The Learning & Development Podcast

Episodes

• 7 Steps to Better Learning Engagement, A Blueprint for Creating Impactful L&D, Live in NYC with Becky WillisMay 12, 2026 · 59 minIn this episode of The Learning & Development Podcast, David James is joined by Becky Willis to break down the essential components of her new book, 7 Steps to Better Learning Engagement: A Blueprint for Creating Impactful L&D. Together, they explore what it truly takes for an organization to shift its attention toward L&D and, more importantly, how to convert that attention into tangible business impact. Becky reflects on the transition from traditional L&D hurdles to a streamlined, step-by-step guide for modern professionals. The conversation covers the entire lifecycle of a successful initiative—from securing executive buy-in and refining strategy to optimizing learning technology. They also delve into the "marketing" side of the industry, discussing how to leverage internal champions and communication tactics to ensure L&D moves from the periphery to the heart of organizational performance. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS ● Reposition L&D as a business function, not a course factory - move from “we create training” to “we solve business problems,” and prove it using time to proficiency, product quality, and profit KPIs. ● Start with one senior sponsor, co‑solve a pressing business issue, prove impact with data and stories, then scale support via a Learning Advisory Board or similar council. ● Modern, collaborative, AI‑enabled platforms with strong UX can transform engagement and visibility. But don´t bolt AI onto legacy LMSs and risk turning L&D into a “dinosaur on wheels.” ● Market L&D internally like a product - use champions and visible executives and continually showcase success stories. ● Go way beyond courses, design for moments of need. Build experience sharing, in‑the‑flow support and AI‑enabled coaching - employees need to get exactly what they need, when they need it. BEST MOMENTS “If you have bolted on AI that's just added into there, onto your dinosaur, LMS, then what you have is a dinosaur on wheels.” “I think the mindset of going from I create courses to I solve business problems is a big step.” “The sweet spot of learning and development is to be there at the moment of need - to influence the moment of apply.” Becky Willis Bio Becky Willis is a founder and the chief learning officer at Tractus Learning. She helps guide Tractus customers to implement successful digital learning. She is also the foundePlayPlay 7 Steps to Better Learning Engagement, A Blueprint for Creating Impactful L&D, Live in NYC with Becky Willis
• Exposing L&D’s Operating Model: Navigating the Most Significant Disruption in L&D History with Tom Kupetis and Brandon DickensApr 28, 2026 · 46 minIn this episode of The Learning & Development Podcast, David James is joined by Tom Kupetis and Brandon Dickens to explore how AI is revealing deep-seated flaws in the traditional L&D operating model. They discuss why the industry’s long-standing reliance on static content and "one size fits all" curricula is no longer fit for purpose in a world where expertise is now available on tap. Tom and Brandon reflect on the shift from managing content production to facilitating "action learning," where L&D practitioners must act more like business consultants to drive real performance change. They delve into the return of the apprenticeship model - now enabled at scale through AI - and how the role of L&D must evolve from a reactive cost centre into a high-value sensing engine that predicts and solves business failures in real-time. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS L&D will have to stop being course producers and become performance partners. Working directly alongside the people who do the jobs to build apprenticeship-style coaching using AI. L&D must be deeply embedded in the business, driven by data and learning science, and judged on measurable performance outcomes, not on volume of training. BEST MOMENTS “Gen AI is … putting expertise on tap, basically.” “When you're trying to get a team to really adopt AI and champion it … you have to create that aha moment.” "If every L&D employee had the anthropic kind of ecosystem at their disposal, it would 10x what they're doing." GUEST BIOS Tom Kupetis, Executive Vice President, St. Charles Consulting Group Tom has 20+ years’ experience delivering management consulting and learning solutions to Fortune 500 organisations. A results-focused advisor, he partners with senior leaders to link learning directly to business outcomes such as strategic transformation, risk reduction, revenue growth, and speed to profit. As Executive Vice President, Tom leads new client acquisition and firm growth, shaping St. Charles’ client‑centric go‑to‑market strategy and positioning in strategic learning services. LinkedIn: https://www.linkedin.com/in/thomas-a-kupetis-ii-5a427b3/ Brandon Dickens, Vice President for Advanced Solutions, NIIT Brandon is Vice PresiPlayPlay Exposing L&D’s Operating Model: Navigating the Most Significant Disruption in L&D History with Tom Kupetis and Brandon Dickens
• L&D at the AI Table: Shaping Strategy, Not Just Providing the Training with Simon BrownApr 14, 2026 · 41 minIn this episode, Simon Brown takes us inside his role as Global Learning & Development Leader at EY , sharing how he sits at the table shaping the organisation’s AI agenda rather than just delivering training. We explore how L&D can move from a support function to a strategic driver in the AI era, the practical ways his team is role-modelling AI, and the benefits of taking an integrated approach across departments to unlock real impact. Simon also gives his perspective on the speed at which AI is transforming L&D, what this means for day-to-day operations, and how teams can stay relevant in a rapidly changing landscape. He shares actionable advice for L&D leaders who feel they might be behind the curve, offering insights into how to forge influence, make AI work for learning, and prepare their organisations for the next wave of skills development. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS A skills-based learning ecosystem where skills act as the “connective tissue” and people build visible skills profiles, earn badges by applying new capabilities, and are then scheduled onto projects based on those skills turns learning into a direct driver of real work opportunities and career growth. A clear vision, strategy and operating model, agreed with the C‑suite, gives L&D a mandate and protects it from shiny object tech decisions. L&D only stays relevant if it matches consumer-grade, AI-powered experiences and uses AI itself to accelerate and personalise learning. Be part of early AI conversations. BEST MOMENTS “The learning is actually done by interaction with an AI agent, and that agent will guide you through step by step what might be a good agent for you to build.” “We've tried to role model how to use the (AI) technology ourselves in how we build the learning solutions.” Simon Brown Bio Simon Brown is Global Learning & Development Leader at EY and international best-selling author of The Curious Advantage . A commercially minded learning leader, he was previously Chief Learning Officer at Novartis and has led major learning transformations across sectors, including at Lloyds Banking Group. Earlier in his career he co-founded Brightwave, one of the UK’s leading e-learning companies, and consulted at Accenture for global brands such as BT, BP, Microsoft, and Canon. His work has earned multPlayPlay L&D at the AI Table: Shaping Strategy, Not Just Providing the Training with Simon Brown
• Influence, Evidence and Building High-Impact L&D with Hillary MillerMar 31, 2026 · 48 minIn this episode, Hillary Miller takes us behind the scenes of scaling L&D across a complex healthcare system. She discusses how she adapted team structures to meet the needs of hospitals, outpatient services, and physician networks, and how she identified what was working and what needed to change. Hillary also explores her approach to influencing senior stakeholders, using evidence over anecdotes and guiding conversations from “what we want” toward “what the business actually needs.” She reflects on planning ahead, balancing competing priorities and building an L&D function that delivers real organisational impact. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS Strategic partnerships with leaders, grounded in their metrics and realities, let L&D see 3–5 years ahead and shape the organisation’s future. Great L&D teams are built around people’s strengths, transferable skills, and trust so people can fill new roles as the business needs it. That´s far more productive than periodically re-organising the whole team. Relationships are the real infrastructure. They are the most vital element for any organisation or business. Curiosity, candour and humour with stakeholders and your own team make the hard conversations possible. Be ready to wait for the right moments to make your points or push for change. BEST MOMENTS “Quit calling them learners and students. These are our colleagues, right?” “I care a lot about looking around the corner. So, where are we going to be three to five years from now? What is the business going to be experiencing.” “Don't wait for the big wow. Acknowledge the things that are happening along the way that are actually helping.” “I really stand by HCA mission, which, above all else. We're committed to the care and improvement of human life. There is nothing more mission driven to me than taking care of other people.” Hillary Miller Bio Hillary Miller shares how she’s building an L&D function that delivers real organisational impact across hospitals, outpatient services, and physician networks. She unpacks how she uses evidence over anecdotes, guides stakeholders from “what we want” to “what the business actually needs” and drives measurable results at scale. Hillary also takes us behind the scenes of scaling L&D, transforming team structures, assessing what works aPlayPlay Influence, Evidence and Building High-Impact L&D with Hillary Miller
• Transforming L&D at WM: From Running Legacy L&D to Making Real Business Impact with Brian JarvisMar 17, 2026 · 41 minIn this episode of The Learning & Development Podcast , David James is joined by Brian Jarvis to explore what it takes to lead an L&D transformation inside a long-established organisation. Brian reflects on stepping into WM, the early signals that learning wasn’t supporting the business in the way it needed and the first moves he made to begin changing direction. He discusses building credibility with stakeholders, evolving ways of working within his team and how L&D has shifted from a reactive, request-led function to one that’s having a more meaningful impact on the organisation. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS Make their problem your problem. Speak the language of stakeholders, take ownership of their goals and risks, and provide impactful and measurable solutions. Target where the business is hurting most, prove revenue and performance impact. Then, expand from there. Play the long game: build trust, feedback loops, and champions. Be ready to wow someone - you need stakeholders who advocate for L&D. Measure time‑to‑proficiency, readiness, and confidence, not just completion of courses or content delivered. Evolve your practice with design thinking, leverage AI, and technology. Put in place solid best practice to scale the impact of L&D without needing a bigger team. BEST MOMENTS “Every programme … is evolving and changing as they (the learners) grow into another year.” “Make their problem your problem.” “The management of the stakeholders is the most important piece.” “We either use smart tools to do dumb things, or we use smart tools to do the right things.” Brian Jarvis Bio Brian Jarvis is a strategic Learning & Development leader with more than 13 years’ experience leading enterprise-scale initiatives across large, complex organisations. He is currently responsible for Learning and Leadership Development for National Accounts at WM, supporting teams across North America, Canada, and India. In this role, Brian has modernised onboarding and upskilling for customer experience, billing, and sales functions—reducing time to proficiency, improving frontline readiness, and increasing retention while supporting significant business growth and transformation. Previously, he led large-scale learning strategies at CVS Health, Aetna, and United Bank, deliPlayPlay Transforming L&D at WM: From Running Legacy L&D to Making Real Business Impact with Brian Jarvis
• L&D Global Sentiment Survey 2026 Findings with Donald H TaylorMar 3, 2026 · 47 minSince 2014, the L&D Global Sentiment Survey has been a barometer of what’s hot and what’s not in the Learning & Development profession, guiding people development professionals towards the trends that their peers are most concerned about. In this episode, Donald H Taylor takes a deep dive into the 2026 report and explores in conversation what we should all be taking note of. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS The strongest route to security and impact for L&D is finding real business problems through your network, then designing simple, targeted interventions that change behaviour and performance—whether or not the answer looks like traditional training. L&D cannot afford to anchor it’s worth to content production. If it does it risks being commoditised instead of recognised for solving real business problems. AI is more powerful than we thought, it is helping to deliver truly personalised training. Microlearning may feel like “old news” in some markets, but the survey shows it’s still emerging and powerful elsewhere. A reminder that L&D practices move at very different speeds across the world. BEST MOMENTS “The future is going to belong to people who understood early on what worked and what didn't work.” “The wrong turn is to go towards focusing on content.” Donald H Taylor Bio A recognised commentator and thinker in the fields of workplace learning and supporting technologies, Donald is committed to helping develop the learning and development profession. Donald has chaired the Learning Technologies Conference in London since 2000 and writes and speaks world-wide about Learning and Development (L&D). His annual L&D Global Sentiment Survey, started in 2014, provides a unique perspective on L&D trends from over 100 countries. He chairs the Workforce Development board for VC firm Emerge Education, and invests in, and advises, several EdTech start-ups. From 2010 to 2021, he chaired the Learning and Performance Institute. He is the author of Learning Technologies in the Workplace , a graduate of Oxford University and in 2016 was awarded an honorary doctorate by Middlesex University in recognition of his work developing the L&D profession. You can follow and contact Donald via: LinkedIn: https://www.linkedin.com/in/donaldhtaylor/ L&D Global SePlayPlay L&D Global Sentiment Survey 2026 Findings with Donald H Taylor
