organisations that want to take performance to the next level. She helps these organisations achieve results using an interdisciplinary approach and is the go-to consultant for initiatives that impact global learning and performance and talent development. KEY TAKEAWAYS Approach all of your work through a performance mindset. Create research strategies that focus on the problem and the results, you need to achieve e.g. gap analysis and cause analysis. Structured interviews, followed by validation of what is gleaned from them is essential. Look at all of the data that relates to the problem at hand/the objective. Dawn explains how to do this without being overwhelmed. Behavioural and performance issues, e.g lateness, should be addressed immediately, that means during induction and training. Training a new hire to handle everything, including rarely performed tasks is a mistake. Focus on the core tasks. Training has to be an opportunity for people to practise what they will actually be doing. Not just theory-based. Most training is too heavy on the content and way too light on practice time. Training criteria are not dictated by trainers. It is dictated by what has to happen on the job. L&D done right, often results in systems and work environment changes. Starting small, with stakeholders who are willing to do things differently, creates small wins that snowball. BEST MOMENTS 'I was very interested in the fact that educational systems can empower and enable people or they can disenfranchise people. ' 'Look at any data that informs that performance.' 'if you take people and train them to do X, but you actually reward them for something different, you can pretty much kiss that training effort goodbye' 'We reverse engineered all the practices and all the content to be geared towards preparing them to do those things that they had to do on the job.' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 EPISODE RESOURCES You can follow and contact Dawn via: LinkedIn: https://www.linkedin.com/in/dawn-snyder/ Website: https://www.dawnsnyderassoc.com/ Books Dawn Mentions: https://www.amazon.co.uk/Fundamentals-Performance-Improvement-Optimizing-Organizations-ebook/dp/B007RT1Q50 https://www.amazon.co.uk/Serious-Performance-Consulting-According-Rummler/dp/1890289167 https://www.amazon.co.uk/Human-Performance-Improvement-Building-Practitioner-ebook/dp/B079H317YH https://www.amazon.co.uk/Performance-Consultants-Fieldbook-Techniques-Organizations-ebook/dp/B008O5JZPY https://www.amazon.co.uk/ounce-analysis-worth-pound-objectives/dp/B00070OSJM International Society for Performance Improvement - https://ispi.org/ The Association for Talent Development - https://www.td.org/ The Learning Development Accelerator Organisation - https://ldaccelerator.com/ The Hale Center - https://halecenter.org/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/

The aim of this series is to highlight the important shift that some L&D leaders and practitioners have made in order to more predictably and reliably affect individual and organisational performance, achieving much more as a consequence. For the third episode, Guy Wallace and I speak with Anne-Marie Burbidge, Head of Learning & Development at Utility Warehouse (a UK-based multiservice utility provider) who draws on 15 years experience of running L&D teams. Anne-Marie is keenly interested in Agile principles and understanding how data can help us, using a range of tools and approaches to understand what's really going on in order to grow capability and confidence effectively. KEY TAKEAWAYS Often, training is only a part of the solution. It will not work if issues with the underlying processes are not addressed. Ask what good looks like. How will the improvement be measured? The more clearly this is defined the more targeted and effective the training will be. If you don´t think training is the answer, don´t be afraid to say so. Position yourself as a partner, as an enabler, within the organization. Don´t wait for the perfect situation before pivoting. Start small. Those little wins add up, build trust and ultimately lead to big changes. Find the keen bean in the organization, they will be a great early adopter. Build your internal network. Talk to users, people at all levels, and from all areas of the business. The more you do the more your understanding grows. Approach all of your conversations wearing opportunity goggles. Always be on the lookout for ways to improve things for the business. Don´t wait to be asked. Look at things holistically. When you find a solution to a problem, ask where else in the organization that problem exists, so the solution can be used there too. This is an important aspect of product management. Short videos are a great way to share those little bits of knowledge that smooth things out. When you do not fully understand the problem there are always unintended consequences. Identify what is being produced and measure that. Ask how can you tell good from bad results? BEST MOMENTS 'People can only perform to a level that the environment around them allows.' 'Understanding what the real problem is, leads you a fair way towards the solution.' 'When someone comes to you and says I need training, don´t hear training, hear help.' 'Pilot, test, experiment, and scale-up.' 'Good L and D is quite stealthlike in many respects, but you are also well networked.' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/ L&D Collective: https://360learning.com/the-l-and-d-collective/

The aim of this series is to highlight the important shift that some L&D leaders and practitioners have made in order to more predictably and reliably affect individual and organisational performance, achieving much more as a consequence. For the second episode, Guy Wallace and I speak with Sebastian Tindall, Head of Learning & Development at Vitality. Sebastian has also held strategic roles in Santander Bank and The Co-Operative Bank. Over recent years his work with global L&D functions in South Africa, India, and the USA have catalysed his passion for creating a diverse range of innovative high-impact learning solutions. KEY TAKEAWAYS You need more than training in your arsenal to solve an organization's problems. A resource that improves performance could be anything, for example, a tool or a system tweak. Ask what people need to do to get it right every single time. This approach identifies impossible or inefficient processes. Training should not be the go-to. Processes should be so simple and intuitive that training is not necessary. People should not be over-trained and boxed in. The aim is to make them intuitive, flexible, and agile. The initial conversation should always be about the business performance issue. Ask managers to explain exactly why they want the training. Sebastian´s team typically turns a project around in 7 days. Taking a lego block approach enables any team member to pick up and work on any stage of any project, which greatly reduces delays. Analyze how people use your systems to make sure they can find information fast. Sharing good results provides you with instant permission to change and improve things even more. Managers need to see the training and to have more access to L&D while their teams are being retrained, so they do not get blind-sided. BEST MOMENTS 'I don´t have a training bias, I have a performance bias.' 'Typical turnaround for a project for us is 7 working days. We are built for speed. ' 'Our definition of performance is the ability to complete a task correctly, every time. ' 'Flip it and ask what will support them in their role'.' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

This is the first in the ‘L&D’s Pivot To Performance’ series, in which David James and Guy Wallace speak with Dr. Kenneth Yates about Cognitive Task Analysis (CTA). The aim of this series is to highlight the important shift that some L&D leaders and practitioners have made in order to more predictably and reliably affect individual and organisational performance, achieving much more as a consequence. KEY TAKEAWAYS L&D needs to pivot from being learning-focused to being performance-focused. In the modern workplace, most tasks involve decision-making. How those decisions are to be made is hard to capture and turn into meaningful training. Experts omit up to 70% of the critical information when describing what they do. Using the CTA approach to conduct interviews with 3 or 4 experts fills in much of the missing information. Knowledge, motivational, cultural, and organisational factors all influence human performance in the workplace. Identifying the actual problem you are trying to address is essential. Yet, frequently this step is rushed. Asking if a problem was solved what would be achieved focuses everyone´s attention and motivates them. Dr. Yates uses gap analysis to diagnose problems. He explains why and how in the podcast. The gap analysis framework can be used for problem centred issues and to improve processes. Culture influences our performance and how we learn. As well as the language that needs to be used. The Human Performance Framework can be done surprisingly quickly when people buy into the process. Conducting CTA is time-consuming, but because it is highly effective you get good ROI. BEST MOMENTS 'Experts actually omit up to 70% of the critical information the novice needs.' 'When we find a procedural gap in human performance we need to conduct CTA.' 'Ask – if this problem were solved, what goal would be achieved.' 'Motivation accounts for up to 40 and 50% variance when it comes to learning achievement.' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 SUPPORTING RESOURCES Clark, R. E., Pugh, C. M., Yates, K.A., Inaba, K., Green, D., & Sullivan, M. (2012) The use of cognitive task analysis to improve instructional descriptions of procedures. Journal for Surgical Research. https://hpttreasures.files.wordpress.com/2020/07/journal-for-surgical-research-clark-sullivanedit.pdf Clark, R.E., Feldon, D., & Yates, K. (2011, April) Using Cognitive Task Analysis to capture expert knowledge and skills for research and instructional design. Workshop presented at the American Educational Research Association, New Orleans, LA. https://hpttreasures.files.wordpress.com/2018/11/aera_cta_workshop_2011_04_11.pdf Yates, K. A., Sullivan, M., and Clark, R. E. (2011). Integrated studies in the use of Cognitive Task Analysis to capture surgical expertise for Central Venous Catheter Placement and Open Cricothyrotomy. American Journal of Surgery. 203(1). 76-80. https://hpttreasures.files.wordpress.com/2020/07/yates_sullivan_clark_2011_integrated-studies-on-the-use-of-cta.pdf Sullivan, M. E., Yates, K. A., Baker, C. J., & Clark, R. E. (2010). Cognitive task analysis and its role in teaching technical skills. In Tsueda, S., Scott, D. and Jones. D. (Eds.). Textbook of Simulation, Skills and Team Training. Woodbury, CT: Cine-Med. https://hpttreasures.files.wordpress.com/2020/07/chapter-in-textbook-of-simulation-cognitive-task-analysis-and-its-role-in-teaching-technical-skills-sullivan-yates-baker-clark.pdf ABOUT THE GUEST Dr. Kenneth Yates Bio Ken is a Professor of Clinical Education in the Rossier School of Education at the University of Southern California. He is also Co-Director of the Center for Human Applied Reasoning and IOT, a joint center of the Rossier School of Education and the Viterbi School of Engineering to combine cutting-edge cognitive science and education research with the emerging Internet of Things technologies to revolutionise personalised learning. His research focuses on the use of Cognitive Task Analysis methods to capture the underlying knowledge and skills that experts use to solve complex problems and the design of instruction to effectively teach this expertise to others. He is also interested in how information communication technologies can be used to deliver instruction more efficiently to a wider audience. ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Officer at Looop by 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www

