Podcasts about people development

For 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 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://twitter.com/davidinlearning LinkedIn: https://www.linkedin.com/in/davidjameslinkedin L&D Collective: https://360learning.com/the-l-and-d-collective Blog: https://360learning.com/blog L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home

In 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, and teaching at institutions such as the University of Chicago and IE Business School. Twitter: @ebase https://www.linkedin.com/in/nigelpaine Book: https://store.bookbaby.com/book/the-great-reset Use the discount code: LDAP10 https://www.nigelpaine.com VALUABLE RESOURCES L&D Master Class: https://360learning.com/blog/l-and-d-masterclass-home ABOUT THE HOST David James has been a People Development professional for 20+ years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. David is Chief Learning Officer at 360Learning, a prominent writer and speaker on topics around modern and digital L&D. CONTACT METHOD  https://twitter.com/davidinlearning https://www.linkedin.com/in/davidjameslinkedin L&D Collective: https://360learning.com/the-l-and-d-collective https://360learning.com/blog

We dive into the world of operational excellence and visionary leadership with guest Emma Rainville, author of Scope and founder of Shockwave. Zoë shares updates on her Australian Alpine walking track adventure and the behind-the-scenes of the Power Games Kickstarter launch. On Planet Human, she explores the unfolding Tesla brand rebellion and the deeper lessons on leadership, marketing, and impact. Emma brings a compelling perspective on how to scale businesses by bringing calm to chaos. She outlines the WAVE framework—Written Vision, Absolute Focus, Values-driven Future, and Execution Plan—and offers practical, transformative advice for any leader serious about delivering big ideas, sustainably and profitably. Together, they examine the future of AI in operations, culture-building through psychological safety, and why mentorship—not management—is the secret sauce of visionary success. SHOWNOTES are here: https://www.zoerouth.com/podcast/operational-excellence   My new Substack: https://substack.com/@zoerouth Power Games: https://www.zoerouth.com/power-games   Planet Human: Tesla owners are rebelling—not by selling their cars, but by disguising them. A lesson in knowing your audience, brand alignment, and leadership reputation. https://www.fastcompany.com/91294552/tesla-owners-are-disguising-their-cars-with-fake-badges-as-a-form-of-resistance    Key Quotes: "Founders often have vision but no framework. That's where chaos begins." – Emma Rainville "Operational excellence means responding, not reacting." – Emma Rainville "We shouldn't be 'shoulding' all over ourselves. Make conscious commitments." – Zoë Routh   Questions Asked: 1. What is the WAVE framework and how can it help you scale? 2. Why do visionary leaders struggle with management—and how can they overcome it? 3. What are the biggest mistakes founders make when launching new products? 4. How can we build a culture where failure becomes fuel for growth?   Take Action: 1. Define your own Written Vision. Where are you heading in 10 years? 2. Create a people development plan—not just for hiring, but for mentoring. 3. Test Emma's approach: use ChatGPT to challenge your processes and find efficiencies. 4. Celebrate team members not just for solving problems, but for how they fix mistakes.   Tip of the Week Explore AI as a co-pilot in your business. Delegate your drudgery.  Ask: How might I make this repeatable, streamlined, or automated?   Join the community here: https://www.zoerouth.com/podcast-news You'll get 40 book summaries and recommendations on Leading Strategy and Performance, along with a special secret audio from my award-winning book, People Stuff.   Join the Power Games advance notice here: https://www.zoerouth.com/power-games   Key Moments 00:00 Introduction and Weekly Theme 00:32 Tesla Resistance and Marketing Missteps 03:30 Personal Updates from Zoe 04:27 Eliminating Drudgery with AI 05:40 Interview with Emma Rainsville: The Wizard of Ops 09:01 Defining Operational Excellence 10:03 Visionary Entrepreneurs and Business Challenges 16:22 People Development and Leadership 22:31 Exploring Commercial and Home Services 23:04 The Impact of AI on Operational Excellence 24:16 Incorporating AI and Automations 29:03 Building a Culture of Operational Excellence 32:14 The WAVE Operational Framework 35:07 The Fast Three: Quick Insights 37:05 Conclusion and Upcoming Episodes