• Transforming L&D: From A Reactive Service to a Strategic Driver with Geraldine MurphyFeb 17, 2026 · 54 minIn this episode of The Learning & Development Podcast, David James is joined by Geraldine Murphy to explore how learning can move from a reactive service to a strategic driver of business impact. Geraldine shares how she built the foundations for transformation - introducing governance, process, and consistency - and shifted the culture from chasing “shiny new things” to making smarter decisions about building, borrowing, buying, or automating learning. She reflects on influencing stakeholders, the power of storytelling in driving change and the personal skills that mattered most throughout the journey. This conversation is a guide for L&D professionals ready to tackle entrenched challenges, start making change even without formal permission and step confidently into a more strategic, impactful role. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS Passion isn’t enough; without structure, governance and the right tools, L&D effort stays local and inefficient. Data‑driven storytelling unlocks investment and permission to transform. Governance, clear promises to the business, and knowing when to say “no” are central to leading large‑scale change. L&D must link learning directly to productivity and business performance to escape being seen as simply a “nice to have.” BEST MOMENTS “We weren't doing technology for technology’s sake.” “If your people aren't growing, then the business is not growing.” “When you've got a vision to elevate L&D to be business savvy, accountable and impactful, it's not so difficult to bring senior stakeholders on board to help to shape that.” “For the first time, we had one platform to rule them all.” Geraldine Murphy Bio Geraldine Murphy is an experienced Learning & Development leader, most recently Global Learning Experience Manager at HEINEKEN. In this role, she managed a broad global portfolio of learning tools and processes and worked with 85 decentralised learning teams to support the delivery of L&D for more than 90,000 employees worldwide. Alongside this, she served as a Global DEI Ambassador, contributing to the organisation’s diversity, equity, and inclusion agenda. Geraldine began her career in education following her teacher training in 2009 and has since worked across further and higher education, publishing, and technology. Her work includes leading learningPlayPlay Transforming L&D: From A Reactive Service to a Strategic Driver with Geraldine Murphy
• Owning Your Brand: A new expectation in Career Management With Andy StorchFeb 3, 2026 · 39 minIn this episode of The Learning & Development Podcast , David James is joined by Andy Storch, co-author of Own Your Brand, Own Your Career , to explore why personal branding has become a central tool for career growth. Andy discusses the workplace shifts that inspired his book and reframes traditional career development, showing how L&D leaders can help employees discover and articulate an authentic professional brand that aligns with both personal values and organisational needs. He unpacks the broader lens of career growth beyond upward mobility - covering lateral moves, reputation, visibility, and the power of storytelling - while offering practical advice on networking, self-advocacy and intentional career moves in today’s job market. This conversation is a guide for L&D professionals looking to equip employees to take ownership of their careers, measure the impact of brand-and-career development initiatives and balance individual growth with organisational retention. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS Your personal brand is your reputation. In a world of restructures and layoffs, you can’t wait – build visibility, trust, and a clear story of your value now, so decision-makers know exactly why you’re worth keeping or hiring. Helping people build their personal brand makes their value visible. When L&D supports employees to show what they’re great at, leaders can spot talent faster, growth feels fairer, and your best people are more likely to see a future and stay. If networking and personal branding feel cringey, reframe them as relationship building and sharing your learning. You don’t need to perform - just focus on one genuine conversation at a time. BEST MOMENTS “In the past, there's been this stigma about spending time on LinkedIn or other platforms, about creating a brand for yourself outside of work, and I've seen a big shift in that.” “I've seen people go and build great relationships and get jobs from being able to tell their story.” Andy Storch Bio Andy Storch is an author, consultant, coach, and speaker focused on helping professionals take ownership of their careers and lives. He is the author of Own Your Career, Own Your Life , a practical guide for people who want to stop drifting and take intentional control of their future. Andy is the host of multiple podcasts, including The Talent DevelopmentPlayPlay Owning Your Brand: A new expectation in Career Management With Andy Storch
• The L&D Leader with Laura Overton and Michelle OckersJan 20, 2026 · 51 minIn this episode of The Learning & Development Podcast , David James is joined by Laura Overton and Michelle Ockers, co-authors of the new book The L&D Leader: Principles and Practice for Delivering Business Value . Together, they explore why the L&D profession must shift from delivering learning to driving business value and how leaders at every stage of their career can navigate this change. Drawing on 20+ years of benchmark data and hundreds of practitioner interviews, Laura and Michelle share their TRY and be BOLD frameworks, the navigation metaphor that underpins their book and practical insights for applying principles rather than clinging to rigid models. This conversation is a call to action for L&D professionals who want to stop getting stuck in old job descriptions, start tuning into business priorities, and step into their true potential as navigators of change. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS High‑impact L&D leaders act as wayfinders: they co‑create a clear picture of business value with stakeholders, then continuously read signals from the organisation and course‑correct, rather than follow a fixed plan or model. Instead of chasing the next model or tool, effective L&D is grounded in learning science, fuelled by curiosity and opening up more impactful options than “just another course.” What really differentiates impactful L&D leaders are their thinking habits: being business‑first, open‑minded, leading and learning, and deliberate – a practical inner compass for bolder, better decisions. BEST MOMENTS “The horizon is getting closer to us. The amount of time between a shift and us needing to have people ready for that shift is so tight now that our traditional approaches cannot respond quickly enough.” “The (traditional) models, can restrict us …. (and) can actually crush people´s ambition.” “You are a learning change maker.” Laura Overton Bio Laura Overton is an award-winning learning analyst, author, and international speaker with over 30 years of experience in the learning industry. Best known as the founder of Towards Maturity , Laura led 15 years of research exploring how learning innovation drives business value, working with thousands of L&D leaders worldwide. Today, Laura continues to champion evidence-based practice, helping learning professionals move beyond models and frameworkPlayPlay The L&D Leader with Laura Overton and Michelle Ockers
• The Learning & Development Podcast Live: The AI edition With Egle Vinaustaite, Ross Stevenson and Peter Manniche RiberJan 6, 2026 · 59 minIn this special live AI edition of the Learning & Development Podcast, David James brings together Egle Vinauskaite, Ross Stevenson, and Peter Manniche Riber for a candid, practical conversation about what AI really means for L&D today. The discussion explores the gap between hype and reality, the tools and applications that are starting to make a meaningful difference and how AI is already being used to improve performance, capability, and skills development. The panel examines what L&D teams are getting right, where major opportunities are being missed and the challenges slowing progress, from security and capability constraints to mindset and organisational conservatism. They also look ahead to how AI could reshape the way L&D operates and how the function is perceived across the business. A clear, grounded and insight-rich conversation for L&D professionals wanting to understand where AI can drive genuine value. KEY TAKEAWAYS AI frees up time and has the capabilities to enable L&D to move beyond courses into solving business problems and improving performance and capability. Real-world examples are shared. AI strategy can’t sit with L&D alone; a multidisciplinary, business-driven group must shape it. To stay relevant, L&D needs commercial acumen and tech curiosity, alongside human strengths like storytelling, influence, and relationship‑building. BEST MOMENTS “Too many are just bolting AI onto an existing model, rather than stepping back and saying, does that model still serve us today? ” “We know that content does not equal skills.” “What we really need to do is to target effectiveness. We need to solve the problem.” Egle Vinauskaite Egle Vinauskaite is a learning, behaviour, and technology specialist who works with global enterprises and emerging edtech innovators. With a background across AI, XR, mobile learning, and digital platforms, she brings a sharp perspective on how technology is reshaping organisational learning and the future of work. As both advisor and researcher, she helps L&D teams integrate AI into their operations and equip workforces with the skills needed for effective adoption. https://www.linkedin.com/in/vinauskaite http://nodes.works The Race for Impact report: https://donaldhtaylor.co.uk/research_base/focus04-race-for-impact Ross Stevenson Ross is a leading voice in the global L&D community, known for his practical, no-nonsense approach to modern learning. Through his writing, speaking and community platform Steal These Thoughts, he explores how organisations can better align learning with performance, develop essential skills, and embrace new technologies - including AI. Ross brings a strategic yet pragmatic perspective on how L&D teams can evolve and remain relevant in an age of rapid technological chPlayPlay The Learning & Development Podcast Live: The AI edition With Egle Vinaustaite, Ross Stevenson and Peter Manniche Riber
• Live in Stockholm: Navigating L&D Trends With Elliott Masie. Bob Mosher & Jennifer FloridoDec 9, 2025 · 41 minRecorded live at The Learning Conference in Stockholm, David is joined by Elliott Masie, Bob Mosher and Jennifer Florido to explore the forces reshaping workplace learning. From lasting shifts versus failed fads, to performance-first strategies, AI’s real impact, and rising stakeholder expectations, the panel cuts through the noise to share what matters most for L&D leaders right now. Packed with bold predictions and practical advice from three of the field’s most influential voices, this live episode captures the energy of where L&D is heading next. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS L&D must evolve its methodologies from delivering “learning” to enabling performance—shifting focus from courses and content to real‑time support, experimentation, and impact on workflow and business performance. Chase fewer “shiny penny” technologies and treat AI as a useful tool only when it’s anchored in real workflow performance. L&D’s own risk aversion is now one of the biggest barriers to shifting from training to true performance. BEST MOMENTS “Only around 25% of L&D teams are involved in their company's skill strategy. I think that speaks to we're not relied upon.” “Branding and wording matters, when we try to explain what we do and get the buy in for what we do.” “There is a really important role for L&D at coordinating this and working on behalf of the organisation to future proof, it for skills tomorrow.” Elliott Masie Elliott Masie is an internationally recognised futurist, analyst, and learning advocate whose work has shaped the profession for more than four decades. Founder of The MASIE Center, he has been at the forefront of innovations from CBTs and LMSs to MOOCs, VR, and now AI. He also created the long-running Learning conference series, bringing leaders together to explore how workplace learning must evolve. With his trademark mix of curiosity, candour, and foresight, Elliott challenges L&D professionals to question assumptions and embrace the future with confidence. https://www.linkedin.com/in/elliottmasie/ https://masie.com/ Bob Mosher Bob Mosher is a pioneering voice in workplace learning, best known for championing performance-first approaches that put support in the flow of work at the centre of L&D. With decades of experience advising global organisations, he has helped leaders move beyond traditional training to solutions that deliver measurable impact where and when employees need it most. As Chief Learning Evangelist atPlayPlay Live in Stockholm: Navigating L&D Trends With Elliott Masie. Bob Mosher & Jennifer Florido
• AI, Workflow Learning and the Future of Performance with Bob MosherNov 25, 2025 · 43 minAs AI reshapes the world of work, Learning and Development faces a defining moment. Will the profession double down on creating faster training or finally step up as a true driver of performance? In this episode of The Learning & Development Podcast , David James is joined by Bob Mosher - Chief Learning Evangelist at APPLY Synergies and one of the world’s foremost advocates for workflow learning. Together, they explore why L&D’s obsession with “shiny pennies” and new delivery modes risks missing the real opportunity AI presents: to transform how people perform on the job, not just how they learn. Bob shares why the long-standing cycle of “stakeholders ask for training, L&D delivers it” is more dangerous than ever, what it really means to become a performance architect , and how workflow learning lays the foundation for L&D to stay indispensable in an AI-powered world. If you’re serious about shifting your team’s focus from learning outputs to business outcomes - and using AI to elevate performance where it matters most - this episode is essential listening. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS If L&D keeps focusing on creating training faster rather than addressing performance, they will be left out of the conversation. Embracing technology is essential. But don´t simply do what you are doing now, only faster. Demonstrate to your organisation that these tools enable you to go beyond training and enhance performance. Courage and leadership are required to break old habits and proactively guide organizations through disruptive change, even when it's uncomfortable. Bob shares how to have those conversations. BEST MOMENTS “We have to move beyond this training, learning deliverable mindset, to performance and productivity.” “Don´t confuse busy with relevance.. .that´s the danger of perceiving our value by the ask, or how many people are at the door.” “We have to be able to be seen as that learning professional, that performance professional and not the L&D department that we all know.” “I´ve been at this, 43 years. I've never seen anything as disruptive as this.” Bob Mosher Bio Bob Mosher is Chief Learning Evangelist at APPLY Synergies and a pioneering voice in workplace learning with over 30 years of experience helping organisations drive measurable performance.PlayPlay AI, Workflow Learning and the Future of Performance with Bob Mosher
• Enterprise Skills Unlocked With Craig FriedmanNov 11, 2025 · 47 minIn this episode, Craig Friedman, author of Enterprise Skills Unlocked , joins David to explore what it really means to build a skills-based organisation, and why now is the critical moment for change. Together, they unpack the macro forces reshaping work, the difference between skills-based and role-based approaches, and the most compelling business cases driving adoption. Craig shares where organisations should start, the role (and pitfalls) of technology, and how governance and measurement come into play when scaling globally. He also offers practical advice for leaders feeling overwhelmed by the scale of transformation, with clear steps to move from ideas to action. If you’re curious about how skills can unlock new ways to manage, develop, and empower talent, this episode is essential listening. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS It is now possible to manage and develop skills at a truly granular level, enabling real-time, targeted learning pathways tailored to each employee or business need instead of just for broad roles. An integrated ecosystem of HR technology - including talent marketplaces, skills intelligence tools, and performance and learning management systems - enables true skills-based talent management. You can match the right person to the right project or task, instantly and precisely. To have real impact, organizations must ground skills initiatives in urgent business objectives. BEST MOMENTS “This is a technology driven HR transformation, essentially …. we have access to a new level of skills data that we actually can manage.” “It shifts talent from being a headcount management exercise to a capability management exercise, a giant step closer to business alignment.” “No matter what anybody tells you, there is no one system that does it all.” Craig Friedman Craig Friedman has 30 years of experience as a human capital and talent advisor, executive, and entrepreneur. He specializes in skills-based talent strategies, learning operating models, change management, and performance consulting. A Senior Talent Strategist at St. Charles Consulting Group, Craig partners with CHROs and CLOs to align global talent strategies, supporting Fortune 500 companies and four of the five largest professional services firms. He spent 15 years at Deloitte, leading talent devPlayPlay Enterprise Skills Unlocked With Craig Friedman