As the last episode of 2021, we pause for reflection, summarise some of the learning from 26 episodes so far and look forward to next year. The first episode of 2022 will be released on 11th January. KEY TAKEAWAYS Digital is about working with those to overcome challenges not about the next shiny object. L&D needs to take a more rigorous approach to analysis. Results can be and should to be measurable. L&D teams that produce real measurable results grow. The rest shrink. The product manager approach has exponentially increased the speed at which teams achieve results. Having an outcomes conversation rather than talking about learning, gets decision makers onboard fast. The last two years have drastically changed L&D and the way we share and maintain the culture. BEST MOMENTS 'Many in L&D conflate digital soloutions with system implimentations,' 'The product manager approach helps to alliviate any doubt over the value of L&D.' 'L&D teams should not wait to align the planets before they can adapt or modernise their approach.' 'I think product management will be the dominant skill in L&D. It will facilitate collaboration towards demonstratable results.' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

TikTok and Facebook are just two companies that consider their culture to be crucial to their success and this week’s guest, Michal Oshman, has not only worked for both but she is Head of Culture at TikTok EMEA. In this episode, we explore what culture is; why it’s important; and what Michal does at TikTok to maintain and grow theirs When culture is at the heart of a company it is everything and being intentional with care and dedication is what makes people feel they are truly part of something, listen in and hear more KEY TAKEAWAYS Culture is at the core of the company, it’s about values, behaviours, branding, diversity, inclusion and meaningful moments The founders of Tiktok think about culture as a product and give it the same amount of attention With a product mindset, you take greater accountability making sure your results change things You can measure culture by the amount of engagement People want to feel they are part of something and that they matter, that is culture The role of learning and development is translating business into behaviours Culture doesn’t live within one individual it's connected to community and being together We want our company to be a safe creative place where people can share their narrative You need to understand what people need from the culture of the company The L&D team needs to be able to build and have the honest conversations that mean companies can have a positive culture Culture is everything, how we compensate, how we promote, how we have a career conversation, how we get feedback Culture is hard to define but you know when it’s there and anyone working on culture needs to be curious and willing to learn because it’s a very personal experience BEST MOMENTS ‘I love the idea that our space is where people can share their content and creativity’ ‘When leaders think about things in a different way they open up’ ‘Culture is not static it's ever-changing’ VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 EPISODE RESOURCES You can follow and connect with Michal via: TikTok: https://www.tiktok.com/@michaloshman?lang=en LinkedIn: https://www.linkedin.com/in/michalho/ ABOUT THE GUEST Michal Oshman Michal Oshman is Head of Company Culture, Diversity & Inclusion and Employer Branding at TikTok EMEA and formerly responsible for international leadership and team development at Facebook. Throughout her career, Michal has trained and coached hundreds of tech leaders. She has three university degrees in psychodynamic and systemic thinking, sociology and anthropology. Michal is also published author of the book What Would You Do If You Weren't Afraid?: Discover A Life Filled With Purpose And Joy Through The Secrets Of Jewish Wisdom. CONTACT METHOD You can follow and connect with Michal via: TikTok: https://www.tiktok.com/@michaloshman?lang=en LinkedIn: https://www.linkedin.com/in/michalho/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

Curation is a term that has been used in L&D for a number of years but its actual purpose often seems to be diluted down to ‘making more content’. As discussed in this episode, curation is a useful skill to have in the L&D kitbag to draw on expertise and know-how that resides elsewhere, repurposed as solutions to real problems. Thank you to Shona Hodgson for suggesting this topic. KEY TAKEAWAYS Curation in L&D is about finding content, shaping it and helping everyone to apply it to their roles. When looking for content to curate, don´t forget internal sources. Before looking for content be crystal clear about what you are trying to achieve. Being clear on the problem you are trying to solve makes it far easier to recognise relevant content when you find it and to quickly adapt it. Ask yourself what experience you want people to have and what that engagement piece will be. You don´t need any special tech to be able to do curation successfully. When you curate something you still need to build in support tools and resources. BEST MOMENTS 'We don´t have to create everything from scratch' 'When you are laser-focused on solving real problems, then often the solution stares you in the face' 'I think am I adding value beyond that piece of content. ' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 EPISODE RESOURCES You can follow and connect with Mike via: Twitter: @MikeShawLD LinkedIn: https://www.linkedin.com/in/mikeshawld/ Podcast: https://soundcloud.com/user-377679232 Ready, Set, Curate: 8 Learning Experts Tell You How Ben Betts https://www.amazon.co.uk/Ready-Set-Curate-Learning-Experts/dp/156286940X ABOUT THE GUEST Mike Shaw Bio Mike Shaw is Global Learning & Organisational Development Manager at Emerald Works and an experienced leader in the field of People Development, having led teams at Mitie and Hereward College. Mike is an active member of the L&D community and co-host of the Burnham & Shaw Chat podcast series with Rachel Burnham. ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

A company that looks to the future will know how to prepare for it. Strategic Foresight takes a comprehensive view of your past experiences and decisions, and brings dynamic clarity and focus to your company by creating a transformational framework for you to understand your decisions, processes, landscape, and pathways. In this episode, Frank and David explore Strategic Foresight and the work they did together at Disney. KEY TAKEAWAYS Strategic foresight is about leveraging what is emerging and on the horizon, not accurately predicting the future. Firms that use it adapt and transform quickly and are resilient. Strategic foresight ensures that you build a workforce with the talent and skills to be ready for what comes next. Using strategic forsight it is possible to model and be ready for crisis events ”black swans” like CoVid. Events that speed up change. The disruption of CoVid has drastically changed the way we look at education. In some countries, students are now graduating with businesses as well as degrees. Generation cohort, purposeful work, neuro breakthroughs, phygital and the metaverse are just five examples of how the way we think and live is changing. All of which are talked about in the podcast. Research + data + intuition + creativity is the equation for strategic foresight. How that is applied is discussed in the podcast. It is not enough to identify trends. They merge and form new patterns of behaviour and create new worlds that organisations need to be ready to operate within. BEST MOMENTS 'Foresight really is a way for people to leverage the future. ' 'You need people that are able to meet whatever is coming next..to lay ahold of new opportunities.' 'In foresight, we have to look at multiple alternative futures. ' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 CONTACT METHOD FOR GUEST You can follow and connect with Frank via: LinkedIn: https://www.linkedin.com/in/frankspencer/ Website: https://thefuturesschool.com/ Podcast: https://podcasts.apple.com/us/podcast/the-wicked-opportunities-podcast/id1527341331 ABOUT THE GUEST Frank W. Spencer Frank W. Spencer holds a Master of Arts in Strategic Foresight from Regent University and has worked on strategic foresight projects for companies such as Kraft, Mars, Marriott, Duke University and The Walt Disney Company. He is a prolific speaker, having delivered presentations to groups and conferences in Atlanta, Buenos Aires, London, Los Angeles, Tokyo, Shanghai, Melbourne, Washington, New York City, Singapore, Mumbai, Wellington, Moscow and San Francisco over the last 20 years on topics such as leadership development, the importance of developing the skill of futures thinking, creating environments of foresight in businesses & organisations, recognising emerging trends and issues, identifying unseen opportunities, reaching aspirations and preferred futures, talent management, work, technology, and social innovation. ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

David & Kattie led L&D in different regions - at the same - at The Walt Disney Company and in this episode they reminisce about what it was like, some of the great opportunities they had and some of the challenges they faced. This is a candid conversation that will appease Disney fans - and L&D fans - alike. KEY TAKEAWAYS For large organisations like Disney, the approach to L&D has to be different for each business unit and its growth trajectory. Teaching someone something, changing them and then putting them back into an unchanged environment does not move the needle much. In Orlando, 18 to 20,000 people go through orientation, every year. In the podcast, Kattie explains how that is achieved. For Disney storytelling was an effective way to immerse new hires into the culture and get them to understand that they were playing a role in creating the guest´s stories. All employees need to be clear on the company´s mission and how they fit into achieving it. It is not enough to teach people processes, they need to be equipped to quickly make decisions on the job. There is no point in teaching a class using the standard corporate approach if it means that the learning objective will not be achieved. When a business is moving super fast, you need different techniques and smaller training blocks. Kattie shares some ways to create and deploy them. The best learning resources enable people to learn at the moment that they need it, or shortly thereafter. Flexible approaches and tools that adapt to the audience, culture and environment are best. BEST MOMENTS ' 'It starts with the mission, the shared value.' 'When you are training masses of people keep it simple and help them to navigate their day, their job. ' 'You’ve got to have tools and resources available for individuals to tap into learning in the moments they need it.' 'The means and methodology needs to be flexible enough to adapt and adjust to the audience and culture.' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 EPISODE RESOURCES You can follow and connect with Kattie via: LinkedIn: https://www.linkedin.com/in/kattie-capozza-8695b07/ Website: https://www.discoporcupine.com/ House of Apis: https://www.houseofapis.com/ ABOUT THE GUEST Kattie Capozza Kattie Capozza spent more than 25 years in L&D at Disney, in the Parks and Studios, and worked in both the US and in Asia. Since leaving Disney, Kattie has led Talent and Development for the Bill & Melinda Gates Foundation and now runs both her own consulting and coaching firm as well as House of Apis, which aims to inspire women and girls to realise their superpowers for greatness in their own unique ways. ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