Too 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.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://twitter.com/davidinlearning LinkedIn: https://www.linkedin.com/in/davidjameslinkedin L&D Collective: https://360learning.com/the-l-and-d-collective Blog: https://360learning.com/blog L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home

Reskilling 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. 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 has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D. CONTACT METHOD Twitter:  https://twitter.com/davidinlearning LinkedIn: https://www.linkedin.com/in/davidjameslinkedin L&D Collective: https://360learning.com/the-l-and-d-collective Blog: https://360learning.com/blog L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home

As 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 Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 L&D Maturity Model: https://360learning.com/maturity-model/ 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://twitter.com/davidinlearning LinkedIn: https://www.linkedin.com/in/davidjameslinkedin L&D Maturity Model: https://360learning.com/maturity-model/ L&D Collective: https://360learning.com/the-l-and-d-collective Blog: https://360learning.com/blog L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home

A conversation with a longtime multifamily industry veteran, and she is a Maxwell Leadership Certified Team Member, the amazing Tracie Yoder, the Founder of TYJ Coaching and Consulting …discussing the five levels of leadership that multifamily professionals can discover, understand and use to improve their journey. The five levels are Position, Permission, Production, People Development and Pinnacle.See omnystudio.com/listener for privacy information.

In this episode of HR Like a Boss, Benjamin McCall shares his expertise in human resources, emphasizing the impact of organizational development, diversity, equity, inclusion (DEI), and relationship-building on business success. With over 20 years of experience, he highlights the importance of HR professionals adopting a consulting mindset, integrating DEI into business strategies, and leveraging sales skills to enhance leadership effectiveness. Tune in for insights on how HR can drive organizational growth by aligning people strategies with business outcomes.ABOUT BENJAMIN MCCCALLBenjamin McCall is a Consultant, Speaker and practitioner in Business Leadership, Organizational Performance, HR, DEI, & Learning serving organizations across the U.S. His work specializes in 4 key areas: People Development, Strategic Planning and Execution, Cultural Competence & Collaboration, and Coaching. He has worked with Fortune 500 companies across Retail, Financial Services, Education, Healthcare, Startup, Military Defense, MFG & organizations across nonprofit, private, and public sectors. This experience with various environments, industries, & audiences has allowed him to apply topics & workshops to all levels of employees regardless of experience level. Speaking at conferences nationally & globally (i.e. SHRM National, CISHIRP, etc) he is an engaging speaker that pushes teams, leaders, and audiences to move from mindset to practice. If you can't make it practical often it doesn't get done! As a practitioner and coach his style balances guiding individuals to identify and honestly clarify needs while being firm around the real work that needs to be addressed. Benjamin challenges organizations and people to "Be BETTER" intentionally in their work and relationships.

In 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 development. Previously, as Chief Learning Officer at Penn State Health, Hillary led enterprise-wide learning strategies, fostering a culture of continuous development and innovation. https://www.linkedin.com/in/hillarybmiller VALUABLE RESOURCES 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 THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D. CONTACT METHOD Twitter:  https://twitter.com/davidinlearning LinkedIn: https://www.linkedin.com/in/davidjameslinkedin L&D Collective: https://360learning.com/the-l-and-d-collective Blog: https://360learning.com/blog L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home

As 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. At the forefront of L&D transformation, Sean is known for his forward-thinking insights and ability to inspire action, helping organisations navigate the opportunities and challenges of a rapidly evolving learning landscape. Connect with Sean via: LinkedIn https://www.linkedin.com/in/sbengry/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D. CONTACT METHOD Twitter:  https://twitter.com/davidinlearning LinkedIn: https://www.linkedin.com/in/davidjameslinkedin L&D Collective: https://360learning.com/the-l-and-d-collective Blog: https://360learning.com/blog L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home