• Breaking Free from Legacy Expectations: The Next Chapter for L&D Skills With Candice MitchellOct 28, 2025 · 44 minL&D has long carried the “hangover” of legacy expectations: delivering courses, creating content, and measuring completions. But in 2025, those skills won’t cut it - and they could even put the profession at risk of being replaced by AI. In this episode of The Learning & Development Podcast , David James is joined by Candice Mitchell - consultant, founder of the Talent Development Academy, and researcher into L&D’s future skills - to explore the next chapter for L&D. Together, they unpack the critical capabilities every practitioner needs now: from business acumen and consulting skills to the human strengths that AI can’t replicate. Candice also shares her Impact Toolkit and five-spoke model for reframing the role of L&D, plus practical advice for professionals who feel stuck as reactive order-takers. If you want to move beyond legacy expectations and position yourself as a true business partner, this is the episode you can’t afford to miss. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS Businesses have to let go of the training course “comfort blanket”. Now, we need strategic skills development. Teams that do not change will be replaced by AI. AI skills will soon be standard. The human capabilities you bring beyond technology will set you apart. Candice’s Impact Toolkit equips you to transition from order taker to strategic partner. BEST MOMENTS “Smart businesspeople just won’t let go of the comfort blanket.” “We are good at delivering courses, at training people… but now we need to do the hard things so that we can stay relevant.” Candice Mitchell With nearly 20 years in the field, Candice has worked both as a corporate L&D leader and as a consultant to global organisations, designing capability strategies that go far beyond “training delivery.” Candice is a consultant, educator, and founder of the Talent Development Academy, where she helps mid-to-senior L&D professionals develop the skills needed to drive real business impact. Her Master’s research explored the skills L&D professionals must build to stay relevant in an AI-integrated workplace - concluding that while AI literacy is table stakes, it’s human and strategic capabilities that will define the future of the profession. Known for her optimism, candour, and practical frameworks, Candice is passionate about helping L&D break free from legacy expectations and step confidently into a more impactful role. <a href="https://wwPlayPlay Breaking Free from Legacy Expectations: The Next Chapter for L&D Skills With Candice Mitchell
• The Race for Impact With Egle VinauskaiteOct 13, 2025 · 44 minIn this episode, Egle Vinauskaite joins David to discuss the very latest AI in L&D report, The Race for Impact, and why L&D is at a pivotal moment. They explore the shift from AI experimentation to implementation, the barriers holding teams back, and the new models of impact outlined in her “Transformation Triangle.” With case studies from Leyton and TTEC, Egle shows how L&D can move beyond content creation to workforce enablement and lasting business value. If you want to understand how L&D can harness AI, adapt with confidence, and stay relevant in a fast-changing landscape, this episode is essential listening. Get Ready For What Comes Next L&D isn't ready for what's next, but you will be - the L&D Performance Academy is a free 9 course certification that gives you the playbook to stay essential in the age of AI agents and rising expectations. Learn how to align learning with business goals, measure real impact and lead with confidence alongside a global community of L&D pros. Don't just ask for a seat at the table, show up with the agenda – enrol here - https://bit.ly/488gT5w KEY TAKEAWAYS Standing still in today’s landscape is risky, L&D needs to go beyond producing content and become an indispensable partner in workforce performance. Egel shares and explains the 3 future models L&D can use to evolve and become invaluable within their business - Skills Authority, Enablement Partner, and Adaptation Engine. Not adopting AI is becoming a career-limiting risk for L&D professionals. Your performance is likely to be defined by whether and how you work with AI. BEST MOMENTS “L&D can move beyond content creation, embrace new models of impact and position itself as an indispensable partner in the workforce.” "L&D can't stay a content producer or it will disappear" "First understand your starting point, what does the business come to you for? What is your value add? " Egle Vinauskaite Bio Egle Vinauskaite brings extensive expertise in learning, behaviour, and technology, working with both global enterprises and emerging edtech innovators. Her background spans AI, XR, mobile learning, digital platforms, and blended learning design, giving her a unique perspective on how technology is reshaping organisational learning and the future of work. As both an advisor and researcher, she helps L&D teams integrate AI into their operations and prepare workforces with the skills needed for effective adoption. Blending rigorous research with hands-on application, Egle has a sharp view of how AI is redefining the role of L&D and creating new possibilities for learning in the workplace. https://www.linkedin.com/in/vinauskaite http://nodes.works The Race for Impact report: https://donaldhtaylor.co.uk/research_base/focus04-race-for-impactPlayPlay The Race for Impact With Egle Vinauskaite
• L&D Order Taker No More with Jess AlmlieSep 29, 2025 · 53 minToo often, Learning and Development professionals find themselves reacting to requests, churning out courses, and struggling to prove their value. In this episode, Jess Almlie—L&D leader and author of L&D Order Taker No More—shares how L&D teams can stop spinning their wheels and start stepping into a more strategic, credible role. Drawing from her 20+ years of experience and the insights in her new book, Jess unpacks why L&D gets stuck, how legacy thinking from stakeholders holds us back, and what it takes to shift from service provider to business partner. She introduces tools like the "Order Taker Assessment," the power of building a vision, and the role of strategic playbooks in aligning stakeholders across the business. Jess also explores the reality of organisational politics, the importance of truly understanding your business, and the small, intentional steps that help L&D earn trust and influence over time. For anyone who’s tired of being reactive and wants to build a more impactful L&D function—this episode offers both validation and a clear path forward. KEY TAKEAWAYS Moving from being order takers to true business partners means saying no to low-impact requests and focusing on work that drives organisational goals. L&D needs to get off of the content creation hamster wheel. Navigating organizational politics, the “unwritten rules” of how work gets done, is essential, not optional. Operate with integrity and savvy, not naivety or ego. BEST MOMENTS “If you stand in one place on the beach and apply gentle pressure with your foot and slowly massage the sand, eventually you create a deep indent.” "We need to operate as if we are a part of the business, not as separate.” “This is a mindset and cultural shift for the entire organisation about how to work with L&D.” Jess Almlie Bio Jess Almlie is a seasoned Learning and Development leader, consultant, speaker, and author of L&D Order Taker No More. With over two decades of experience across sectors including healthcare, education, and financial services, Jess has led enterprise learning strategies that focus on business alignment, stakeholder engagement, and measurable impact. Most recently, she served as Vice President of Learning Experience at WEX. Drawing on her own journey from instructional designer to senior L&D executive, Jess helps practitioners diagnose the factors keeping them stuck and take deliberate steps toward becoming strategic business partners. Her work blends deep organisational insight with practical tools - like assessments, playbooks, and stakeholder mapping - to help L&D teams earn influence and deliver real value. Jess is helping to reshape what it means to be effective in L&D today - moving beyond reactivity to lead with clarity, confidence, and purpose. https://www.linkPlayPlay L&D Order Taker No More with Jess Almlie
• L&D Detective Kit For Investigating Performance Impact With Kevin M YatesSep 15, 2025 · 42 minIn this episode, Kevin Yates - widely known as the L&D Detective® - joins David to explore why measuring impact remains one of the most persistent challenges in Learning & Development, and how L&D can finally start getting it right. Together, they unpack why reporting on learning activity isn’t enough, what it really means to uncover evidence of performance impact, and how L&D must evolve to contribute meaningfully within the wider performance ecosystem. Kevin outlines the flaws in traditional training needs analysis, introduces his Workplace Performance Investigation Framework, and explains how business metrics—not LMS data—must become the cornerstone of meaningful measurement. Kevin also shares how L&D teams can use tools like the Performance Impact Blueprint and Instructional Design for Performance to plan for outcomes from the outset, and why embracing the identity of ‘impact investigators’ is critical for L&D’s future. If you’re serious about proving learning’s contribution to business performance, this episode is unmissable. KEY TAKEAWAYS The "village" approach is central to performance. L&D should measure collective, not isolated, impact. LMS data is easy to get, but it does not truly measure the impact on business performance. The 6 questions for business performance and 6 for human performance, in the framework, uncover the true needs behind a training request. Because improving performance involves many teams, a project management approach helps organize everyone’s roles, tasks, and contributions toward a shared business goal. BEST MOMENTS “It takes a village to impact workplace performance." “We must define impact. Before we can investigate it.” "Designing for performance is very different than designing for training." Kevin M. Yates Bio Kevin M. Yates is globally recognised as the L&D Detective®, known for investigating the impact of training and learning on workplace performance. With over 25 years of experience across major brands like McDonald’s, Meta, and Grant Thornton, Kevin brings a practical, data-driven approach to measuring learning’s contribution to business results. His work empowers L&D teams to go beyond activity metrics and uncover real evidence of performance impact. Kevin is also the founder of Meals in the Meantime, a nonprofit tackling food insecurity with the same focus on measurable outcomes. You can follow and connect with Kevin via: LinkedIn: https://www.linkedin.com/in/kevinmyates/ Book: https://kevinmyates.com/detective-kit Website: https://kevinmyates.com/ VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home <pPlayPlay L&D Detective Kit For Investigating Performance Impact With Kevin M Yates
• Taking the Pain Out of Compliance with Nick TaylorSep 1, 2025 · 47 minFor many L&D teams, compliance training is a necessary burden—dominated by tick-box exercises, clunky e-learning, and endless chasing. But it doesn’t have to be this way - even in highly regulated industries! In this episode, Nick Taylor, Head of Learning at Ishida Europe, shares how his team has reimagined compliance as a practical, performance-oriented part of everyday work. Drawing on his experience transitioning from less regulated sectors into one where compliance is non-negotiable, Nick explores how to balance regulatory demands with business needs and employee experience. He explains how his team integrates compliance into role-based learning, navigates multiple stakeholder voices, and uses collaborative learning principles to target risk in the flow of work. Nick also shares how his team has tackled the operational pain points of compliance - through automation, shared accountability, and a clear mindset shift that has transformed how the L&D function works. For L&D professionals tired of compliance being a drag on time, creativity, and credibility, this episode offers a smarter, more human approach to getting it right. KEY TAKEAWAYS Get compliance, processes, systems, and learning foundations right before tackling advanced initiatives. Clearly define compliance courses, their validity, who needs them and when in their work journey. Effective compliance training requires balancing the needs of legal, compliance, line managers, and end users. Scenario-based compliance training with actors and short, relevant talks are effective. Engage emotions. Automate and train your L&D team in basic data analysis. BEST MOMENTS “The consequences of us not doing this right ... could be as severe as somebody losing their life.” “Training really is only such a small percentage of the impact of behaviour.” “Good data in, good data out - is the powerhouse.” Nick Taylor Bio Nick Taylor is an experienced Learning and Development leader with a strong track record of building high-impact L&D functions across diverse industries. He is currently Head of Learning at Ishida Europe, a global manufacturer operating in a tightly regulated environment, where he leads efforts to integrate compliance and capability development into day-to-day performance. Before joining Ishida, Nick held senior L&D roles at organisations including Howsy, Wagamama and Pizza Hut. This broad sector experience - from hospitality to manufacturing - has shaped his pragmatic, people-first approach to learning, where business relevance and learner experience go hand in hand. VALUABLE RESOURCES The Learning And Development Podcast - <a href="https://podcasts.apple.com/gb/podcast/the-learning-devPlayPlay Taking the Pain Out of Compliance with Nick Taylor