Restrictions as a result of the global pandemic have seen many L&D leaders seeking more predictable and reliable ways of affecting individual and organisational performance with digital and virtual solutions. At this time, approaches developed and advocated by Bob Mosher (and Conrad Gottfredson) have gained even more traction with high-profile examples of them making a huge difference. In this episode, Bob shares insights into L&D today and what he’s seen as the shift being made to achieve more in these challenging times. KEY TAKEAWAYS Never be afraid to experiment when it comes to conversations, by doing so we can achieve a great deal more, and keep the dialogue open for future possibilities. There are risks with returning to work in the wake of the COVID lockdowns, especially as there seems to be a yearning for more face-to-face interaction in business. It's not too late to pivot or adapt practices, even though we are moving away from restrictions. We are still in a period of opportunity and acceleration. Until we make the work transparent, we cannot build performance solutions for it, as we're only guessing what people need in order to work well. BEST MOMENTS 'It's great getting people together, but is it the answer to that problem?' 'It's not necessary to wait until the planets align' 'The opportunities still remain!' 'The idea of protecting our domain because of a job security side to this is just not true' VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Bob Mosher is a genuine Thought-Leader in L&D and Chief Learning Evangelist, at The 5 Moments of Need™, an organisation that specialises in helping learning professionals design, develop, and measure effective learning and performance support through the 5 Moments design methodology. Bob has been an active and influential leader in the learning and training industry for over 30 years and is renowned worldwide for his pioneering role in new approaches to learning. You can follow and connect with Bob via: Twitter: https://twitter.com/bmosh LinkedIn: https://www.linkedin.com/in/bmosher/ Website: https://www.5momentsofneed.com/ Performance Matters Podcast: https://performancematters.podbean.com/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

Whether L&D are advising others’ on their careers or we’re navigating our own, it’s useful to acknowledge how careers are changing and how societal shifts mean we need to shift our approaches to progressing our careers. In this episode, we explore current thinking and practice for post-COVID times. KEY TAKEAWAYS The COVID situation has demonstrated the importance of being ready for change and challenges. Everyone needs to become a continuous learner and embrace the growth mindset, so they can quickly adapt. There is no such thing as failure. Regardless of what happens, you are still learning. The job market is constantly evolving, so you must too. People love helping friends, so there is no need to try to do everything on your own. Work out what you like and what you are good at. Create a vision for yourself. As you go through life your why will change. Recognise this and adjust your goals to accommodate that fact, a lot of people forget to do that. Build your personal brand (reputation). In a gig economy, this is especially important. Understand that everything happens for you, not to you. In the podcast, Andy explains what that means and how it radically improves your mindset. The opportunities we have now are amazing. The fact you can work anywhere opens up all kinds of possibilities. You’ve got to be the one to take the initiative and act. BEST MOMENTS 'We can all do things to prepare ourselves for major challenges and opportunities.' 'Invest time in learning, growing, networking and connecting with others.' 'When we focus on gratitude, we choose to be happy.' 'There is no better time to truly take ownership of your career than right now. The opportunities are amazing.' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 EPISODE RESOURCES You can follow and connect with Andy via: LinkedIn: https://www.linkedin.com/in/andystorch/ Website: https://andystorch.com/ Twitter: @AndyStorch Own Your Career, Own Your Life Book: https://ownyourcareerownyourlife.com/ Podcasts: https://andystorch.com/podcast/ ABOUT THE GUEST Andy Storch Bio Andy Storch is a Consultant, Coach, Author, and Speaker. He is the host of two podcasts including The Talent Development Hot Seat and the Own Your Career Own Your Life Podcast as well as the author of the book, Own Your Career Own Your Life. Andy is also the founder and host of the Talent Development Think Tank conference and community. ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

Cognitive Task Analysis gets to the decision-making behind performance so that what is done by Subject Matter Experts can be accurately shared and then replicated. In this episode, Dick Clark shares insights and experience into what CTA is, why it is critical to successful L&D and how to get started. KEY TAKEAWAYS CTA improves the interview strategies that designers use to discover from experts what trainees need to learn. A lot of what experts do (about 70%) is hidden because they have learned to do things automatically. CTA draws out the thought processes behind far more of the actions experts perform. CTA trained groups learn 43 to 45% more and do so in about 35% less time. CTA trainees also make only minor mistakes. The creation of CTA training takes more time. But, the positive results achieved quickly cover the time spent creating the training. There are 100 types of CTA. In the episode, Dick narrows that field down and explains the technique that has been proven to work best. Revising and critiquing the training using another expert greatly improves the overall result. The process of creating CTA training often identifies problems that organizations have learned to work around. Providing the opportunity to solve those problems and work more efficiently. CTA is flexible, it works for all types of work. Including, technical, management, leadership and many soft skills. Selecting the right experts is essential. Dick covers how to do this in significant detail including what they ask them. Often, the rigorous analysis stage of CTA uncovers opportunities to create simple job aids that greatly enhance performance. AI is set to replace many elements of the analysis and design processes. AI will greatly speed the entire training process up, which will generate a huge step change that will make TLDP an even more critical department. BEST MOMENTS 'As task analysis is now performed only about 70% of the decisions that experts make are being captured. ' 'In the surgical CTA study, we solved enormous problems that the surgeons didn´t know they had.' 'There are places where job aids are just as effective, and certainly more efficient, than training.' 'A lot of AI programmes are going to be developed that is going to replace analysis and design. ' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 EPISODE RESOURCES You can follow and connect with Dick via: LinkedIn: https://www.linkedin.com/in/dick-clark-3b16571/ Email: [email protected] Blink by Malcolm Gladwell ABOUT THE GUEST Dick Clark is Professor Emeritus of Educational Psychology and Technology, Clinical Professor of Surgery and has served as Co-Director of the Center for Cognitive Technology at the University of Southern California. Dick is the author of over 300 published articles and book chapters as well as three recent books - Learning from Media: Arguments, analysis and evidence, Second Edition (2012, Information Age Publishers); Handling Complexity in Learning Environments: Research and Theory (2006, Elsevier) and Turning Research into Results: A guide to selecting the right performance solutions (2008, Information Age Publishers) which received the International Society for Performance Improvement (ISPI) Award of Excellence. ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

Just a short message from David, to let you know that he is taking a few weeks away from podcasting to recharge. But, that he is still available on other platforms, which he shares in the podcast. Along with a request for a bit of help with inspiration from his audience. VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

Jobs-to-be-Done is best defined as a perspective — a lens through which to observe markets, customers, needs, competitors, and customer segments differently, and by doing so, make innovation far more predictable and profitable. In its application to Learning & Development, it is an approach to truly understand the needs of both employees and L&D in order to develop products that make a predictable and demonstrable difference. KEY TAKEAWAYS Many organizations waste a lot of time and resources on things that do not really add value. Having a granular understanding of who your customer is and what their needs are is essential for an L&D department. Invest time upfront in identifying the customer's actual needs. Focus on tangibles, things that can be properly quantified and measured. Focusing on the jobs that need to be done, improves understanding. It produces highly focused and tailored L&D products that solve actual problems rather than just perceived ones. Employees are business performers, not learners. Looking at them like this helps to ensure that training enables them to grow and perform better. In the podcast, Tony shares the 5-step outcome-driven innovation process that ensures you focus your energy in the right places. Be sure to involve the people who actually do the jobs. They are the ones that have an in-depth understanding of each process. Knowledge that their manager doesn't have. The Jobs-To-Be-Done approach can be applied anywhere. BEST MOMENTS 'Focus the entire organisation around a common understanding of needs, so that everyone´s pushing in the same direction to create customer value. ' 'What makes education so complicated is that there are multiple stakeholders in it for different reasons.' 'Once you know what the unmet needs are you can make the right decisions ' 'Innovations is a science, you don´t have to guess at this' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 EPISODE RESOURCES You can follow and connect with Tony via: LinkedIn: https://www.linkedin.com/in/tonyulwick/ Website: https://strategyn.com/tony-ulwick/ Twitter: @Ulwick Jobs To Be Done eBook: https://jobs-to-be-done-book.com/ ABOUT THE GUEST Tony Ulwick is the author of the original Jobs-to-be-Done book, What Customers Want, his recent release, JOBS TO BE DONE: Theory to Practice, and additional articles on ODI published in HBR and MIT Sloan Management Review. Through his involvement in hundreds of innovation initiatives, Tony has helped companies reinvent underperforming products, create new business models, and build and implement company-wide innovation programs. His work is cited in hundreds of publications. ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

The opportunity with digital L&D has always been to achieve more but when online learning has been resisted by employees and with eLearning being tarnished by poor click-next courses, it seemed the opportunity was beyond us. However, by pivoting to Agile, working closely with their clients and leading with resources Sebastian and his team at Vitality Health address almost 10x the number of projects they could before; they’ve achieved real results, and grown their team because of their success. So it is possible. Find out how in this episode. KEY TAKEAWAYS Resource L&D customised L&D reduces training time by 56%. Effective training that does not take people away from their jobs for long is what businesses want. To be truly relevant and up to date training needs to be created fast. Sebastian´s team do it in about 7 days. Sit down with your client and use data and guided processes to help them to identify the critical tasks and the steps the training needs to cover. Trust the end user to tell you what they need and be guided by them when tweaking the training. Analyse after every release and make adjustments to make the training better, based on feedback from your client and trainees. The training you provide needs to be fluid and able to evolve as the business does. You want people to be able to dip in and out of your training resources to address small skill gaps without having to take a full-blown course, every time. The tools the L&D department provide should not be limited to courses or handouts. Things like calculators and other modern resources can be provided too. L&D has to be an integral part of the business. It plays a role in delivering the right product at the right time to the customer. BEST MOMENTS 'L&D departments can demonstrate value' 'Identify what needs to be done, not what people need to know.' 'The number one thing for us is to be able to support our staff members to be able to do their job as quickly and efficiently as possible.' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Sebastian Tindall Sebastian is Head of L&D at Vitality Health and has also held strategic roles in Santander Bank and The Co-Operative Bank. Over recent years his work with global L&D functions in South Africa, India and the USA have catalysed his passion for creating a diverse range of innovative high impact learning solutions. ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