Karolina Linda is the Software Development Director and Organizational Lead in Gdańsk, Poland. She takes us behind the scenes of the incredible transformation of the Dynatrace Community—from a single Q&A forum to an community with 18 topic-focused forums, 5 engagement programs, and over 80,000 users worldwide.   Karolina shares her unique career journey of 15 years, from starting as an Information Developer to leading multiple global teams now. Hear how she took on opportunities that pushed her out of her comfort zone, how collaboration and sparring partners have shaped her career, and her advice for overcoming imposter syndrome to seize new challenges.  Key Takeaways:  The insights into scaling a Q&A forum into a global, customer-centric community.  How to take the leap and grow beyond self-doubt in your career.  Why having supportive “sparring partners” is crucial for success.  Tune in now to learn how you can apply her lessons to your own career. Where to find us:    Connect with Sue Quackenbush on LinkedInConnect with Karolina Linda on LinkedInDiscover the opportunities at Dynatrace and take your career to the next level: careers.dynatrace.com

FORUM RISORSE UMANE 2024 | Workshop| HR & Mental Health |"LA SALUTE MENTALE IN CIMA ALL'AGENDA HR: DALLE MISURE DI CONTRASTO AL BURNOUT ALLA PROMOZIONE DEL BENESSERE PSICOLOGICO".Se la felicità sul luogo di lavoro può essere forse ancora considerata come un obiettivo un po' troppo ambizioso, quello della "salute mentale", viceversa, può e dev'essere considerato come un obiettivo alla portata dei professionisti HR.Oggi è possibile andare oltre un approccio "al negativo", chiedendo alla nostra vita professionale di non inficiare il benessere (e il benessere psicologico in specie) di chi lavora.Le aziende - e la direzione HR in particolare - sono chiamate a mettere in campo strumenti di promozione attiva del benessere psicologico in azienda.Una strada non senza le sue difficoltà, che in questo talk show si proverà a mettere a fuoco.Conduce: Adriano Solidoro, Docente e Ricercatore in Organizzazione Aziendale / Università degli Studi di Milano Bicocca.Intervengono:Simona Aleo, HR & Quality Director / B&B Hotels Italia.Arianna Brambilla, Responsabile HR / UGO.Arianna D'Urbano, Head of People Development & Inclusion / Alfa Group.Luigi Giulio De Mitri Pugno, Segretario Generale / UGL Terziario.Elisa Mancini, Global Head of People & Culture / xFarm Technologies.Per collaborare come Speaker e Partner agli eventi di Comunicazione Italiana: marketing@comunicazioneitaliana.it

In der heutigen Folge tauchen wir in die Lernlandschaft der Kommunikationsagentur Hypr ein.

With Blaine Bartlett, a globally recognized leadership development master and thought leader. As a speaker and the author of 5 books including the #1 international bestseller Compassionate Capitalism: A Journey to the Soul of Business, he has personally delivered programs to more than 300,00 individuals directly impacting more than one million people worldwide. He's a co-host on AppleTV's popular Office Hours show and has been featured in the TV series World's Greatest Motivators; the movie and book Think and Grow Rich: The Legacy as well as two TEDx talks and numerous podcasts. As CEO of Avatar Resources, a global leadership consultancy he founded in 1987, he's worked with entrepreneurs and leaders in many of the largest companies and organizations on the planet to change the way leadership is used to foster Compassionate Capitalism. Join us in our conversation as Blaine shares insights into compassionate capitalism, redefining the purpose of business as fostering thriving connections rather than focusing solely on profits. He explores the power of shifting mindsets, from scarcity to abundance, and reframing challenges as opportunities for growth. Tune in to discover how leadership and entrepreneurship can align with values, creativity, and meaningful impact.To listen to the podcast and access the show notes and any other resources mentioned in this episode, visit us at www.legalwebsitewarrior.com/podcast.