• Organising L&D for Results with Guus van DeelenAug 18, 2025 · 38 minMany L&D teams are under pressure to deliver business impact—but are held back by disorganisation, unclear positioning, and a lack of strategic focus. In this episode, Guus van Deelen, author of Organising L&D for Results , shares a practical approach for transforming how L&D functions operate from the inside out. Drawing on his experience and research, Guus explores why traditional L&D structures fall short, how organisational context shapes what “good” looks like, and why it’s time for L&D to get closer to the business. He introduces key tools like the L&D Quick Scan and the five L&D ‘chessboards’ that help leaders navigate complexity, make conscious trade-offs, and align their teams for real impact. Guus unpacks the value of structured experimentation, the trade-offs of reporting lines, and how L&D can move from a reactive service to a proactive, credible partner in driving performance. For L&D professionals looking to bring clarity, structure, and business relevance to their function, this episode is a timely and actionable guide. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS · Don´t let day to day tasks stop you from spending time ensuring your L&D department is working optimally. · Stop serving the person who shouts loudest. · Automate your admin and processes, if you don´t the business will replace you. · Truly immerse yourself in the business. · L&D Quick Scan is effective and free to download. BEST MOMENTS “Making sure an L&D department is set up for success is very fundamental to everything you want to do .” “An L&D department is never done; it's more about keeping things moving and constantly improving.” “It's not about talking with a manager. It's about going out there, listen, smell, feel. What´s the root cause?” Guus van Deelen Guus van Deelen is a seasoned L&D leader, consultant, speaker, and author of Organising L&D for Results (original Dutch: Leren organiseren ). He began his career leading L&D teams at major multinational organisations such as FrieslandCampina, ProRail and SHV, gaining deep insights into the complexities and “messiness” of internal L&D operations. For the past six years, Guus has been operating as an independent consultant, working with over 100 L&D departments across sectors including government, retail, industry, and financial services. He guides organisations through the (re)PlayPlay Organising L&D for Results with Guus van Deelen
• Making Sense of the Learning Technology Market with Becky WillisAug 4, 2025 · 49 minIn this episode, Becky Willis joins David to explore the increasingly crowded world of learning platforms—from the evolution of LXPs to the challenge of aligning stakeholders with vastly different needs. Together, they tackle what’s hot (and what’s not) in the market right now, why so many organisations are still unhappy with their chosen platforms, and how L&D teams can start with strategy, not software. Becky also shares her insights on building tech ecosystems that support collaborative learning, the realistic role of AI in platforms, and what impact should really look like. If you’re rethinking your learning tech stack for 2025—or wondering how to finally make yours work—this episode is essential listening. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS Choose learning technologies that deliver real impact, not just content Outdated LMS seriously hinders growth. Invest in modern digital learning platforms that offer a mix of capabilities, with a focus on skills, social networking, groups, chat bots and AI-powered personalization. You to be able to easily access and analyse your data, including how people are using the platform. Get the buy-in of stakeholders. You need a clear organizational strategy to guide your purchasing decision. The tech has to be user-friendly. Focus on organisational outcomes rather than platform features. BEST MOMENTS "Do you want a dinosaur to run your system on? Or a race car?" “It's not about course management, it's about strategy. It's about achieving your goals, it´s about business impact." "It has AI at its core; it's not AI that's been bolted on." "We have to come up with better answers and have a better conversation than we're having." Becky Willis Becky Willis is a founder and chief learning officer at Tractus Learning. She helps guide Tractus customers to implement successful digital learning. She is also the founder of WillLearn Consulting, where she helps companies plan, design, and develop high-performance digital learning ecosystems. Previously, she was the vice president of engagement at EdCast and led learning innovation at Hewlett Packard. LinkedIn: https://www.linkedin.com/in/beckywillis/ Website: https://tractuslearning.com/ VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home <stronPlayPlay Making Sense of the Learning Technology Market with Becky Willis
• Driving Business Impact with Talent Development at Scale With Martha SoehrenJul 21, 2025 · 44 minTraditional L&D teams often struggle to prove their value—but at Comcast, Martha Soehren built a Talent Development function that drove measurable business impact at scale. In this episode, Martha shares how her team aligned with strategic priorities, built trusted stakeholder relationships, and embedded governance to keep L&D at the heart of business conversations. She also explains how data, storytelling, and a focus on succession planning helped elevate the function’s credibility across the organisation. Packed with hard-won insights from leading L&D in one of the world’s largest companies, this episode is essential listening for L&D leaders ready to lead with influence and impact. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS Build strategic alignment through an executive learning council. Design learning solutions with clear business metric analysis incorporated. For impact, use data in your storytelling. Once you get senior executives on side they will stand up for you when you are not at the table. At all levels, people should mentor others and develop talent. BEST MOMENTS "You can never over communicate to those senior executives." “By having that data and telling the story of the way things were being done, I got a lot of buy in." "Care about your people and the people around you, get the job done and do it right, and always act with integrity." Martha Soehren Bio Martha Soehren is the former Chief Talent Development Officer and SVP at Comcast Cable, where she led enterprise-wide learning and talent initiatives for nearly 15 years. With a Ph.D. in Educational Leadership and a background that spans 25 years in the U.S. Army, Martha brings deep expertise in instructional design, workforce planning, and organisational effectiveness to her corporate roles. She has served on numerous boards, including ATD, the Wharton/UPenn Doctorate of Learning Advisory Board, and SCTE, and is a recognized industry leader—named one of CableFax’s Most Powerful Women in Cable and a recipient of the WICT Liberty Award. Martha continues to contribute to the field through thought leadership, mentoring, and active participation in the Elliott Masie Learning Consortium. https://www.linkedin.com/in/martha-soehren-phd-a012074/ VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-PlayPlay Driving Business Impact with Talent Development at Scale With Martha Soehren
• The L&D Podcast Experience, Live! – Rethinking L&D, Performance, and the Power of AI With Laura Overton, Donald Clark, and Gemma PatersonJul 7, 2025 · 52 minIn this special live episode recorded with a virtual audience, host David James is joined by an all-star panel of Learning & Development leaders - Laura Overton, Donald Clark, and Gemma Paterson - for a dynamic conversation on the future of workplace learning. Together, they explore: Whether "Learning & Development" is the wrong name for the profession. The growing shift from learning-centric to performance-focused strategies—and why this remains a point of contention. How AI is transforming productivity and reshaping L&D approaches. Real-life examples of how leading organizations are navigating this evolution. This episode pulls no punches as it challenges long-held assumptions in L&D and sparks essential questions about the direction of the profession. Tune in for sharp insights, bold ideas, and practical takeaways from some of the most influential voices in the field. KEY TAKEAWAYS Focus on intentional impact rather than just delivering courses Ask stakeholders “what are you trying to change?” Seek out the ultra-keen or those who are desperate for change. Stop worrying about the ethics of using AI, it´s an effective productivity tool, so use it. L&D needs to have the tough conversations. BEST MOMENTS “The word learning has turned into a noun rather than a process.” “Intentional impact is the thing that really drives me.” "That AI on the sly thing, it´s not enough.” "If you still call yourself L&D in 5 years ... you're defining yourself as sort of milky weak." GUESTS Laura Overton Laura is an award-winning L&D analyst and co-author of Evidence-Informed Learning Design. As the founder of Towards Maturity and a champion of research-led practice, Laura has spent her career helping organizations unlock the potential of workplace learning through data, insight, and innovation. Donald Clark Donald is a learning technology entrepreneur, author, and advocate for the use of AI in education. With decades of experience in digital learning, he is the CEO of Wildfire Learning and a former CEO and founder of Epic Group. He is known for his bold perspectives on the future of learning, captured in his books like Artificial Intelligence for Learning and his influential blog. Gemma Paterson Gemma is Head of Culture Innovation at Lloyds Banking Group, where she leads work that reimagines how culture, learning, and innovation intersect in large organizations. With a background in digital learning and organizational development, Gemma is passionate about creating environments that foster curiosity, collaboration, and meaningful change at scale. Take your L&D to the next level Take advantage of 1000s of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-onPlayPlay The L&D Podcast Experience, Live! – Rethinking L&D, Performance, and the Power of AI With Laura Overton, Donald Clark, and Gemma Paterson
• Reinventing L&D for Long-Term Impact with Avinash ChandaranaJun 23, 2025 · 42 minHow do you continuously reinvent L&D while working with the same stakeholders and navigating constant change? In this episode, Avinash Chadarana, Global Learning & Development Director at MCI Group, shares the realities of leading L&D over the long haul—building from scratch, overcoming challenges like budget cuts and COVID, and evolving with a geographically dispersed remote team. We dive into the biggest shifts in L&D over the past few decades, the ongoing challenge of moving stakeholders beyond just training requests, and how AI is shaping the future of workforce development. Avinash also shares his principles for staying relevant and ensuring his team does the same. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS Develop an intrapreneurial culture to encourage employees to generate innovative ideas. Ask what we are here to achieve, not what we are here to deliver. Make sure everyone knows what success looks like. Empower performance. Leverage localised generative AI. Align learning and development initiatives directly with business outcomes. Join the dots for stakeholders so they truly understand what L&D can do for them. BEST MOMENTS “Lead by outcomes, not by hours logged.” “See what's coming up and stop being in reactive mode.” “With AI we have gone past that point of fetishization or it being novel. We're hearing actual success stories.” GUEST BIO Avinash Chandarana is a visionary global L&D leader with over 25 years of experience shaping workplace learning. As Global Learning & Development Director at MCI Group - a leading global engagement and marketing agency - he founded the MCI Institute in 2008, transforming employee development for 2,500 staff across 60 offices in 31 countries. A recognised Fellow of the Learning & Performance Institute (LPI), Avinash combines human-centred design with cutting-edge technology, including AI, to optimise learning experiences and drive business impact. A true global nomad, his career spans the U.S., Europe, and Asia, with successful projects in 33+ countries. Beyond leading L&D, he is a sought-after speaker, facilitator, and moderator, holding credentials from MIT Sloan and INSEAD in neuroscience, leadership, and management. LinkedIn: https://www.linkedin.com/in/avinashc VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-develoPlayPlay Reinventing L&D for Long-Term Impact with Avinash Chandarana
• Rethinking L&D: Why Accomplishments Matter More Than Behaviours With Carl BinderJun 9, 2025 · 41 minL&D has long been focused on behaviour change—but what if that’s the wrong goal? In this episode, Carl Binder challenges conventional wisdom and makes the case for shifting our focus from behaviours to work outputs —the measurable accomplishments that drive business results. Carl explains why this approach is more effective, how L&D teams can correctly identify and measure accomplishments, and what it takes to implement this thinking at scale. He also shares practical strategies for redesigning onboarding, leveraging non-training interventions, and aligning managers to focus on performance outcomes rather than just competency models. For L&D professionals looking to elevate their impact, this conversation offers a roadmap to making learning more business-critical, measurable, and effective. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS When you focus on results, L&D delivers. There is no incompatibility with focusing on work outputs and changing behaviours, one leads to the other. Competency models are too subjective. The relationship between organizational results, outputs and behaviour is dynamic. When managers focus on what needs to be produced, providing feedback to change behaviours is easier. Each individual should have a performance map. Ask yourself if this training were successful what is it that I expect the participants to be able to produce? Stop asking what skills they will learn. This simple change in language is powerful. Fully map your processes. Use the Six Boxes® model. BEST MOMENTS “Figure out the purpose before you define the behaviour.” “Don´t just spray and pray.” “Behaviour might change but accomplishments are typically more stable.” “There is a “the emperor has no clothes” problem here.” Carl Binder Bio Carl Binder is a leading expert in performance improvement and the founder of The Performance Thinking Network. With a background in behavioural psychology and decades of experience in organisational learning, he has helped businesses worldwide shift their focus from behaviour change to measurable work accomplishments. Originally a student of B.F. Skinner, Carl has applied behavioural science to real-world business challenges, developing practical frameworks for performance mapping, onboarding, and enterprise-wide capability building. His work empowers L&D and business leaders tPlayPlay Rethinking L&D: Why Accomplishments Matter More Than Behaviours With Carl Binder
• Hope Isn’t a Plan: Building a Progressive L&D Strategy with Dani JohnsonMay 26, 2025 · 29 minTraditional L&D strategies rely too much on hope. Hope that training will stick, hope that stakeholders will engage, and hope that impact will follow. But as Dani Johnson of RedThread Research explains in this episode, hope isn’t a plan. Drawing on insights from the latest report, Dani outlines why L&D’s influence in strategic business discussions is declining - and what leaders must do to reverse the trend. She breaks down the five essential elements of a progressive L&D strategy, from organisational alignment and stakeholder engagement to tech, data, and operational discipline. Dani also explores the tension between consistency and adaptability, how to move beyond training requests to real business conversations, and why outdated approaches to learning persist despite their lack of impact. For L&D professionals ready to move from reactive to strategic, this episode offers a clear, research-backed blueprint for building a modern, credible, and business-aligned L&D function. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS Hope is not a strategy – intentionality is essential. Don´t just drift, create a business need driven strategy, follow it and measure progress. Dani´s study shows that L&D is increasingly losing strategic influence. L&D needs to shift from being order-takers to being business partners. Get out from behind your desk. Use the same language as stakeholders. L&D needs to provide stability but also be flexible enough to quickly meet emerging needs. Tech and data are strategic levers, not just tools. Buy the right tech. BEST MOMENTS "What has gotten us here is not going to get us into the future." "Be intentional about making that strategy and then delivering on that strategy." "It is time to quit looking at old models and traditional ways of doing things." "We are here for a planned, demonstrable impact." "Two big things are driving this integration of technology and data: the first is skills... the second is AI." Dani Johnson Bio Dani is Co-founder and Principal Analyst at RedThread Research, where she explores the intersection of people, practices, and technology. Prior to RedThread, Dani led the Learning and Career research practice at Bersin, Deloitte. Her work has appeared in publications like The Wall Street Journal, CLO Magazine , Employment Relations </emPlayPlay Hope Isn’t a Plan: Building a Progressive L&D Strategy with Dani Johnson