The step-up into L&D leadership can often be underestimated because it’s hard to understand unless you’re doing it. Too often L&D professionals bemoan the absence of the conditions for change but this is where leadership comes in. In this episode, we discuss what it means to become a leader of an L&D function, what the new expectations are, what a leader needs to do, and how to bring people with them. KEY TAKEAWAYS Successful L&D teaches people the skills they need to solve problems the business faces. L&D is about creating business solutions. When your L&D strategy is resisted, show true leadership. Stand your ground and negotiate for the type of L&D you know the business actually needs. Don´t wait for the perfect conditions to modernise. Take the lead instead. Establish where people are on the learning development readiness scale and tailor what you offer to that individual's needs. Facilitation is a key component of successful L&D. In the podcast, Paul explains how he uses book clubs to break down barriers and facilitate change. Getting people to learn together is fantastic for team building and reducing the hierarchy. You can´t force change. Guidance, support, and two-way conversations are essential when leading people to do things differently. Give people what they ask for, add something extra, then watch them adopt and use those new techniques and skills. Be humble enough to recognise that you do not know it all. Develop your network. It is great to have someone to turn to for counsel. BEST MOMENTS 'You are not developing learning and development solutions. You´re developing business solutions.' 'Ask where do they sit on the learning and development readiness scale, tailor that story to their needs and bring them on the journey.' 'The art of negotiation is getting a deal. ' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 EPISODE RESOURCES Scrum by Jeff Sutherland ABOUT THE GUEST Paul Smith Paul is Head of Learning & Organisational Development at Retail Prodigy Group in Melbourne Australia, having relocated from London whilst working with Apple. Since then, Paul has led Learning and Talent functions with BUPA Australia, Momentis, CPA Australia, and Officeworks. ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

Stepping up to L&D Manager can be both exciting and daunting but we can all learn from those who’ve done it already. In this episode, Jack describes his role, his assimilation, and his development, alongside the expectations and experiences that have helped him establish himself at this new level. KEY TAKEAWAYS Becoming a manager is a huge change. You actually are changing your career when you take on a management role. Don´t spend too much time continuing to do the work you did and were good at before. If you do you will stretch yourself too thin. You need to manage your profile in your organisation to make sure you get credit for what you do. Jack spends about 20% of his time supporting and developing his team. A big chunk of the role is providing air cover for your team. Managing expectations, keeping them away from the stress, etc. Your team must know what is going on in the business as a whole. What its goals and priorities are. Pause regularly to think about the problems you are trying to solve and check you are on track. You need to put your internal customers at the heart of everything you do. To prepare to become an L&D Manager, benchmark yourself and work to fill any gaps. Step out and push yourself to develop and practice management and leadership skills. When you first become a manager you may need to push to be included in the right conversations. BEST MOMENTS 'What we get back from working with the team, is brilliant ' 'Progressing as a manager is a career change' 'We´ve just not got all of the answers. But we are willing to go and seek them' 'Don´t wait to get your seat at the table. Pull up a chair or ask for it. ' ABOUT THE GUEST Jack Lockhart Bio Jack is Learning Experience and Performance Manager at PerfectHome, having progressed to manager-level via L&D roles at Virgin Media and The Training Foundation. Jack is a prominent voice on social media relating to modern L&D practices and approaches that drive demonstrable value to organisations. You can follow and connect with Jack via: LinkedIn: https://www.linkedin.com/in/jacklockhart/ VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

Starting your career in L&D can be exciting and daunting. Where do you start? Which skills are important? What pitfalls must you avoid? Especially in these times when the whole profession has shifted and digital approaches are transforming the practice. In this episode, Lexie Hockaday (Junior L&D Product Manager) explores her own journey and development, alongside her line manager, Anne-Marie Burbidge (Head of Learning & Development). KEY TAKEAWAYS There are many ways into L&D. Not everyone has to do a learning apprenticeship. Spend time out in the business building up your understanding of how things actually work. Focus on what the business is trying to achieve so that you can deliver effective training. Follow up on your trainees to ensure that what you offer is delivering results. Digital resources enable you to curate content, constantly update it and deliver training fast. Learn to utilise the data you can extract from the tech systems you use. In many cases, light solutions e.g. a short how-to video is the answer, rather than a full-blown course. BEST MOMENTS 'One of the beauties of learning and development is you can come in from any number of routes.' 'I always start with what´s the why, what are people and the business trying to do? ' 'Keep the end-user, the human, the person at the heart of everything you do. ' 'I see learning and development as part of the overall employee experience. ' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUESTS Anne-Marie Burbidge Bio Anne-Marie is Head of Learning & Development at Utility Warehouse, a UK-based multiservice utility provider, and draws on 15 years experience of running L&D teams. Anne-Marie is keenly interested in Agile principles and understanding how data can help us, using a range of tools and approaches to understand what's really going in order to grow capability and confidence effectively. Lexie Hockaday Bio Lexie is Junior L&D Product Manager at Utility Warehouse and - at the point of recording - is studying on the CIPD Level 5 Qualification in Learning & Development. ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

Is a Learning Culture essential if an organisation is to realise the potential of its people or is it, perhaps, a false nirvana? In this episode, it is explored when and how it becomes possible to develop a Learning Culture, we bust some myths around it and seek to empower L&D to begin it’s progression right now rather than wait for the perfect conditions - because those will never arrive. KEY TAKEAWAYS A learning culture has tended to mean that companies believe their learning departments or content is adequate. However, these are merely provisions. A learning culture is the point at where people can access learning at any time with no barriers to entry, and where access is encouraged. Before we develop a learning culture, it's essential to switch the conversation from learning performance and results, and not delaying the progress by thinking we have to change the culture first. No CEO will ever lose sleep over how many people have not completed courses. We need to be using measurements and metrics that business managers understand. BEST MOMENTS 'It is literally the lifeblood of the company' 'That is not a learning culture - that is a provision' 'I believe there is so much more than people completing courses and happy sheets' 'We're seeing much more of a "need to have" than a "nice to have"' VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST A multi-award winning Learning leader with experience of heading up international Learning & Talent functions. Having worked across different organisations and sectors, Dr Hannah Gore has in-depth - as well as hands-on - knowledge of what it means to successfully align L&D with business outcomes and select the most appropriate approaches in order to make a demonstrable difference. Now a consultant, lecturer and Board Director at the eLearning Network, Hannah is an influential figure in L&D, helping to promote Learning Cultures as a way of achieving real results. You can follow and connect with Hannah via: LinkedIn: https://www.linkedin.com/in/hannahgore/ Twitter: @HRGore Website: https://drhannahgore.com/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

Sukh Pabial recently conducted some research to understand the impact of COVID-19 - and subsequent restrictions - on L&D. In this episode, the results of this research are shared and explored in order to help understand where we are now and where we, as a profession, should prepare to go. KEY TAKEAWAYS The furlough scheme saw to it that many jobs were saved, but for those in L&D, if robust remote learning methods were not implemented, then a huge proportion of workforces could not be developed while furloughed. The shift to remote development has been significant. 85% of workforce learning is now done digitally and virtually. Everyone who pivoted from their original existing L&D strategy and content delivery, to one more focussed upon needs and priorities, created a huge contrast to the way things worked previously – an as-and-when framework. From a professional capability perspective, the shift to digital and virtual has been transformative. BEST MOMENTS 'The overall finding is that 85% shift to virtual’ ‘This has left a huge population who cannot access skills development’ ‘I think our “solutions” are so insubstantial that they require support from elsewhere’ ‘This has allowed them to make the shift they wanted to make’ VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Sukhvinder (Sukh) Pabial is a senior Learning & Organisational Development leader who, as CLO of Challenging Frontiers, actively works to progress the thinking and practice of L&D. Sukh’s interests lie in L&D strategy and consultation, innovation in business, positive psychology and emotional intelligence. Sukh is an occupational psychologist by education, and has extensively studied the fields of positive psychology and emotional intelligence. Twitter @sukhpabial LinkedIn https://www.linkedin.com/in/sukhvinder-pabial-01113b1b/ How Has COVID Impacted L&D? Research Results: https://challengingfrontiers.com/impact-covid19-ld Website: https://challengingfrontiers.com/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

Design Thinking is an emerging trend in Learning & Development but one that can easily be misunderstood or misappropriated - but it can also be incredibly powerful. In this episode we dive deep into what it is, how it can help L&D and how to use it. KEY TAKEAWAYS Approaching problems from the perspective of the user, and being informed by data, is a way to solve real business problems. Design is not one single thing, but a collection of choices that come together to create a better experience. In order to best understand how to create design as a way of thinking, we must conceive of it as an investment in time and understanding. Far too many people jump upon buzzwords in order to make it seem as though they are being proactive. But this is the root cause behind the misconceptions that are keeping L&D in the past BEST MOMENTS 'We should be saying design... as a way of thinking...' 'Design is an approach that people can use to solve big problems' 'Change can't travel throughout our profession because of the mis-branding' 'If we understand the thought behind the problem, we don't need a piece of e-learning' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUESTS Danny Seals is Director of Design, Experience & Innovation at GP Strategies and the purpose of his work is to create impactful change through using good design. He pulls from various design disciplines and mindsets such as human centred design, design thinking, service design, system thinking and experience design. You can follow and connect with Danny via: LinkedIn: https://www.linkedin.com/in/dannyseals/ With a background in the engineering and aerospace sectors, Tim Brind understands ROI and how to add value; an approach that combines performance consulting with human centred design to ensure the production of innovative, user-centric learning experiences and creative problem solving. You can follow and connect with Tim via: LinkedIn: https://www.linkedin.com/in/tim-brind-81707513/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