Stepping 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 - 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://twitter.com/davidinlearning LinkedIn: https://www.linkedin.com/in/davidjameslinkedin L&D Collective: https://360learning.com/the-l-and-d-collective Blog: https://360learning.com/blog L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home

The 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):   https://a.co/d/c2Ppn3N 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://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

How does understanding your customer and their profile help you with your marketing?In this episode of Marketing Espresso, I'm welcoming back Ros Cardinal to delve deeper into the Women's Leadership Archetypes. We're chatting how understanding these archetypes can enhance marketing strategies, improve sales approaches, and foster better customer relationships.Ros shares insights on how different archetypes like Tribe Builder, Sovereign, Wise Woman, and Warrior respond to marketing and customer service, offering tips on tailoring communication and services to each. And further to understanding your customer how can recognising and leveraging your own archetypes lead to better outcomes?Ready to know what Archetype you are?Find out hereYou get 50% off for being a Marketing Espresso listener! How good!When she was growing up, Ros wanted to be a vet or a scientist, but her fascination with human behaviour and neuroscience led her to a career in organisational development, specialising in improving business outcomes by developing individuals, teams, and organisations.After more than 20 years in corporate human resources and organisational development roles, a successful battle with cancer gave Ros the nudge to take her passion for transforming leaders and improving how individuals and organisations cope with change in a new direction.Leaving her senior corporate role in 2012, Ros established her consulting business, Shaping Change, to achieve her goals.Ros is a solution and results-oriented facilitator, with expertise spanning strategic planning, leadership development, organisational culture, change management, emotional intelligence and employee engagement.She is also a talented and multi-award-winning executive and leadership coach, with coaching clients at executive and senior levels in Government agencies, private enterprise, and the community sector.In 2016, Ros felt compelled to look deeply at the differences in the leadership styles of men and women. The result was the Women's Leadership Archetypes model, now being used worldwide by women to discover how they can better leverage their natural strengths to lead with purpose, authenticity, and integrity. In 2022 Ros was recognised with a World of Difference Award by the International Alliance for Women (TIAW) for this work. Ros now licences other women coaches, facilitators, mentors, and trainers to use the WLA in their work, creating a ripple effect across the globe.Ros is a blogger and the author of The Resilient Employee. In addition, she contributes regular articles to Leaders in Heels, The Huffington Post, and People Development magazine.Connect with RosDOWNLOAD MY CONTENT PLANNER - https://becchappell.com.au/content-planner/Instagram @bec_chappellLinkedIn – Bec Chappell If you're ready to work together, I'm ready to work with you and your team.How to work with me:1. Marketing foundations and strategy consultation 2. Marketing Coaching/ Whispering for you a marketing leader or your team who you want to develop into marketing leaders3. Book me as a speaker or advisor for your organisation4. Get me on your podcastThis podcast has been produced and edited by Snappystreet Creative

Many 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 - https://trainingindustry.com/magazine/spring-2024/the-nonlinear-training-career https://www.toastmasters.org   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://twitter.com/davidinlearning LinkedIn: https://www.linkedin.com/in/davidjameslinkedin L&D Collective: https://360learning.com/the-l-and-d-collective Blog: https://360learning.com/blog L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home

Aimee Dibrienza is the Director of Adult & Workforce Education in SUU's Community & Workforce Development department. As an experienced Assistant Director, she has demonstrated a history of working in the education management industry. She has demonstrated the following skills:Organization Skills,Communication, Problem Solving, Organizational Commitment, and People Development. Aimee earned her Master of Education - MEd focused in Montessori Administration from Westminster College. These comments made as part of the podcast reflect the views of the episode participants only and should not be construed as official university statements.

L&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 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://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

When 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 learning and technology, demonstrating a profound commitment to transforming workplaces and enriching lives through innovative learning strategies. With over two decades of experience in learning and performance leadership and consulting, he brings his passion to life in his daily work building events and resources with the Guild and as a dynamic speaker and writer, inspiring others to view their work through a fresh, technology-enhanced lens. You can follow and connect with David via: LinkedIn: https://www.linkedin.com/in/lnddave/ Learning Guild Website: https://www.learningguild.com/ DevLearn: https://devlearn.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://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