• The L&D Maturity Model: David James in the Hot SeatMay 12, 2025 · 49 minIn this special episode of The Learning & Development Podcast, we’re turning the tables! Host of The Learning Hack podcast, John Helmer, takes over the mic to interview our very own David James about 360Learning’s new L&D Maturity Model. With a wealth of experience in the learning industry, John brings a sharp, inquisitive lens to this conversation, challenging David on why L&D needs another maturity model, how it’s been developed, and what makes it different from the many that have come before. If you’ve ever wondered how to push your team forward and make a lasting impact, this episode is for you. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS The Maturity Model was built collaboratively. The model covers the 5 stages L&D goes through to reach maturity and become the engine that transforms their businesses. To truly impact the business, you need to anticipate business needs and train people for them in advance – the transformative stage. Stakeholders will resist your working transformatively. David explains why and how to overcome this. If you don´t understand the work you can´t deliver a solution. Open your conversations with “How´s business?” PR the hell out of everything and the impact you deliver. Use AI. David explains how. BEST MOMENTS “This is the lived experience of bouncing against stakeholders.” “It starts with the strategy rather than the learning.” “Be persistently consistent.” VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home John Helmer John Helmer is a writer, podcaster and communications strategy expert specialising in learning, training and education, with a focus on digital technology innovation. He runs two highly successful podcasts, The Learning Hack and Great Minds on Learning. He has led many programmes bringing together thought leaders and practitioners for knowledge sharing and debate, and writes for and edits numerous blogs, as well as producing many white papers and research reports (including articles for peer-reviewed journals). <pPlayPlay The L&D Maturity Model: David James in the Hot Seat
• Live from New York: Leading L&D for Impact with Julianne GillApr 28, 2025 · 49 minFor the first time ever, The Learning & Development Podcast was recorded in front of a live audience in New York! In this special episode, I sit down with Julianne Gill, Director of Learning & Development at Smile Brands, to explore what it truly takes to build an L&D function that delivers measurable impact. Julianne shares insights from her career journey, how she assessed and transformed L&D at Smile Brands, and the pivotal role of performance consulting and collaborative learning in making L&D a strategic business driver. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS L&D leaders need to think strategically to truly help the business. Seek real customer feedback. If you don´t know what people really think you can´t improve. Focus on how people really learn. It is always evolving. The L&D department needs to learn and evolve themselves. Collaborative learning works. Always partner with subject matter experts. Where possible update what they have already created, then get them to edit it. Start by helping people to achieve their KPIs. Educate yourself about performance consulting. Focus on outcomes. Be smart with people´s time. When you have different perspectives and experiences in the room you achieve more. BEST MOMENTS “You need to show value pretty quickly.” “You are telling them their baby is ugly, and nobody likes to be told that their baby is ugly.” “When training is the absolute wrong solution, you're going to waste a lot of money.” “I can turn anything into a $ sign.” “Start with the data.” “Take the wins when you can and work your way around.” Julianne Gill Bio Julianne is an innovative Learning, Development, Talent Acquisition, & Knowledge Management leader with a track record of success in leading complex initiatives. Julianne has deep expertise in training design & strategy, performance improvement, business planning, talent acquisition, employee engagement, operational efficiencies, leadership development, and change management with a proven history of building and leading high performing teams. Through leadership and collaboration, Julianne has successfully developed and executed programs and improved operational workflows that lead to performance improvement and achievement of strategic goals. VALUABLE RESOURCES The LePlayPlay Live from New York: Leading L&D for Impact with Julianne Gill
• The Great Reset: Unlocking the Power of Organisational Learning With Nigel PaineApr 14, 2025 · 49 minIn a time when organisations must adapt and evolve more rapidly than ever, the role of learning is at a crossroads. In this episode, Nigel Paine, author of The Great Reset: Unlocking the Power of Organisational Learning, shares his vision for transforming L&D into a strategic driver of culture, leadership, and inclusion-focused change. Nigel outlines the dimensions of organisational learning, the five values that underpin it, and the critical questions that leaders must ask to shift from transactional L&D to a more holistic and impactful approach. He also discusses the role of generative AI in reshaping learning and how L&D professionals can rise to meet the challenges of a rapidly changing landscape. With philosophical reflections and practical guidance, this conversation provides a roadmap for those ready to reset their thinking, elevate their practice, and embrace a bold vision for the future of learning. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS Sharing and supporting is a component of agile organisations. Provide people with the freedom to work holistically and across departments. Ensure your systems are relevant. Create a culture of trust so people are free to support each other. Use team targets instead of individual ones. Set benchmarks to prove you have achieved it. Empower people to look after their own development and remove barriers. AI can be a personal development engineer for each person. Inclusion genuinely brings different perspectives. BEST MOMENTS “I don't believe you can rely on individuals being smart enough ... We need collective intelligence.” “Value decency and human kindness.” “Detoxify your culture.” “The 5 values create an agenda for action.” “AI is going to be life enhancing.” “Build credibility based on making meaningful impacts.” Nigel Paine Bio Nigel Paine is a renowned author, speaker, and thought leader in the field of L&D. He is a passionate advocate for innovative, people-centred approaches to organisational development. As the author of several influential books, Nigel challenges L&D professionals to think beyond traditional boundaries and embrace the profound potential of learning to shape culture, foster leadership, and drive inclusion. Nigel’s career spans senior leadership roles, consulting with global organisations, aPlayPlay The Great Reset: Unlocking the Power of Organisational Learning With Nigel Paine
• Designing Learning for Impact with Julie DirksenMar 31, 2025 · 58 minToo often, L&D delivers learning solutions that fail to drive real behaviour change. But why does this happen, and how can we design interventions that truly make an impact? In this episode, learning design expert Julie Dirksen unpacks the science behind effective learning and what actually motivates people to apply what they’ve learned. Julie explores the biggest reasons training fails, the role of attention and habit formation, and how L&D can move beyond information delivery to solving real performance challenges. She also shares strategies for diagnosing root causes, overcoming engagement barriers, and designing for complex skill development. With practical insights and research-backed strategies, this conversation is a must-listen for L&D professionals looking to create learning that sticks—and that leaders take seriously as a driver of business success. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS When people do not see the value in the action they do not do it. If what you are asking for is not viable people won´t do it e.g. They can´t see their work clearly while wearing safety glasses. Learning does not have to be short; it has to be relevant. User testing learning before rollout is effective. Teaching people how to examine and solve problems is powerful. Create opportunities for feedback to reinforce learning. AI can help you in ways humans can´t. Break down why the behaviour is not happening. BEST MOMENTS “They know the right actions to take, yet it’s still not happening.” “Sometimes people don't see the value in the action.” “AI can pull out what is successful and then use that as a model.” Julie Dirksen's Bio Julie Dirksen is an expert in instructional design, learning science, and behaviour change. She is the author of Design For How People Learn and a sought-after consultant who helps organisations create learning experiences that drive real performance improvement. With a background in UX, game design, and cognitive psychology, Julie focuses on bridging the gap between what we teach and what people actually do. Through her work, she equips L&D professionals with the tools to design learning that truly sticks. You can follow and contact Julie via: LinkedIn: https://www.linkedin.com/in/juliedirksen/ Blog: http://usablelearning.wordpress.com/ Website: https://usablelearning.PlayPlay Designing Learning for Impact with Julie Dirksen
• Revisiting Aviva’s Ambitious Digital Reskilling With Molly Howes & Alex PriceMar 18, 2025 · 41 minReskilling is high on the agenda for many organisations, but how do you do it reliably—and at scale? In this episode, Molly Howes returns to share the incredible progress of the Aviva Foundry, an ambitious initiative to upskill employees from Customer Support roles into Digital careers, alongside Alex Price, who was a successful participant in the program. They discuss what’s changed since their last appearance, the processes that have made large-scale reskilling successful, and how they’ve ensured employees aren’t just exposed to learning but are truly ready for new roles. They also dive into the challenges of expanding the program internationally, launching new initiatives like the Data Upskilling Bootcamp, and securing buy-in from stakeholders. Packed with insights and real-world lessons, this episode is essential for L&D professionals looking to move beyond training and deliver reskilling programs that change lives and drive business success. Take your L&D to the next level Take advantage of thousands of hours of analysis. Hundreds of conversations with industry innovators and 25+ years of hands-on global L&D leadership. It's all distilled into one framework to help you level up L&D. Access the L&D Maturity Model here - https://360learning.com/maturity-model KEY TAKEAWAYS The Aviva Foundry trains people for emerging roles and reskills those whose roles are no longer needed. The Foundry is available to anyone who wants to retrain. The key is really understanding the skills stakeholders need and focusing on the way your organisation works. Learners are supported by people who do the role they are training for and apply what they learn in practical ways. Colleagues that reskill bring something fresh to their new roles. The Foundry approach is now in Canada and works there too. Take the leap and set up your own Foundry. BEST MOMENTS “If those roles are no longer there for them, they get the opportunity to re-skill.” “This isn't us hand-picking people … this is people saying I want to learn.” “You have to build that trust.” “We knew that if we started making that progress, we'd learn.” Molly Howes Molly is Foundry and GenAI Capability Lead at Aviva having joined the company in 2015 and transitioned into roles including Team Leader and Digital Product Owner. The Aviva Foundry being a learning community, developing the knowledge and skills Aviva need to succeed in an increasingly digitised world. Alex Price Alex is Group Brand Expression & Design Manager at Aviva having successfully transitioned from a Broker Development Associate via the Aviva Foundry program. VALUABPlayPlay Revisiting Aviva’s Ambitious Digital Reskilling With Molly Howes & Alex Price
• The Long-Distance Leader, Revised Rules for Remarkable Remote and Hybrid Leadership With Wayne TurmelMar 4, 2025 · 40 minAs remote and hybrid work redefine the modern workplace, leadership must evolve to meet new challenges and opportunities. In this episode, Wayne Turmel, co-author of The Long-Distance Leader: Revised Rules for Remarkable Remote and Hybrid Leadership, shares invaluable insights on leading in this new era. Wayne explores how leadership has fundamentally changed, the unique challenges of asynchronous and hybrid environments, and what leaders can do to foster strong team cultures and productive collaboration. Packed with actionable advice, this conversation offers a roadmap for leaders and organizations navigating the complexities of remote and hybrid work. See the full agenda for L&D Next, which runs from March 3rd to 6th and register for free today at https://360learning.com/l-and-d-next/2025/ KEY TAKEAWAYS For many, leading long-distance is the new norm. Despite pushback, remote and hybrid working is here to stay. We need to move from monitoring activity to monitoring output. Get back to first principles. Some types of work are best done remotely, while other tasks are better done in the office. Build a strong culture – ensure remote workers work collaboratively and network internally. Have good one to one conversations with remote workers and don’t leave them out of group discussions. Remote workers need to actively demonstrate their value and seek out training and development opportunities. BEST MOMENTS “We are in the middle of the most seismic workplace change since the 1920s and 30s.” “What we do as leaders hasn't radically changed. How we do it has.” “Micromanagement never worked great, and it's actually impossible to do in the modern workplace.” “We need to move from monitoring activity to monitoring output.” Wayne Turmel Wayne Turmel is the co-author of The Long-Distance Leader and a recognized authority on leadership in remote and hybrid work environments. As co-founder of the Remote Leadership Institute, Wayne has dedicated his career to equipping leaders with the skills and strategies needed to thrive in distributed workplaces. With decades of experience in communication and leadership training, he has written multiple books on leadership, team collaboration, and professional development. Wayne is a sought-after speaker and podcast host, known for his practical advice and engaging storytelling that resonates with leaders across industries. https://www.linkedin.com/in/wayneturmel Book and special offers: https://longdistanceworklife.com/long-distance-leader Kevin Eikenberry Group https://kevineikenberry.com VALUABLE RESOURCES The Learning And DevelopmePlayPlay The Long-Distance Leader, Revised Rules for Remarkable Remote and Hybrid Leadership With Wayne Turmel