The digital skills gap within L&D has been called out as one of only 4 areas that could be critically holding back organisations and unless we recognise this and develop ourselves then we’ll continue to be part of the problem rather than those at the forefront of addressing it. In this episode, we discuss the difference between what L&D perceive to be digital and the opportunity that it actually presents. KEY TAKEAWAYS Having the right mind-set is a prerequisite of success. You can't succeed in digital initiatives without a good mindset as it limits your chances. L&D has taken a long time to warm to themes of remote development, but this thawing of attitudes has been greatly sped up by the impact of lockdown. Remote is now seen as the norm, and so L&D has begun to fully embrace the possibilities. We do not necessarily make the most of the connection theme. We tend to think of it as being connected to a system, or connected to an instructor, but while they are important, this is limiting. It is incumbent upon us to measure success not in the number of clicks or downloads of software, but the success and penetration of ideas and learning. BEST MOMENTS 'Part of it's about how you organise. Part of it's about how you take decisions' 'L&D is starting to warm to these themes now' 'It's been a huge area of growth, and I don't think it's going to stop' 'These are themes from my working history that I still think are very valid' VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Myles is an experienced consultant, senior manager and general manager of online and digital business in the private and public sector. He has a particular depth of experience in digital transformation, leading the development of digital and online learning and products in the corporate and education worlds with extensive experience of digital learning strategy, managing implementation and digital product strategy and design. You can follow and connect with Myles via: LinkedIn: https://www.linkedin.com/in/myles-runham/ Twitter: @MylesRun Blog: https://mylesrunham.com/blog/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

As podcasting grows, in terms of listeners and the number of podcasts available, the opportunity for internal use in organisations is also growing. This has been an area that many in L&D have been experimenting with as a new channel and another modern way of sharing messages and insights. In this episode we explore examples of what’s working well in some organisations and tips for getting going with podcasting. KEY TAKEAWAYS Podcasting is one of the fastest-growing areas of content development. They are swift to deploy in service of a defined need. If seeking to deploy podcast content, we should always aim to experiment rather than launch as a new commitment. This can lead to the feeling of wearing a millstone. Podcast listening is up 40% over the last three years. At Podbean alone, over 100,000 podcasts were begun in 2020. There is no gatekeeper for the world of podcasting, allowing for a surfeit of creativity. This also allows listeners to tune in to more specific niches. BEST MOMENTS 'A lot of people found their creative vibe during lockdown' 'See if it gets you the results you seek, and not just some attention' 'More Americans listen to podcasts every week that attend religious services' 'Podcasts really foster independent creation' VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Shannon works with podcasters and organisations running internal communications and training podcasts, to support their efforts and address their needs. In addition Shannon run community outreach: interviews, social media, events, collaborations, and sponsorships. She also speaks at podcasting and employee development/training/HR conferences on various aspects of podcasting. You can follow and connect with Shannon via: LinkedIn: https://www.linkedin.com/in/shannonmartinwrites/ ‘Podcasting for Learning and Development & Internal Communications’ LinkedIn Group: https://www.linkedin.com/groups/13872219/ Podbean Blog: https://blog.podbean.com/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

If addressing Skills Gaps was as easy as plugging in a new platform filled with categorised content then L&D wouldn’t be recognised as part of the Skills Gap problem rather than addressing it. Yes, that’s right, Organisational Learning is deemed under-skilled at addressing ‘broad-based re-skilling efforts’. So how did we get here and how do we sort ourselves out? These questions - and many more are explored in this episode. KEY TAKEAWAYS Training and learning are different things. We are creating a flawed system through our own educational institutions. We are taught the basics, but not taught how to apply these lessons. The industrial strategy council has highlighted that five million workers could become acutely underskilled in basic digital skills by 2030. Skills gaps are impacted both positively and negatively by more factors that many realise, including the political landscape and economic requirements of any given territory. Approximately, we spend 44 billion pounds per year on L&D, and yet the returns do not seem to be worth the investment. BEST MOMENTS 'We're not addressing a skills gap - it's just keeping a nice chat going' 'We can't just go out and recruit to make this business successful - we're going to have to grow some' 'As a learning profession we have turned the other way' 'What is the outcome that we deliver, year on year, for that spend?' VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 Industrial Strategy Council ‘UK Skills Mismatch 2030’ Research Paper - https://industrialstrategycouncil.org/uk-skills-mismatch-2030-research-paper UK’s Digital Skills Gap Poses Risk To Economic Recovery - https://news.microsoft.com/en-gb/2020/11/23/uks-digital-skills-gap-poses-risk-to-economic-recovery-research-reveals/ ABOUT THE GUEST Simon is a modern and experienced Executive-level People Leader who has delivered meaningful commercial Change and Transformation via appropriate Learning, Organisational Development and Talent initiatives. Simon has a varied history and experience of working in different sectors and economic climates. From start-up to large multi-national companies, including NBC Universal, Fujitsu, Sonnedix and NatWest / RBS. You can follow and connect with Simon via: Twitter: @simon1gibson LinkedIn: https://www.linkedin.com/in/simongibsonlearning/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

So here we are again, like so many countries around the world, in Lockdown. But as we’ve learned over the past year, this does not mean that business completely stops and many are finding innovative ways to continue operating and certainly preparing for the next phase: Post-vaccination. In this episode, we get to hear from three successful and innovative L&D leaders about what’s happening in their teams, how they’re preparing for what comes next and their hopes for the future. KEY TAKEAWAYS For many, previous lockdowns were seen as something of a holding pattern, a case of keeping heads above water. Now, operations are seeking to grow during lockdown. There is a huge value in bringing people together and holding a conversation around a table in order to share perspectives and experiences. There can never truly be a digital substitute for this. Experimentation and creativity have become the most productive way of re-shaping the work environment. It has made us realise that collaboration is the key to moving forward. The key to keeping our people motivated is to make sure that our values and our purpose are being effectively communicated and embraced. BEST MOMENTS 'People want to feel valued. They want to feel like they're working towards a unified purpose' 'L&D hasn't changed. This has just challenged us to make it even better' 'It all started with recognising that this is unusual, and that no one has all the answers' 'That creation of blended learning is very much what we're pushing for' VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUESTS Eva Adam Bio Eva Adam is Learning Design Lead at Philip Morris International providing innovative solutions that help the company to achieve its strategic objectives. Eva leverages digital solutions and Experience Design to achieve real business results and successfully brings employees and stakeholders along with digital transformation. You can follow and connect with Eva via: LinkedIn: https://www.linkedin.com/in/eva-adam-25947787/ Alice Collier-Niblett Bio Alice is a thoroughly modern L&D professional with a background of leading with digital solutions and bringing her team and organisation along with her. Previously at ASOS and now with Monzo, Alice is a member of a team that operates in a way that is leading-edge and aspirational for many: Data-driven, performance-focused and agile. You can follow and connect with Alice via: LinkedIn: https://www.linkedin.com/in/alice-collier-niblett-849154b8/ Sean Cooper Bio Sean is Learning Demand Design & Delivery Manager at Drax Group, having previously been L&D Manager at Jet2. He is a forward-thinking, outcome-focused L&D leader who uses data, experimentation, Agile principles and digital-first solutions to affect the way the work is done and desired results. In recognition of this, he and his team at Jet2 achieved the Silver Award at the Learning Tech Awards. You can follow and connect with Sean via: LinkedIn: https://www.linkedin.com/in/sean-cooper1982/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

Induction is common to all most all organisations. What’s also common is getting it wrong. Hours spent delivering slide after slide after slide with no intention of preparing attendees with the information and know-how that will impact their working. This was the case for Ross Stevenson at Trainline.com and this was the reason he decided to do something different - and do something that works. KEY TAKEAWAYS L&D must be seen as absolutely integral to any organisation, so that all of our people recognise the importance and value of developing and growing. By making the learning experience employee-centric, instead of merely convenient and topic-centric, we can all make the difference required to welcome new starters and prepare them for performance. Far too many organisations still deliver "Death By Powerpoint" presentations, but we all know that this does not work effectively any more. Video content is a fantastic way of creating engagement, and far more attractive to people than simple paperwork that is often ignored. BEST MOMENTS 'I'm the A to Z of L&D' 'If we invest in people we can help people grow and have high performing teams' 'To make sure that we provide people with a real value-add experience touches on a human and a digital element' 'It's about not having a finite approach, and looking at an infinite approach' VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Ross is Senior Learning & Talent Development Manager at Trainline.com, having previously been Digital Learning Manager at Tesco. He is an advocate of progressive L&D practices that impact individual and organisational performance. In addition, Ross is author of the Steal These Thoughts blog and podcast. You can follow and connect with Ross via: LinkedIn: https://www.linkedin.com/in/rstevensonuk/ Twitter: @_Rsvenson Website: www.stealthesethoughts.com ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

We’ve discussed the principles of Digital Marketing and its application to L&D in previous podcasts but this one is slightly different. Satoshi and the team at SwissRe have up-skilled themselves and experimented with both the approaches and tools of Digital Marketing to get closer to employees and create a compelling Digital Learning offering. KEY TAKEAWAYS Too few L&D professionals see the overlap between L&D and digital marketing when it comes to efficiently influencing behaviour. The main challenge for democratised learning is how people can find the most relevant content in the moment of need. We recognise things as learning needs based on minimal observation, or even because of our preference, but these things are not real needs. They are assumptions. The principles of marketing can be used to enhance the learning experience. Effective marketing is used to nudge a user along a funnel and towards a proposed end goal. It's the same with learning. BEST MOMENTS 'We put a lot of emphasis on the learning experience. We wanted to be more digital and personalised' 'We have to find ways to promote the right content through digital channels' 'It's so much about education, but it has to start with them' 'We don't have a crystal ball to predict the skills of the future' VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Satoshi is Learning Experience Lead at SwissRe and is passionate about learning and emerging technologies. Especially how technology can help to build the most impactful learning solutions and provide everyone access to knowledge at anytime, from everywhere, in the moment of need. You can follow and connect with Satoshi via: LinkedIn: https://www.linkedin.com/in/satoshi-probala-7a546097/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