• L&D Podcast Live: Strategy & StructuresFeb 18, 2025 · 1 hrIn this special live episode, with guests Lisa Christensen, Hillary Miller and Christopher Lind, we explore their experience and deep expertise on the topics of L&D strategy and team structures - and it’s a masterclass of a conversation. Register for L&D Next 3rd - 6th March for free today at https://360learning.com/l-and-d-next/2025/ KEY TAKEAWAYS Understand what L&D is there to achieve. Team structures have to evolve and be flexible. L&D structure has to be right for achieving L&D aims, so it may be different from other teams in the organisation. Build adaptable teams by focusing on skillsets. Leverage data and hone in on one KPI. Understand which relationships and functions you need to focus on. That will evolve. Work holistically with other areas of the business. BEST MOMENTS “I've never seen a truly centralized model, ever.” “We can get hung up on the hierarchy of things and miss out.” “You gotta know who your players are, their bench strengths.” “We need better data capabilities in learning.” “Figure out what they care about and then lean on that.” Lisa Christensen Lisa leads McKinsey & Company's Learning Design and Development Center of Excellence, a global team of design experts, designing and building the learning that develops McKinsey Partners and professionals, enabling them to deliver incredible client impact. Lisa founded and leads McKinsey's Learning Research and Innovation Lab and sits on the global learning leadership team. https://www.linkedin.com/in/lisachristensen Christopher Lind Christopher Lind is a dynamic leader at the intersection of business, technology, and human experience, serving as an executive advisor, AI ethicist and sought-after voice in the L&D space. As a former Chief Learning Officer for ChenMed and GE Healthcare, Christopher has led transformative learning strategies that enhance workforce capability and business performance. A prominent commentator, speaker, and thought leader, he is known for his forward-thinking approach to digital learning, AI, and the evolving role of technology in talent development. https://www.linkedin.com/in/christopherlind Future Focused: https://christopherlind.substack.com Hillary Miller Hillary Miller is a seasoned Learning & Development leader currently heading L&D at HCA Healthcare. With a passion for driving workforce capability and business impact, she brings extensive experience in healthcare education and leadership develoPlayPlay L&D Podcast Live: Strategy & Structures
• How Generative AI is transforming L&D right now With Sean BengryFeb 4, 2025 · 49 minAs generative AI continues to evolve from novelty to everyday adoption, its transformative potential for Learning & Development is becoming increasingly clear. In this episode, Sean Bengry, a senior L&D leader, shares his experiences and insights on harnessing AI to drive impact and innovation in our field. Sean discusses the pivotal moment that revealed the power of generative AI, offers jaw-dropping demonstrations of its current capabilities, and explores its applications in personalised learning and talent development. From enhancing human understanding to redefining L&D’s core aims, this conversation is packed with practical examples and forward-thinking strategies. With actionable advice and a look at the industry’s leading AI adoption, Sean provides a roadmap for L&D professionals ready to embrace this game-changing technology and rethink what’s possible. See the full agenda for L&D Week March 3rd to 6th and register for free today at https://360learning.com/l-and-d-next/2025/ KEY TAKEAWAYS AI can create content that is designed to specifically appeal to and engage with each person. A lot of what we do is gathering data from one place, reworking it and sharing it for application. AI is very good at this e.g. Notebook LM podcast feature. Most people have still not explored how AI can help them to do their L&D job. You can use voice and your camera to interface with AI. Tell AI to take on personas to explore, test and get feedback for your ideas. There are ways around any issues related to putting your business data into AI. AI enables you to get down to the micro level and create content to close very specific skills gaps. Be curious and start small. BEST MOMENTS “AI provides real impact.” “It was a new mode of content synthesis that I had never seen before.” “The more data you can put in there around who a person is … the more AI can personalise that learning information.” VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home Sean Bengry Bio Sean Bengry is a senior Learning & Development leader with a passion for driving innovation and leveraging cutting-edge technologies to empower organisations and their people. Currently the Director of Learning Transformation & Technology at DaVita Kidney Care, Sean leads strategic initiatives to enhance talent development and organisational growth.PlayPlay How Generative AI is transforming L&D right now With Sean Bengry
• The Skills Advantage with Anish LalchandaniJan 21, 2025 · 51 minIn a world where skills gaps are widening and job demands are evolving at unprecedented rates, understanding how to gain a "skills advantage" is critical for organizations to stay competitive. In this episode, Anish Lalchandani, author of The Skills Advantage, delves into his insights on bridging skills gaps, building resilient teams, and preparing organizations for the future. Anish walks us through his approach, discussing how the right skills strategy can shift a team from good to exceptional and position L&D as a driver of business transformation. Whether you're a leader looking to upskill your team or an L&D professional aiming to create a sustainable skills strategy, this conversation is packed with actionable insights. KEY TAKEAWAYS The established approach to L&D is no longer enough. L&D needs to go beyond business alignment and take the lead in equipping our businesses to thrive in the future. You don´t have the wrong people, they have the wrong skills. Employees need to be convinced that upskilling benefits them and the business. A huge proportion of executive transitions fail, and we need to address this. What is going on in the market and industry helps you identify future skill needs. Use technology to help with your data analysis and become more agile. When you demonstrate impact, you get permission to do more. BEST MOMENTS “The established approach to L&D is no longer enough.” “Reskilling is a long-term game, start now.” “We need to hold ourselves accountable to actual upskilling and not just providing learning.” “You don´t have the wrong people, they have the wrong skills.” “The risk of relying on firing and hiring is extraordinary.” Anish Lalchandani Bio Anish Lalchandani is the author of the book ‘The Skills Advantage: A Human-Centered, Sustainable and Scalable Approach to Reskilling’. Having held leadership roles at leading firms like A.P. Moller Maersk (current), General Electric, Standard Chartered Bank and other organizations, he has developed extensive expertise in Talent, OD, Leadership and HR Strategy. In addition to being a Chartered Fellow of the CIPD, he is also a certified professional coach and mentor to start-up founders. Several publications, including Economic Times, Thinkers360, LeadersHum and HRD, rate him as one of the top influencers in HR and the Future of Work. You can follow and connect with Anish via: LinkedIn: https://www.linkedin.com/in/anishlalchandanichro The Skills Advantage Quiz: https://form.jotform.com/240295107435453 The Skills Advantage Book: https://www.anishlalchandani.com/book VALPlayPlay The Skills Advantage with Anish Lalchandani
• How To Establish Yourself and Your Team As a New Head of L&D with Sam AllenJan 7, 2025 · 51 minStepping into a new L&D leadership role is challenging, and establishing both yourself and your team can be even harder. It’s not just about filling gaps—it’s about aligning your vision with the business’s needs and building a strategy that delivers tangible results. In this episode, Sam Allen, Global Head of Learning and Development at Ideagen, shares how he has navigated this journey, from understanding the company’s culture and expectations to creating an L&D strategy that drives real performance. Sam talks about the key steps to establishing yourself in a new L&D role: how to build trust with stakeholders, identify the right learning needs, and bring your team on the journey. If you're a new L&D leader or looking to reposition your team, this episode offers real-world insights into how to take L&D from a function to a business partner. KEY TAKEAWAYS Work really hard to understand where the business you have joined is going. Identify the decision makers and sit down with each one to find out what their priorities are and where they are heading. To do this you need an effective way to take notes and analyse what you learn. Assess how your team currently performs. Make it clear to everyone what your approach to L&D is. Acquire the right tools for your L&D team and for your stakeholders. Set up self-serving learning resources that enable departments to fill skill gaps themselves. Break skills content down to enable truly targeted learning. Establishing yourself is about creating a strategy that truly drives business impact. BEST MOMENTS “How capable are the team members within that organisational structure?” “Build credible relationships with stakeholders.” “Create content where there are gaps.” Sam Allen Bio Sam Allen is the Global Head of Learning and Development at Ideagen, where he leads the company’s L&D strategy to drive performance, capability, and career growth. Before joining Ideagen, Sam was the Interim Head of L&D (Central Functions) at Cazoo, where he established the central L&D function, delivering leadership programs and automating onboarding and compliance. Before that, Sam founded Insightful People, partnering with businesses to deliver strategic L&D projects. He also held senior L&D roles at Whitbread, developing management teams, and at Argos, where he led the L&D strategy for IT, Digital, and Marketing, supporting around 500 colleagues and delivering high-potential and leadership development programs. Throughout his career, Sam has been committed to transforming L&D into a strategic driver of business performance. VALUABLE RESOURCES The Learning And Development Podcast - <a href="https://podcasts.apple.com/gb/pPlayPlay How To Establish Yourself and Your Team As a New Head of L&D with Sam Allen
• The Talent-Fueled Enterprise With Mike OhataDec 10, 2024 · 40 minThe Talent Fueled Enterprise seeks to provide insight into key disruptors driving an imperative for talent in organizations. The book also provides a fresh perspective on how leaders should consider navigating the evolving landscape of talent management. It challenges the conventional framework for talent management, urging leaders to reimagine how they perceive, nurture, and leverage the people within their organizations. In this episode, we unpack what this means for organisations, their Talent teams and the workforce. KEY TAKEAWAYS A talent-fuelled enterprise provides a skills deal that works for employees as well as the organization. Talented employees are no longer willing to only serve the business they want to develop skills that also progress their careers. If you don´t give people the chance to learn they will go elsewhere. A talent-fuelled enterprise values and cultivates the entire organization. Identify what makes performance sustainable, adaptable and scalable. Hire for agility, people who learn and adapt. Ongoing transformation has to be part of a company´s DNA. L&D has to start setting the agenda. Developing the workforce of tomorrow is an essential investment. L&D needs to develop itself to be able to deliver a talent-fuelled workforce. Mike explains how in the episode. BEST MOMENTS “The talent-fuelled enterprise is one that's …. going to cultivate, and it's going to celebrate that wealth of talent, that already exists in the organization .” “Skills are the currency of the organization … it's also the currency of the people themselves.” “Talent is something that we need to rethink.” “It's really about our ability as professionals to be a good business partner and to be curious and to go and study.” Mike Ohata Bio Mike Ohata is the author of the book The Talent Fuelled Enterprise and has a career-long history of transforming Big Four and Fortune 15 organizations through talent frameworks, comprehensive people development, and workforce solutions. During his 26-year executive career, Mike strategically navigated Microsoft Corporation and KPMG through disruption and challenges, honoured with the LearningElite Gold Award for pioneering exemplary learning and development strategies at KPMG. The Talent-Fuelled Enterprise was written for leaders who aspire to build a culture that truly embraces continuous learning and a workplace that is based on trust and collaboration. You can follow and connect with Mike via: LinkedIn: https://www.linkedin.com/in/mikeohata/ The Talent Fuelled Enterprise book (discount code for listeners: DJPODCAST30): htPlayPlay The Talent-Fueled Enterprise With Mike Ohata
• Non-Linear Careers in L&D with Jennifer SutherlandNov 26, 2024 · 47 minMany of us fall into L&D - and some of us make sacrifices in order to do so. At a time when many of us have faced layoffs and unexpected setbacks, we wanted to spotlight career journeys that had tough times and what our guests did to overcome these. In this episode, I’m speaking with Jennifer Sutherland, Global Leader of Culture, Learning & Development at Trustwave, about her incredible career and the lessons we can all learn from her. KEY TAKEAWAYS Very few people follow a linear path into L&D. This is good because they bring varied business skills to the role. If you do not have any training or L&D experience to put on your resume seek it out. Jennifer shares several ways to do that. Be authentic, especially during presentations, and develop your own style. Listen to feedback but recognise who the outliers are and factor that in before deciding whether to pivot. Take your time when switching roles. Lots of L&D professionals inadvertently end up in a role that is not a good fit for them. Use other L&D professionals as a sounding board and help each other. Understand how humans learn and stay up to date with the research. Stay curious and stay up to date with the tech. Build good relationships with all stakeholders and network. BEST MOMENTS “You created the opportunity that helped you gather the experience that you needed to be taken seriously by those L&D hiring managers.” “Words matter … how you fill in the silence is so critical.” “Frankly, that role was not the right fit for me.” “The career path that I'm on looks bananas, but gave me all these skills, resources, knowledge, community and networks.” “Create your own sandwich of tech to create what you need.” “The world limits you already. Don't be the one that limits yourself.” Jennifer Sutherland Bio Jennifer is the Global Leader of Culture, Learning & Development at Trustwave, where she is responsible for driving employee engagement and developing enriching learning experiences. Her team focuses on initiatives such as change management and sales enablement, essential for a dynamic global workforce across EMEA, APAC, and North America. Concurrently, as an Adjunct Professor at Davenport University, Jennifer leverages her expertise to educate the next generation in HR and Learning & Development. You can follow and connect with Jennifer via: LinkedIn: https://www.linkedin.com/in/jennifernsutherland Website: https://sutherlandtalentsolutions.com The Nonlinear Training Career article - <a href="hPlayPlay Non-Linear Careers in L&D with Jennifer Sutherland
• What Your Finance Department Want To See From Your L&D Department with Ajay PangarkarNov 12, 2024 · 1 hrL&D can sometimes fail to make sense to even the most seasoned L&D leader but what about our colleagues in other departments? What do they make of our products and approaches? What do they make of our inability to equate our spend and effort to ROI? Well Ajay Pangarkar can tell us. His frustrations with L&D had him lean in from his Accounting background and tell us. But not just by heckling. But by giving us advice. In this episode, Ajay will tell us how we’re perceived and what we can do to better measure the impact of what we do. KEY TAKEAWAYS Using business terminology, you are not 100% familiar with undermines your credibility. Knowledge is now genuinely driving businesses, so L&D is seen as far more important. Focus on the end result. Use the Kaizen approach – keep asking why. Become a listener, get into people´s heads and skill them up in a non-intrusive way. Data analytics is essential to L&D. Work with your financial team to deliver your business case. BEST MOMENTS “With all respect and love for Learning and Development, they are the nerds in the schoolyard trying to fit in with the cool kids.” “Nobody in the organization cares about learning. They care about the doing.” “We are in the golden age of L&D.” “I always say they cut their budget because you didn't deliver value.” Ajay Pangarkar Bio Ajay is the author of four books, with the most recent titled, “Learning Metrics: How to Measure the Impact of Organizational Learning" (Kogan Page). He’s an award-winning author receiving multiple prestigious TrainingIndustry Readership and Editors’ Award, eLearning Magazine’s Learning Champion, and the World Training Development Congress named Ajay their “Distinguished Trainer”. He is a broadcast media commentator addressing workplace performance issues and contributor to leading international publications. Ajay is also a Fellow of the Chartered Professional Accountants (FCPA, FCMA), Certified Training and Development Professional (CTDP), and a world-renowned workplace performance authority on integrating employee performance strategies within operational environments. On top of all this, he is a professor at the Sprott School of Business (Carleton University) and Smith School of Business (Queens University) as well as being actively involved with workplace learning working closely with LinkedIn Learning. You can follow and connect with Ajay via: Twitter: @bizlearningdude LinkedIn: https://www.linkedin.com/in/ajaypangarkar/ Book: https://www.koganpage.com/hr-learning-development/learning-metrics-9781398615366 VALUABLEPlayPlay What Your Finance Department Want To See From Your L&D Department with Ajay Pangarkar
• L&D and Leadership Trends with David KellyOct 29, 2024 · 43 minWhen we have an opportunity to understand L&D and Leadership trends from global L&D experts we should take them, right? On the eve of DevLearn, David Kelly (Chairman of the Learning Guild) gives us his perspective on the things we should be paying attention to as well as the areas we should be focusing our development on. KEY TAKEAWAYS Technology is changing the L&D landscape and we need to evolve with it, but this is something L&D has always done, the same conversations are happening the circumstances are just slightly different. L&D can sometimes be one of the first departments to be downsized if a company just looks at them as a cost centre, rather than how they should be looking at them, as a performance partner that is connected to driving the organisation forward. Mixed reality is very powerful, AR and VR can be good solutions to specific problems but their advantages and speed have slowed down, with AI taking a lot of attention away from development. Whilst AI is impacting many areas of almost all organisations, it’s important to understand where your organisation sits on takeup and where you can fit into that and act accordingly. L&D can appear to be susceptible to 'trends' but this isn't negative. Those who work in L&D are naturally curious and are looking for ways to help and support people's growth which naturally lends itself to new ideas and tools. As the world develops and changes around us, so does how we learn, are our education and learning models keeping up pace? Leadership is something that is given by others and it isn't a set of traits but skills that can be learnt. Leadership is about what we do, rather than who we are. You can be an effective leader at any level of an organisation; it's about how you approach the job you are assigned. A modern L&D organisation always needs to be looking to what's next, what does the L&D need to look like to support the organisation in the future. BEST MOMENTS 'I was always very involved in my career at giving back to the industry’ ‘The industry is in the exact same space it’s been for 20 years’ ‘I can tell you that the industry is growing rapidly…doesn’t make a difference where I am working for an organisation where I am seen as a cost that needs to be mitigated' 'AI is sucking all the energy out of the room' 'Hype is nothing more than shared energy, but what is driving that energy' 'We don't want to do something because it's cool but because it can make a difference' 'My focus in leadership in the L&D space is removing the role from the equation and focusing more on the environment that learning exists' David Kelly Bio As Chairman of the Learning Guild, David Kelly constantly explores the convergence of lPlayPlay L&D and Leadership Trends with David Kelly
• Unleashing The Power of L&D Through Governance With Noah Rabinowitz and Tom KupetisOct 14, 2024 · 41 minA governance structure in L&D is a move from implicit to explicit practices. It brings rigour and structure to decision-making practices that would otherwise be nebulous and ill-defined. It is a recognition that L&D is, fundamentally, a strategic function – equally critical for the organisation’s growth and for its survival in turbulent times. But it doesn’t exist in every L&D team. In this episode, Noah and Tom break down why it is essential and how we, as L&D, get to grips with it. KEY TAKEAWAYS Governance aligns L&D more closely with business objectives and ensures consistent, scalable impact. The decision on where the L&D budget is spent has to be made by the business so that the budget can be allocated to training that generates profit. Governance includes careful management of your key constituencies and relationships. Alignment, communication, consistency, planning, measurement, execution, tracking, and project management are all equally important. Ask yourself what does better look like? Properly define what you are aiming for. New technologies are not always better, be sure to properly assess them. Good governance is never 100% done, it is an ongoing process. Taking a “solid core, flexible edges” approach to governance works well for most organizations. Be brave. It´s worth a little bit of pain to make big gains. BEST MOMENTS “Governance is about aligning learning to the strategic objectives and needs of the business… so that you can demonstrate the value of that learning function.” “You have to create consistency in the learner experience .” “AI is going to be a lightning rod.” “Shiny object syndrome is the enemy of good governance.” “We not only define what governance is, but we define what's what it's not.” Noah Rabinowitz Bio With 25+ years of experience in learning and leadership development, Noah has been Chief Learning Officer at Intel and Moderna and consulted globally with Korn Ferry and Deloitte. He specializes in innovative learning strategies, executive development, and large-scale digital upskilling programs, driving impactful results across industries. Tom Kupetis Bio Tom brings over 25 years of management consulting and learning solutions experience with Fortune 500 companies. As Executive Vice President at St. Charles Consulting Group, he oversees the firm’s go-to-market strategy. Previously, he held senior roles at Xerox Learning Services and Intellinex LLC (EY subsidiary). Report: https://learningforum.substack.com/p/clo-lift-governance-as-a-strategic VALUABLE RESOURCES The LearnPlayPlay Unleashing The Power of L&D Through Governance With Noah Rabinowitz and Tom Kupetis
• The Skills Accelerator with Heather Stefanski & Bjorn BillhardtSep 30, 2024 · 39 minCLOs today must ask: Is our work building lasting, relevant skills right now? Are we delivering business impact? Is the work building or diminishing L&Ds effectiveness and credibility? If the answer to any of these questions is no, then perhaps it is time for a skills accelerator approach. This is the title of a CLO Lift report and in this episode, we unpack what it means and why it’s critical to us, in L&D, but more importantly to our organisations and employees. KEY TAKEAWAYS L&D professionals need to become true business partners instead of just trainers and focus on the development aspect of their role. When you focus on data you are effective, and the rest of the business understands that data. Leverage AI and simulations to deliver fast. Understand the relevance of each skill. What is it about that skill or new technology that will enable the learner to do their job better? When your business does something new, be a part of the rollout so truly relevant learning is available from the start. BEST MOMENTS “Capability building can't just be through learning programs. It needs to be truly employee-centric.” “If we can spend less time churning content, we'll be able to spend more time developing people.” “The scope of an L&D leader can no longer be just what training program.” Heather Stefanski Heather Stefanski is a Partner and Chief Learning and Development Officer at McKinsey & Company, overseeing Learning & Development for 45,000+ global colleagues and leading the People Data and Analytics Teams. During 28 years at McKinsey, she has held various roles in talent acquisition, professional development, and learning. She has an MBA and MA in Education from Stanford University, and a BS in Engineering and Operations Research from Princeton University. Bjorn Billhardt Bjorn Billhardt is co-author of The 12-Week MBA and CEO of Abilitie which has trained 100,000 learners in 50 countries, including rising leaders at Fortune 500 companies like Coca-Cola and GE. He also co-founded Enspire Learning a custom e-learning development company and was a consultant and corporate trainer for McKinsey & Company. Bjorn holds a BA from the University of Texas and an MBA from Harvard Business School. He has served on multiple boards, including The Magellan International School, Spa Partisan, the Advisory Board of the University of Texas at Austin School for Undergraduate Studies and the UT-HDO Program. Report : https://learningforum.substack.com/p/clo-lift-the-skills-accelerator VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/PlayPlay The Skills Accelerator with Heather Stefanski & Bjorn Billhardt
• From ‘Time’ to ‘Value’: Reframing the Value of Organizational LearningSep 17, 2024 · 44 minL&D leaders in large organizations often cite a lack of time as the main barrier to upskilling and reskilling. While increasing learning hours is important, the CLO Lift team found that time is not the most critical factor. Instead, the quality of learning has equal or greater influence on performance than the quantity of time spent. Rather than focusing solely on hours, business leaders and L&D professionals should emphasize value. This episode explores these insights with Lisa Christensen and Huw Newton-Hill. KEY TAKEAWAYS CLO Lift is a community of 20 CLOs who have got together to solve the biggest unresolved challenges in the L&D industry. You have to create true value before enough time will be allocated to employee learning. If you are not 100% in step with the business the training that you provide will be out of date and not relevant. The learning you deliver must genuinely enable people to make progress in their careers. L&D needs to stop only being order takers. Work more closely with managers to understand business challenges and be actively involved in finding solutions. Certain elements of people´s roles impact the way they behave. If a learning intervention cannot change that element speak up and ask those who can solve that underlying issue to do so. Create a learning culture, e.g. include skill acquisition in personal reviews. Democratize access to learning. Use generative AI to make the training more relevant in every role in every geography. Measure progress against actual business objectives. Start now. Create some small experiments and generate wins. You only need one win to create credibility and act as a springboard. BEST MOMENTS “Ensure that the whole body of L&D is in lockstep with the business.” “The more courage you lean into, the more credibility you build.” “Be bold and go forth.” “Any good action today is better than perfect action a month from now.” CLO Lift, From Time to Value report: https://learningforum.substack.com/p/clo-lift-from-time-to-value?r=ivpaq&utm_campaign=post&utm_medium=web&triedRedirect=true Lisa Christensen Bio: As Director of Learning Design and Innovation at McKinsey & Company, Lisa leads a global team focused on cutting-edge learning solutions. She founded McKinsey’s Learning Research and Innovation Lab and is a recognized thought leader in learning. Lisa is a founding member of CLO Lift and was previously a senior leader at a learning design firm. Huw Newton-Hill Bio: Huw leads Attensi’s US office, deliveringPlayPlay From ‘Time’ to ‘Value’: Reframing the Value of Organizational Learning
• Numbers & Narratives 7 Steps to Proving L&D Value with Neil John CunninghamSep 2, 2024 · 38 minAt some point or another, we’ve all found ourselves struggling to demonstrate the value of our L&D solutions, wondering if there has been value or whether we’ll find it. For many of us, it’s a constant search. In this episode, Neil John Cunningham unpacks this for us and lets us in on the steps outlined in his most recent book, Numbers & Narratives, to prove the value of our L&D. KEY TAKEAWAYS Don´t worry about not understanding the data. Someone in the business will just ask them to explain it to you. Using data stories to prove the effectiveness of what you are doing is good for you as well as for the business. Most of us are not getting the most out of existing business data. Storytelling is incredibly powerful, especially if you back it up with data. The Hero´s Journey storytelling framework is often a good way to structure a data story. Once you´ve got your hypothesis, where the business is going and where it needs to go, break that down into learning objectives. Using data stories appeals to people who are emotionally driven as well as to those who are data driven. Understand what commercials are important to the people in your business. If you don´t know what the financials are e.g. how much it costs to handle each call talk to the people that do know. Be really honest about L&D can offer. If you can´t help with a certain issue, be brave enough to say so. Keep things simple and succinct. As much as possible use simple, universally understood data. BEST MOMENTS 'I´d been creating these little data stories, I could prove that what I was doing was having an effect.' 'The way you solve the L&D engagement issue is to solve problems that matter to individuals.' 'Show where L&D can do better.' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/ Neil John Cunningham Bio Neil is the author of the books, 19 Low-cost Ways to Improve Your L&D Offering; The Strategic Order Taker: A Guide for L&D to be Seen, Heard, and Valued; and his most recent Narratives & Numbers. Neil is an experienced Head of Talent & Learning and following a career of running Learning and Talent functions, he now supports others doing so with his consulting and writing. You can connect with Neil and follow his work via: LinkedIn: https://www.linkedin.com/in/neiljohncunningham/ Website: www.alignlearndo.com Link to book: https://alignlearndo.com/narPlayPlay Numbers & Narratives 7 Steps to Proving L&D Value with Neil John Cunningham