As the last episode of 2020, we pause for reflection, summarise some of the learning from 26 episodes so far and look forward to next year. The first episode of 2021 will be released on 5th January. KEY TAKEAWAYS Many priorities from the world of 2019 were put aside in the wake of the COVID pandemic. It has forced us to re-evaluate what's important, and how we work in the world of today. Emerging trends have had a chance to shine in the new working landscape, including agile, experimentation and digital resources. Things have accelerated almost ten years in the space of a mere few months. Expectations of L&D have allowed us to modernise solutions at a never before seen pace. BEST MOMENTS 'We talked through the opportunities for L&D as organisations needed to adapt - and fast' 'We're moving fast to address the emerging needs of employees' 'L&D should become more proficient in its use of data' VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

It’s a comparison that provokes strong reactions from L&D professionals who see mostly distinctions between Digital Marketing and Workplace Learning. But both seek to be where people are looking for answers to their questions in order to influence their behaviour, via education and prompts. Not only does L&D have more in common with Digital Marketing than we’d like to admit but Marketers have also been on a journey we’d be wise to follow. We explore all of this and more in this episode. KEY TAKEAWAYS We are competing for the attention of our people. There is a significant amount of noise in the world right now. The key is to prove the value of learning experiences, and start to build trust in order to win that attention back. There is a huge transformation occurring that has meant a powerful learning for marketing forces, who are able to use this to adapt and evolve as impacts are required to be proven. Far too often, we zero in on the sinister, and some would say intrusive side of digital marketing, instead of looking at the grand opportunity to provide the help that people so clearly crave. Data must never be treated as absolute, but as a tool to help us hypothesise. Data does not mean everything. It merely helps us to gather an informed perspective on proposed outcomes. BEST MOMENTS 'We are in an attention economy' 'It is at that point of need that we have the biggest opportunity to influence' 'The biggest thing is understanding your audience' 'The best decisions I make are based on data' VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Ashley has extensive experience of building Marketing functions and is an expert in Marketing automation, search engine optimisation (SEO) and content marketing. Ashley is a Marketing Consultant delivering Marketing skills and solutions for L&D and learning technologies. Branding. Strategy. Original, lead-generating campaigns. Copywriter and storyteller. HubSpot expert; enablement coach. You can follow and connect with Ashley via: LinkedIn: https://www.linkedin.com/in/ashsinclair/ Website: https://www.maas-marketing.co.uk/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

DESCRIPTION L&D is as renowned for not knowing the impact that interventions have as the training that's delivered. For some stakeholders and organisations it’s enough to know that training took place but that’s becoming less and less the case. In this episode, Kevin brings his experience of investigating learning impact via his latest ebook: The L&D Detective Kit For Solving Impact Mysteries. KEY TAKEAWAYS Impact is the extent to which training and learning is activating performance and business goals. The aim of the book is help L&D teams to help measure how training and learning are activating behaviour and performance. Before trying to solve a problem or measure the impact, we must use the impact standards in order to ascertain whether or not it was designed for impact at all. There are six questions designed to define this. We must seek to challenge the ingrained L&D approach, by where a set schedule for training is established, but also the expectations of stakeholders, who see development in a more analogue way, by returning to the question of “What is the business goal?” We must build training and learning solutions with intention, with purpose and specificity, for activating performance in business goals. It is not enough to simply reserve training time and assume that it is enough. We are better to narrowly focus on communication skills that the business has identified as critical. BEST MOMENTS ’This is my way of giving back to the L&D community’ ‘You don't want to put too much work into something and then find that it wasn’t designed for impact’ ‘If all we’re talking about is providing more water-cooler moments, then we’re diminishing our value’ ’The greater opportunity is when we are investing in employees in a way that helps them achieve business goals' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Kevin is the Learning & Development detective, solving the mystery: “What is the impact of learning?” He does this by investigating how learning activates performance and business goals. He is also author of the eBook, 𝘓&𝘋 𝘋𝘦𝘵𝘦𝘤𝘵𝘪𝘷𝘦 𝘒𝘪𝘵 𝘧𝘰𝘳 𝘚𝘰𝘭𝘷𝘪𝘯𝘨 𝘐𝘮𝘱𝘢𝘤𝘵 𝘔𝘺𝘴𝘵𝘦𝘳𝘪𝘦𝘴, in which he shares the secrets to his success. for investigating and measuring impact. You can follow and connect with Kevin via: Your free copy of The L&D Detective Kit For Solving Impact Mysteries: https://kevinmyates.com/l%26d-detective-kit Twitter: @KevinMYates LinkedIn: https://www.linkedin.com/in/kevinmyates/ Facebook: https://www.facebook.com/kevmyates/ Instagram: https://www.instagram.com/kevmyates/ Website: https://kevinmyates.com/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

As organisations adapt to the challenges of COVID and Lockdown, L&D has adopted the essence of Agile by responding quickly to emerging needs, working closely with those expected to perform differently and being accountable for enabling performance and results. This has been necessary to play our part but there’s more we can do to develop ourselves and extend our value further. In this episode, Natal breaks it down for us to experiment further with Agile. KEY TAKEAWAYS HR have found themselves on the front line of leading business response to the pandemic. They are not only shaping the future of care for our workforce, but also leading the charge in terms of development and how this is implemented and deployed. The syntax of agile can overwhelm, and in some cases cause us to refute altogether, as the learning curve can sound too steep. If we simply return to the core elements and mindset, it is far easier to implement and understand. Agile is a way of working that has already proven successful in transforming not just functions, but entire organisations. It is far more than a buzzword, and far more effective than micro-learning. Agile is intimately linked with digitalisation. It comes from software development and accelerating so many of the digital products we have in our lives. We cannot separate agile and digital. BEST MOMENTS ‘All eyes on HR!’ ‘What do people need to solve, what are the problems they face, and how do we help them get better?’ ‘It’s the end of the operating model as we know it, and I think that’s a great thing!’ ’The opportunities of what we can now do with connected learning in a digital space is so amazing' VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Following over a decade working in senior HR, Talent and Organisational Development roles, Natal Dank is now a leading figure in Agile HR and People Experience. Natal heads up learning, coaching, and community at PXO Culture and is seen as a pioneer in the Agile HR movement. In 2016 Natal hosted the first Agile HR Meetup in London with the aim of building a community of like-minded disrupters, which has since grown into a regular event held across the world from Sydney to Paris and online. A year later she co-founded the Agile HR Community and has recently published the book, Agile HR. Now, through PXO Culture, Natal is focused on defining modern HR for the 21st Century. You can follow and connect with Natal via: LinkedIn: https://www.linkedin.com/in/nataldank/ Twitter: https://twitter.com/NatalDank Website: https://www.pxoculture.com/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

Transitioning to a senior leadership position can be hugely challenging as experienced managers enter unchartered terrain. Without understanding quite what to expect, professionals are thrust into the most challenging of circumstances and many of them will fail. In this episode, insight is shed onto this transition, with stories, tips and advice from one of the world’s most renowned CLO’s. KEY TAKEAWAYS We must recognise that the building blocks of any successful learning begins with being great business colleagues and partners. A more product-centric approach weakens the strategy. Delivering learning well is of primary focus. We must also consider the potential impact of this learning, and then tell this story in way that demonstrates value. We must consider capability building so that we can source initiatives, externally or internally, in order to meet the needs of the business. Saying yes to any request has almost been seen as validation by learning professionals. But we should never be afraid to say no. We must make each decision meaningfully, and for the good of the business. If we recognise that it is not, we must not compromise. BEST MOMENTS ’The focus starts always with the business’ ‘Don’t be afraid to say no’ ‘First and foremost we must always be aligned to the business’ ‘Being agile is at the core of our being able to grow our business for the future' VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Kimo Kippen is a thought leader, speaker and advocate for life-long learning and talent development. A native of Hawaii, Kimo was Chief Learning Officer at Hilton, recognised by CLO Magazine as Chief Learning Officer of the year - 2015, and former VP of HR at Marriott International. You can follow and connect with Kimo via: LinkedIn: https://www.linkedin.com/in/kimokippen/ Website: https://www.alohalearningadvisors.com/ Email: [email protected] ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

Learning Games have been popular in L&D for a number of years but whilst the number of games designed and launched for organisational use has been significant, whether they’ve achieved what they’re designed for is another matter. So what does it take to design Learning Games that affect performance and results - and when is it most appropriate? We explore these questions and much more in this episode. KEY TAKEAWAYS Learning games are still very basic, not user-centric, and not even considered to be game-centric. People seem to expect that the addition of leaderboards or the like are enough to create a lasting, impactful experience. Games must be designed around business objectives. We must clearly and initially identify the problem we need to solve before thinking about how to use games to get there. We must design for success. Why are we looking at learning, and what can we do to design true innovation into the learning experience we hope to offer? Games help with specific needs, and aid in a targeted way. For maximum effectiveness, they must be deployed en masse, and if no other type of learning will suit the audience and need. While many L&D budgets are low, it is simply not good enough to produce something lacking in quality and effectiveness. It must meet expectations. BEST MOMENTS ‘In learning game terms, we’re still in the Pong era’ ‘It’s really hard to build a game that gets any kind of traction’ ‘What does success look like? What is it that you want your learners to do differently?' ‘Games are not a silver bullet’ ‘Game learning is incredibly effective if done well' VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Deborah Baird is Learning Design Lead at Philip Morris International as well as a Game Learning Producer and Lecturer. A self-confessed game fanatic, Deborah combines her passion for Learning and Gaming to produce solutions that solve real business problems. You can follow and connect with Deborah via: LinkedIn: https://www.linkedin.com/in/gamelearndebs/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