• The Learning & Development Podcast Live with Nick Shackleton-Jones and Kenny TemowoAug 19, 2024 · 58 minWhat do 146 L&D professionals care most about? What are the killer stats L&D should know about right now? Is ‘learning content’ really necessary? What questions will be pulled from the cuddly toy’s posterior? Find out the answers to all these questions and more in this very special live edition of The Learning & Development Podcast with guests Nick Shackleton-Jones and Kenny Temowo. KEY TAKEAWAYS Understanding how to provide their organisation with greater value and impact is a big concern for L&D professionals. 75% of people said their work leader had more of an influence on their mental health than their life partner does. Experiential training for leaders enables them to better understand how their behaviour and expectations impact those who work for them. The fact that future generations look at work differently is having a huge impact on L&D. When people are offered face-to-face training, they feel invested in. Gamification isn´t working but simulations are. If you can´t see a measurable change (ROI) the chances are you should not be doing it. Content has to be carefully crafted to be relevant. BEST MOMENTS 'I would make sure that we're really involving and holding accountable the leaders.' ' H ow do we help organizations manage stability, the sense of belonging and psychological safety that we need.' ' C ontent only matters to you if it's relevant somehow.' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/ ABOUT THE GUESTS Nick Shackleton-Jones Bio Nick is a genuine thought-leader in Learning & Development, responsible for initiating 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 winning 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:PlayPlay The Learning & Development Podcast Live with Nick Shackleton-Jones and Kenny Temowo
• Enterprise-Wide Skills-Based Learning with Ryan TraceyAug 5, 2024 · 41 minL&D at enterprise scale is very difficult. To say the least. This is why so many start and end by ‘providing learning’ in the hope that some of it sticks and makes a difference. But the opposite to relying on hope is to stand for addressing skills gaps and holding yourself accountable to actually closing them. This is what Ryan has aimed to achieve in his roles and what he shares with us in this episode. KEY TAKEAWAYS Lead from the front. Start with skill-based learning now. Treat your skills-based framework as an organic document. Update it regularly. AI is transforming skills-based learning. Ryan shares several real-world examples, during the podcast. You need to complement what AI tells you with your own research and consultation and be specific about your business needs. AI is great at giving you a foundation for discussion. You no longer sit down with a blank piece of paper. AI frees up an incredible amount of time, enabling you to be far more effective. Prioritise the skills that matter most, something many people still do not do. Build out blended learning experiences. At the end of the training session, provide a call to action that ensures that new skill is actually used. Provide an independent validation of the skill. Invite people who have applied that skill to demonstrate it and share how they have used it in their job. Go where the positive energy is. Collaborate with managers who want your help and get them to share the results. The nay-sayers and those short on time will soon be asking for your help. BEST MOMENTS 'Skill-based learning is not knowledge-based learning. So instead of focusing on what you know, it focuses on what you do.' 'AI is going to do a great job. But then you need to round that out with your own work.' ' B e dogged in identifying what that business metric is that this stakeholder, wishes to improve.' Ryan Tracey Bio Ryan Tracey is a senior Learning & Development manager having worked in the corporate sector for over 20 years in addition to roles in government and higher education. Ryan holds a Master’s degree in Learning Sciences and Technology from the University of Sydney and is a prominent commentator of in the field of L&D. You can follow and connect with Ryan via: X/Twitter: @ryantracey LinkedIn: https://www.linkedin.com/in/ryantracey/ Blog: https://ryan2point0.wordpress.com/ VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/idPlayPlay Enterprise-Wide Skills-Based Learning with Ryan Tracey
• Organisational Culture Change With Lily WoiJul 22, 2024 · 41 minGood or bad? Positive or toxic? Powerful or incongruent? Culture plays a huge part in our working lives. In L&D we ignore culture at our peril. But what does it mean to understand and change organisational culture? In this episode, former Deloitte Management Consultant, Lily Woi, unpacks this for us and provides insight and guidance on how we can change culture in our organisations. KEY TAKEAWAYS Culture is about more than behaviour and working practices. Structure and governance both have a significant impact. Don´t overcomplicate things, a simpler approach is easier to follow and iterate. Keep improving. Change should be ongoing and happen quickly. Understanding your culture is the key to shaping it. Instead of assuming you understand the culture, observe how people actually behave. What is your data telling you about your culture? Using consultants helps to overcome not being able to see the wood for the trees and can cut through a lot of internal politics. Collective decision-making works best. Involve employees in the design phase. Using the 4 pillars - mindset, abilities, process, and structure leads to sustainable change. Measure the change. What has worked in one project is not necessarily going to work for another project. You have to tailor your approach. BEST MOMENTS 'In my experience, the simplest approaches are more often the most effective.' 'Removing culture from an aspect of L&D is like trying to remove the egg from a cake.' 'I tend to ask a lot of annoying questions… to understand why, what´s really going on.' 'The approach that I use for one company would not work for my next company or client.' Lily Woi Bio Lily is a former Deloitte Management Consultant, focused on Organisation Transformation and Culture, Leadership & OD Lead at Next Pensions. On both sides of the table (in-company and consultancy), Lily has built deep and rich experience of organisation culture change. As a Culture Change Catalyst, Lily now helps leaders and teams drive transformative change, unlock their full potential, and ignite a high-performance, collaborative culture. Over the past eight years, she has worked with global leaders and businesses to shift behaviours, unlock potential, transform careers, and develop courageous cultures. She has coached and trained clients working in multinationals such as Hello Fresh, Nike, Pureaffinity, and the British Film Institute. You can connect with Lily and follow her work via: LinkedIn: https://www.linkedin.com/in/lilywoi/ Website: https://lilywoicoaching.com/ VALUABLE RESOURCES The Learning AndPlayPlay Organisational Culture Change With Lily Woi
• Organisational Learning Communities With Andy LancasterJul 9, 2024 · 42 minLearning communities transform organisations through sharing knowledge, spearheading practice, solving problems, seeding innovation, and supercharging development. So how can you develop a culture of learning in your organisation? In this episode, Andy Lancaster addresses this question - and many more. KEY TAKEAWAYS From the very start of humankind people have learned from each other, often in groups. Animals do it too. Learning from friends and colleagues is seen by practically everyone as being the most effective way to learn. People like human connection and want to feel they belong, so peer connection is powerful. The best learning takes place in context. Learning communities can be just a few people. We need to empower different types of learning communities. Learning communities share knowledge, spearhead practice, solve problems, seed innovation, and supercharge development. What the group does needs to be structured to a degree. Encourage people to work aloud to ensure everyone is actively involved. Reward the subject experts. BEST MOMENTS 'The social context in which we learn is really important.' 'I think reflective practice ought to be embedded in all learning and development.' 'Subject experts play a vital role in communities in terms of coaching, mentoring and supporting.' 'Communities are a way of validating skills, which maybe organizations overlook. ' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/ Andy Lancaster Bio Andy Lancaster is the Chief Learning Officer at Reimagine People Development consultancy, specializing in supporting, coaching and mentoring learning leaders and teams to create impactful development strategies and solutions, transform learning cultures and empower socialized learning communities. The former Head of Learning at the Chartered Institute of Personnel and Development (CIPD), Andy is a trusted thinker, commentator and inspiring speaker, renowned for his insights that have helped reshape the organizational learning landscape globally. His book Driving Performance Through Learning gained a Business Book Award. You can follow and connect with Andy via: Twitter: @AndyLancasterUK LinkedIn: https://www.linkedin.com/in/andy-lancaster-ab995418/ Book: <a href="https://www.koganpagePlayPlay Organisational Learning Communities With Andy Lancaster
• The State of Online Learning With Alice Thompson and Ross StevensonJun 24, 2024 · 46 minA new report, published by 360Learning, illustrates how far online has come in recent years: from poor relation to classroom training to expected and respected and recognised for helping learners bridge their skills gaps. But is that enough? In this episode, Alice and Ross join David to explore the findings and what this tells us about our ability to scale L&D today. KEY TAKEAWAYS Both employers and employees have finally become more comfortable with digital learning. Employees now honestly believe that online learning is going to help them to do a better job while upskilling. Online learning works well in both big and small organizations. But it is smaller firms that are more receptive and are adopting AI and digital learning faster. For large organizations scalability is still a big challenge. Learning from their peers and colleagues, followed by their line managers is still preferred by most employees. A combination of face-to-face and digital learning works well. Tech is making it easier for people to share their knowledge, L&D can better tap into and benefit from this. Demonstrating to employees how the training can benefit them greatly improves the level of engagement. Clearly identify the skills people need to progress and share that knowledge with them. BEST MOMENTS 'People now expect some respect, online learning,' 'In a smaller company, it is just a bit more dynamic.' 'You can capture SME knowledge that's valuable to the entire organization.' 'Capitalize on people's primary reasons for wanting to engage and develop their skills.' EPISODE RESOURCES Link to 2024 State of Online Learning Report: https://360learning.com/guide/2024-state-of-online-learning-report/2024-report-introduction/ Alice Thompson Bio Alice is a Development Partner for Marks & Spencer and is passionate about designing performance training, data-driven decision-making, measuring impact and creating a continuous learning culture. Prior to M&S, Alice played key roles in the L&D teams at ASOS, Monzo and Butternut Box. You can follow and connect with Alice via: LinkedIn: https://www.linkedin.com/in/alice-thompson-849154b8/ Ross Stevenson Bio Ross is Chief Learning Strategist and founder of Steal These Thoughts, an independent L&D think tank. He’s spent 16 years leading L&D teams, strategies, and tools within global organisations. Ross is also at the forefront of exploring the potential of generative AI in L&D. You can follow and connect with Ross via: LinkedIn: https://www.linkedin.com/in/rstevensonuk/ Twitter: @_Rsvenson Website: www.stealthesethoughts.com VALUABLE RESOURCES The Learning And Development PodPlayPlay The State of Online Learning With Alice Thompson and Ross Stevenson
• The Role of CLO in the Age of AI With Christopher LindJun 11, 2024 · 45 minAll the talk is of AI but what about the action? Is it too soon to act or are we at risk of missing the bus? In this episode, seasoned CLO, Christopher Lind, explores how he has led his team and organisation in the age of AI towards expecting and achieving more. KEY TAKEAWAYS L&D teams need to adapt fast to both technological and economic disruptors and learn to use a new bag of tricks. You have to understand what is needed before you can deliver, so you have to push back a bit on the pressure to do everything in a rush. When you change the way L&D works you are going to get pushback. You will have to stand your ground but pick your battles. Be very patient with your stakeholders when you change things. It will take many months for them to see the improvement and fully understand the change. To help the stakeholder recognise whether this thing is really that important, ask what things will look like once we have fixed this, Get to know people on a personal level. Building strong relationships opens up communication and makes things far easier down the line. Use AI to work faster, but also think creatively and ask how you can use it to do things differently. AI makes true real-time active learning possible. Use AI to improve your skills and help you to do your job better and faster. AI creates time for you to do things you simply didn´t have enough capacity for before. BEST MOMENTS 'I can get an algorithm to create more creative content than a person now.' 'You actually can use this (AI) for yourself as well.' 'People aren't transactions, they are relationships… focus on relationships.' 'Technology is radically opening new pathways to do stuff like we've never been able to do before.' VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/ Christopher Lind Bio Christopher Lind is VP and Chief Learning Officer at ChenMed, leading enterprise learning strategy. He’s also the host of Future Focused, a podcast and newsletter that explores the landscape of learning leadership and strategy (and much more), an advisory board member of the CLO Exchange, and the founder of Learning Sharks, which offers comprehensive advisory on all things learning innovation and technology. Previously, he was Head of Global Digital Learning at GE Healthcare. You can follow and connect with Christopher via: LinkedIn: <a href="https://www.linkedin.com/in/cPlayPlay The Role of CLO in the Age of AI With Christopher Lind
• Learning Experience Design With Greg ArthurMay 27, 2024 · 48 minWith a low barrier to entry, everyone fancies themselves a learning designer. How hard can it be? In this episode, Greg Arthur shares his approach to creating engaging and impactful learning experiences, honed over his years of working in L&D teams at highly successful, world-renowned companies. KEY TAKEAWAYS Because you are dealing with people, every business is different, even those operating in the same industry. Ask the 2 basic questions to cut through the noise – What is happening right now? How do you want to change it? Understand who you are talking to and why they will care and listen to you. Ask yourself if I were to put this out a real-life product, would I buy it? The medium you use to provide the learning must be right for the person. Make sure you do the work upfront and solve the problem, even if it takes a little longer. Try different things while the problem is small. BEST MOMENTS 'Some teams, learning teams, regardless of industry are just better than others.' 'You don´t move ahead until you are ready to move ahead. You don´t bring in the wrong people at the wrong time.' 'Basically, it´s like Lego for learning design.' 'This is changing a whole department's attitude to learning design.' Greg Arthur Bio Greg Arthur is a learning professional with experience of designing learning and leading teams at blue-chip brands such as BP, ASOS, HSBC and Philip Morris. Greg has devised the Learning Experience Design Log Book, and his own design studio (Two Circles) that catalogues his approach and guides followers to develop impactful and engaging learning experiences themselves. You can follow and contact Greg via: LinkedIn: https://www.linkedin.com/in/greg-arthur-flpi-736b288/ Website: https://www.twocirclesstudio.com/ VALUABLE RESOURCES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/ 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:PlayPlay Learning Experience Design With Greg Arthur