So many people talk about where L&D is going but who’s actually doing it? Brian Murphy is. In this episode (recorded prior to lockdown), Brian explains his approach to L&D, how it focuses on - and seeks to address - performance, his "from courses to campaigns" approach and the journey he’s taken with his teams and organisations. KEY TAKEAWAYS Thinking about the profession through a business lens, and being more marketing oriented, has allowed us to see the elements of L&D that require adjustment and upgrading. We cannot hope to implement the same strategic development across a business that stretches across many divisions. The culture of certain departments will be drastically different, and therefore require a unique approach. Informal learning is a huge part of how we learn and develop. We assimilate information far more effectively through exposure to others, and through experiences. We must seek to learn and understand the language of the people that we are trying to support, and what they are trying to do. Beginning from a place of data helps us to realise the critical points of failure. BEST MOMENTS ’There’s never been a better time to be in L&D’ ‘We want people to actually be ready, and what is it that you can do to help us?’ ’Sometimes we mythologise our own abilities and products’ ’The right answer is the right answer' VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Brian is an experienced and award-winning L&D leader with a reputation for innovation and achieving results. As Head of Learning & Leadership at Citi, Brian achieved the Gold Award for Innovation In Learning from the LPI (2017) and the same standard for Best Use of Social & Collaborative Learning Technologies from Learning Technologies (2016). Now at AstraZeneca, Brian is Head of Learning Transformation. You can follow and connect with Brian via: Twitter: @bnmurphy14 LinkedIn: https://www.linkedin.com/in/murphybrian1 ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

Not many in L&D recognise the opportunity to automate L&D administration, compliance and entire digital learning journeys, saving enormous amounts of time as well as guiding employee performance. But what does it take to get to this and how do L&D teams take advantage of this opportunity, especially during these tough times? We explore all this and more in this episode. KEY TAKEAWAYS The most rewarding and satisfying results come from helping organisations get to a better place in terms of improvements in culture, performance and communication. There is a low expectation of what learning and development offers. It can be seen as a perk of sorts, which has led to a perceived “dumbing down” of the profession. Spend less time trying to work out what solutions there are out there, and more time understanding the performance problems in your organisation. One of the main advantages provided by smart technology has been building user insights into any campaign, allowing us to move away from “content play” to a real dialogue. BEST MOMENTS ‘One of the biggest challenges for organisations is data’ ‘It’s about predefining a route that you want people to take’ ’Those conversations are what gets me out of bed in the morning' VALUABLE RESOURCES New eBook: Digital Learning That Works Harder (So You Don't Have To) - https://www.looop.co/digital-learning-that-works-harder/ The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Mike Collins is a pioneering and influential voice in L&D, having been Senior People Experience Specialist at River Island and in the Learning Transformation team at Direct Line. You can follow and connect with Mike via: LinkedIn: https://www.linkedin.com/in/communitymike/ Twitter: @Community_Mike ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

As things have changed in recent months, Learning & Development Leaders have had to adapt too. Whereas before the People Development Strategy could have looked like an incremental build on the existing situation, it now has to speak to equipping people to adapt and perform in extraordinary circumstances. In this episode, Jilly Julian talks about this in the context of Legal Services. Jilly Julian Bio Jilly is Senior L&D Business Partner at Horwich Farrelly, having previously head People Development roles at MAG (Airports Group), The Co-operative Group, PZ Cussons and Capita. You can follow and connect with Jilly via: LinkedIn: https://www.linkedin.com/in/jilly-julian-71024110/ Twitter: @JillyTats

When Sean Cooper took over L&D at Jet2 he was given a blank sheet of paper to redesign it but to achieve real business outcomes. By believing that he could this with digital-first, rather than classroom-first, and by adopting a data-driven and Agile approach, he transformed L&D, achieving more than he thought he could - and was recognised by the industry. KEY TAKEAWAYS The traditional form of eLearning is not engaging. Many are simply clicking through until they reach the end with the aim of taking the test so that they can tick a box. They are not truly learning this way. The aim is not to create a single bank of information that is irrelevant to many users. It should be an entirely bespoke resource that fits each worker and their unique journey through business. Not every form of learning has to be set in stone. By making small, incremental changes, even in terms of ease-of-access, we slowly change the face of learning and development for the user. By solving problems that are truly important to the organisation, it becomes important to stakeholders or the individuals we are seeking to influence. BEST MOMENTS ’eLearning: that’s not learning to me’ ‘You need to employ this quickly, otherwise you’ll lose what you’ve learned today’ ‘Where I’ve now seen my passion is looking at the blend; the classroom and the digital’ ‘By challenging whether you need to bring people together for the delivery, you create something that is so fit for purpose' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Sean is Learning Demand Design & Delivery Manager at Drax Group, having previously been L&D Manager at Jet2. He is a forward-thinking, outcome-focused L&D leader who uses data, experimentation, Agile principles and digital-first solutions to affect the way the work is done and desired results. In recognition of this, he and his team at Jet2 achieved the Silver Award at the Learning Tech Awards ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

The consequences of the Coronavirus pandemic and subsequent lockdowns have been dramatic and far-reaching. Many organisations and even industries have faced existential threats. But the situation has also provided L&D with huge opportunities. In this episode Robb Sayers explains how these opportunities have presented themselves to him and how he sees L&D progressing from here. KEY TAKEAWAYS Lockdown has allowed certain activities in development to be brought forward, with the aim of increasing engagement, and investment in skills and capabilities. People aren’t always interested in how they learn. They simply want to learn. By improving their skills, they make their jobs easier and more intuitive. It is our role in L&D, to look at the landscape as we return, and do our best to provide disruptive thinking. We must talk about the things that we do not wish to return to. Fundamentally, onboarding should be condensed to two objectives: To help someone feel as though they’re welcome and that they have joined the right organisation To help that person achieve efficiency in their role at speed The biggest learning we’ve all taken from 2020 is that the world can change in an instant. We will walk forward from this period with a greater ability to be ready for change. BEST MOMENTS ‘We learn most when we’re muddling along’ ‘If you change the context in which people operate, everything else changes’ ‘People want the stuff that’s going to help them when they need it’ ’The world around us has changed, and therefore you have to adapt' VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Robb is UK Capability Lead for Viiv Healthcare, having held various People Development roles at GlaxoSmithKline, including the position of Director of Learning Capabilities. You can follow and connect with Robb via: LinkedIn: https://www.linkedin.com/in/robb-sayers-1b896225/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

Too many L&D teams still only expect their digital offering to supplement face-to-face and drive engagement as an end in itself. But that’s no longer enough. The opportunity now is to influence performance and therefore results. Peter Manniche-Riber challenges himself to do this and in this episode he shares the method he uses to have a different type of conversation with stakeholders and build solutions that make the difference. KEY TAKEAWAYS Far too many people are still focused upon how learning and development can be restricted, limited and measured. The task ahead is to better educate stakeholders about true people development. Many in the L&D sector are generally anxious about actually leaving our environments in order to find out what people need. But by doing so we can better identify solutions. There is a shift from learning objectives to performance outcomes. We need to encourage discussion about what people should do differently and how we measure this, and what the impact is. The future of development relies on listening to, and understanding, our people. We can do this by employing in-house analysis, to find out what people are talking about, praising and unhappy with. BEST MOMENTS ‘My work is not a “tick the box” exercise. It’s about people. It’s about learning’ ‘What do you want people to think, feel and do, on the other side of what it is you want to achieve?’ ‘If you don’t know what people care about, then you don’t know what the solution is’ ‘I haven’t come across one piece of effective e-learning that made a difference' VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Peter is Head of Digital Learning at Novo Nordisk and an advocate of solutions that work predominantly for the learner. As a certified Scrum Product Owner, Peter mixes contemporary approaches to L&D to best fit digital solutions. Prior to his current role, Peter was Head of Learning at Kanda and Senior Learning Manager at Siemens Gamesa. You can follow and connect with Peter via: LinkedIn: https://www.linkedin.com/in/peter-manniche-riber-5565628b/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

Having introduced Agile into River Island, Nebel is in the process of doing the same at her current organisation, Roche. Not just into the HR team, where she is Director of HR & Communications, but across the entire employee population. Learn from Nebel’s rich experience of succeeding with Agile in HR and L&D - with real examples - and how you can do the same. KEY TAKEAWAYS Working in an agile space is about breaking things down incrementally, delivering at a pace that suits the business, iterating, and creating effective channels of communication so as to better encourage co-creation. Checking in with your team is a founding principle of agile working, and one of the practices that encourages accountability, creativity in solutions, and the close-knit bonding of teams, no matter how remote they may be. The pace of agile can sometime be daunting for those who have not experienced it. But businesses should always be evolving, and we must never limit progress based upon unfounded preconceptions. Initial development is often so focused towards ensuring that someone can perform the breadth and depth of their new responsibilities, but making sure that we engender a feeling of excitement, creativity and comfort, is far more important in the initial phase. Agile can be introduced to a cautious environment by introducing small elements at first, and then building upon these slowly. Focus on impactful solutions that will demonstrate effectiveness. BEST MOMENTS ’There’s an element of discipline in the way you work with agile’ ’The biggest impact that I’ve observed is how it brings people together’ ‘Find the advocates and build your army’ ‘Unless you listen to feedback, how can you ever know what the solution needs to be?’ ‘Agile brings a level of curiosity' VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 Natal Dank: @nataldank Agil8 Scrum Master Training: https://www.agil8.com/training/certified-scrum-training/certified-scrummaster/ ABOUT THE GUEST Nebel is an award-winning HR leader with a track record of building Agile HR and L&D teams that deliver real business value. Currently Director of HR & Communications at Roche, Nebel spent more than 4 years at River Island where she led the Talent team before becoming Head of People Experience. Prior to these roles, Nebel was also Head of Learning, People & Performance at Virgin Holidays. You can follow and connect with Nebel via: Twitter: @BrightonBelle39 LinkedIn: https://www.linkedin.com/in/nebel-crowhurst-2999648/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

The consequences of the Coronavirus pandemic have been immediate and far-reaching. L&D teams have had to move quickly to respond to very real, and very urgent needs. But what could this mean for our profession in the mid- to long-term? And to what extent are there opportunities for L&D? KEY TAKEAWAYS COVID’s effects have not just been on a business and economic scale, but also on a personal level. We have had to deal with issues pertaining to business, staff, and ourselves. The strain has been unprecedented. There have been challenges, but also obvious benefits to the new way of working. It’s a case of capturing these benefits and ensuring that putting them into practice ensures we do not slip into less efficient ways of working. Needs are emerging constantly, and prominently, for many workers, and they need to be swiftly addressed. These challenges need focussed, creative thinking, and rapid delivery. There is a real opportunity for L&D professionals now to spend more time in discovery, to become more fluent in thinking in the same ways as data scientists, in order to deliver more targeted solutions. It is incumbent upon us to provide inspiration, empowerment, and the agency to think more creatively in terms of identifying developmental needs. BEST MOMENTS ’There’s no competitive advantage to be gained from COVID’ ‘We’ve been able to move at pace and provide people with what’s needed’ ‘Leading with digital solutions can meet people where they are’ ‘Classroom solutions have been thrown at poorly-defined problems for far too long’ VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 Ben Chambers LinkedIn - https://www.linkedin.com/in/benchambers/?originalSubdomain=uk Ben Chambers Twitter - https://twitter.com/benchambers99 ABOUT THE GUEST Ben Chambers leads the Business School at Grant Thornton and is responsible for learning, talent and performance, having held senior positions at GSK and Tesco, amongst others. He is also founder of the Talent and Leadership Club, a collaboration group for talent and leadership professionals that has been going for over ten years now and has around 500 members. ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

Serena Gonsalves-Fersch is conducting extensive research, as part of a doctorate, on the future of our profession. In this episode, we explore Serena’s findings so far, how these findings map to Serena’s considerable experience and what the future of Learning & Development could mean for all of us. KEY TAKEAWAYS There are a remarkable number of opinions on what L&D should and could be doing. However, when you’re working in the sector, and beneath the expectations of internal stakeholders, the experience is radically different. When you are in a startup or hyper-growth organisation, it requires a completely different approach and way of thinking when it comes to how we can best effect business change. Learning is an ever-evolving pursuit, but so too is the methodology of learning itself. We cannot hope to advance our knowledge, if the practices do not evolve with us on a personal level. We should never be afraid to experiment when it comes to learning. Even if we fail, we have learned a lesson. Recognising the difference between an individual’s learning requirements and their personal attitudes and approaches, is key to discerning the real needs. By mislabelling a personal issue as a learning issue, essentially offer complicity. BEST MOMENTS ‘It’s easier to start from the bottom up, and look at how we build’ ‘In a smaller organisation, the critical path seems more obvious’ ’The human race would not have survived if we were not constantly learning’ ’There’s no such thing as an L&D emergency' VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Serena Gonsalves-Fersch is an experienced L&D leader with 20 years in the profession, having worked at IBM and KPMG, amongst others. With your most recent role as Global Head of Learning at Cloudreach. You can follow and connect with Serena via: LinkedIn: https://www.linkedin.com/in/serena-gonsalves-fersch-flpi-a23589/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

Organisations have moved quicker than they could have ever predicted in light of the current crisis, and L&D teams within these organisations have had to do the same. Sarah Allen and her team at AXA UK are an example of how quickly things changed, and how swiftly an L&D team needed to respond in order to meet changing needs. So what did that mean - and what will it mean from here on out? KEY TAKEAWAYS The insurance industry has a responsibility to protect customers during normality, and to support customers when life hits hard. L&D’s role in insurance is to enable teams to be at their best during this time of support. Connection to teams, especially those working remotely now, is crucial to determining the needs of managers facing the problem of how to motivate, and get the best out of their teams. Working digitally has accelerated the deployment of the four guiding principles: agile mind-set, digital-first, design once-deploy often, and outside thinking. The question now is which parts of this new normal should we embrace, develop, and incorporate into our new way of working, and which parts of the pre-COVID world we can, and should, leave behind. BEST MOMENTS ’I’m excited to be in a profession where I can see that we only have an opportunity to add more value’ ‘We’re doing a lot more listening than talking’ ‘It makes you wonder what we were so scared of before’ ’There’s going to be a lot of “new”, moving forward' VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Sarah is Head of Learning, Talent & Leadership for AXA UK, having risen through the ranks of the L&D team at AXA Investment Managers. You can follow and connect with Sarah via: LinkedIn: https://www.linkedin.com/in/sarahnelsonallen/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

The current crisis has changed plenty, some will last well beyond lockdown and some will pass. One thing for sure is that organisations will want to make up for missed opportunities, when restrictions are relaxed, and businesses will want to make up for lost revenue. We can anticipate an unforgiving period in the short- to mid-term and L&D will be under greater scrutiny to make a significant contribution. To this end, we can expect a hastening of some emerging trends in L&D, such as the pivot from a ‘learning’ focus to affecting performance and productivity more reliably, in order to achieve results. This is explored with 3 experienced L&D leaders: Kevin M. Yates, Gemma Paterson and Alice Collier-Niblett. KEY TAKEAWAYS The current situation has reversed many long-held expectations around the capabilities and benefits of programme development, and has helped to accelerate plans to overhaul current development strategies. To understand the effectiveness of any training, we need to understand our deliverables from the outset, instead of focusing on the format or appeal of the courses themselves. No matter what our working environment looks like, there is still the need to measure results and impact. The challenge is in working out how to measure results remotely. We can’t hope to know about the driving motivations of our workforce, and the areas in which they wish to improve, unless we are the centre of that world alongside them. In order to ensure that we’re advancing in the correct manner, the first ingredient to be considered should be the people themselves. Do we have the right people, and the right mix of people in order to achieve that goal? BEST MOMENTS ‘We had to change, we had to adapt. And as a result, we’ve been able to help a lot more people’ ‘Perpetual data should be a desirable state’ ‘We need to now be contextualising what performance means at home’ ‘Move away from creating a course, and move toward creating impact’ VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUESTS Kevin M Yates Kevin’s expertise is answering the question, “Did training work?”, with facts, evidence, and data. His work is global and multi-industry. He's a sought after subject matter expert and international speaker. You can follow and connect with Kevin via: Twitter: @KevinMYates LinkedIn: https://www.linkedin.com/in/kevinmyates/ Facebook: https://www.facebook.com/kevmyates/ Instagram: https://www.instagram.com/kevmyates/ Website: https://kevinmyates.com/ Gemma Paterson Gemma has been leading teams to develop, manage and market digital products in learning, talent, social media and marketing for over 10 years. As Head of Technology & Innovation for Learning at Aviva, Gemma leads a team to deliver commercial outcomes through innovative approaches to learning, talent and organisational development, with a focus on the digital transformation. Using innovation, technology, storytelling and experience design her ultimate aim is to deliver real business results. You can follow and connect with Gemma via: Twitter: @GemStGem LinkedIn: https://www.linkedin.com/in/gemmacritchley/ Alice Collier-Niblett Alice is a thoroughly modern L&D professional with a background of leading with digital solutions and bringing her team and organisation along with her. Previously at ASOS and now with Monzo, Alice is a member of a team that operates in a way that is leading-edge and aspirational for many: Data-driven, performance-focused and agile. You can follow and connect with Alice via: LinkedIn: https://www.linkedin.com/in/alice-collier-niblett-849154b8/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

As the world copes with the Coronavirus pandemic, L&D departments are adapting to lead with digital solutions, to engage a remote workforce and influence their working. In this episode, Alice talks about how she’s been leading with digital solutions, in her current and previous roles, and how she uses data, experimentation and a campaign approach to achieve real results. KEY TAKEAWAYS The new way of remote working is forcing innovation in digital learning through, which is a huge opportunity for L&D professionals to implement long-planned methodologies. We need to look at the problems before we attempt to fix them, analyse the data to see if the issue is authentic, evaluate the issues impact on people, and using our skills to ascertain the best way of making a difference. Every organisation is different. They are the composites of values, beliefs and core drivers, influenced greatly by the cultures we establish. They are as unique as a fingerprint. People will always approach challenges from their own perspectives, and through their own filters. It is the job of L&D to guide and engage people in doing so. L&D must always recognise that there are inefficiencies in any organisation, and unless we engage appropriately and at speed, we will only ever make peripheral differences. BEST MOMENTS ‘We have to be a little more thoughtful about what we’re trying to do’ ‘It’s about developing an experiment that will move the needle’ ‘You need to refine that part of you, otherwise this organisation is going to eat you up!’ ’We should be thinking about designing for performance first' VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Alice is a thoroughly modern L&D professional with a background of leading with digital solutions and bringing her team and organisation along with her. Previously at ASOS and now with Monzo, Alice is a member of a team that operates in a way that is leading-edge and aspirational for many: Data-driven, performance-focused and agile. You can follow and connect with Alice via: LinkedIn: https://www.linkedin.com/in/alice-collier-niblett-849154b8/ 'Supporting People During COVID-19: Working In Sprints' Article: https://www.linkedin.com/pulse/supporting-people-during-covid-19-working-sprints-collier-niblett/?trackingId=dsrrK3dMwZjYtPXHlThPJA%3D%3D ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/