When she was growing up, Ros wanted to be a vet or a scientist, but her fascination with human behaviour and neuroscience led her to a career in organisational development, specialising in improving business outcomes by developing individuals, teams, and organisations.After more than 20 years in corporate human resources and organisational development roles, a successful battle with cancer gave Ros the nudge to take her passion for transforming leaders and improving how individuals and organisations cope with change in a new direction. Leaving her senior corporate role in 2012, Ros established her consulting business, Shaping Change, to achieve her goals. Ros is a solution and results-oriented facilitator, with expertise spanning strategic planning, leadership development, organisational culture, change management, emotional intelligence and employee engagement.She is also a talented and multi-award-winning executive and leadership coach, with coaching clients at executive and senior levels in Government agencies, private enterprise, and the community sector. In 2016, Ros felt compelled to look deeply at the differences in the leadership styles of men and women. The result was the Women's Leadership Archetypes model, now being used worldwide by women to discover how they can better leverage their natural strengths to lead with purpose, authenticity, and integrity. In 2022 Ros was recognised with a World of Difference Award by the International Alliance for Women (TIAW) for this work. Ros now licences other women coaches, facilitators, mentors, and trainers to use the WLA in their work, creating a ripple effect across the globe. Ros is a blogger and the author of The Resilient Employee. In addition, she contributes regular articles to Leaders in Heels, The Huffington Post, and People Development magazine. SocialsWebsite (consulting business): https://www.shapingchange.com.au/Website (Women's Leader Archetypes): https://www.womensleaderarchetypes.com.au/LinkedIn: Rosalind Cardinal Enjoy the visual here on Youtube

A 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 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://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

CLOs 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/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://twitter.com/davidinlearning LinkedIn: https://www.linkedin.com/in/davidjameslinkedin L&D Collective: https://360learning.com/the-l-and-d-collective Blog: https://360learning.com/blog L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home

Don't believe women lead differently than men? Think again...Today I have Ros on the show and she has spent years researching the different ways women lead and how to nurture those ways to make better leadership teams, but more than that increase your profits!We're going deep on how the Industrial Revolution changed the way we work... and not for the better (for men or women!)So how do we get back to feminine and masculine energy leading in harmony, for the greater good of the business? (OR businesses you work with!)Ready to know what Archetype you are?Find out hereYou get 50% off for being a Marketing Espresso listener! How good!When she was growing up, Ros wanted to be a vet or a scientist, but her fascination with human behaviour and neuroscience led her to a career in organisational development, specialising in improving business outcomes by developing individuals, teams, and organisations.After more than 20 years in corporate human resources and organisational development roles, a successful battle with cancer gave Ros the nudge to take her passion for transforming leaders and improving how individuals and organisations cope with change in a new direction. Leaving her senior corporate role in 2012, Ros established her consulting business, Shaping Change, to achieve her goals. Ros is a solution and results-oriented facilitator, with expertise spanning strategic planning, leadership development, organisational culture, change management, emotional intelligence and employee engagement.She is also a talented and multi-award-winning executive and leadership coach, with coaching clients at executive and senior levels in Government agencies, private enterprise, and the community sector. In 2016, Ros felt compelled to look deeply at the differences in the leadership styles of men and women. The result was the Women's Leadership Archetypes model, now being used worldwide by women to discover how they can better leverage their natural strengths to lead with purpose, authenticity, and integrity. In 2022 Ros was recognised with a World of Difference Award by the International Alliance for Women (TIAW) for this work. Ros now licences other women coaches, facilitators, mentors, and trainers to use the WLA in their work, creating a ripple effect across the globe. Ros is a blogger and the author of The Resilient Employee. In addition, she contributes regular articles to Leaders in Heels, The Huffington Post, and People Development magazine. Connect with Ros: https://www.shapDOWNLOAD MY CONTENT PLANNER - https://becchappell.com.au/content-planner/Instagram @bec_chappellLinkedIn – Bec Chappell If you're ready to work together, I'm ready to work with you and your team.How to work with me:1. Marketing foundations and strategy consultation 2. Marketing Coaching/ Whispering for you a marketing leader or your team who you want to develop into marketing leaders3. Book me as a speaker or advisor for your organisation4. Get me on your podcastThis podcast has been produced and edited by Snappystreet Creative

L&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, delivering AI-powered training solutions. A former strategy consultant at BCG, he now drives growth and innovation in L&D, contributing to forums like CLO Lift. 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://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/  

In this episode, we're excited to welcome Corina du Toit, a seasoned professional with an impressive background in the wine industry. With an MSc in Wine Biotechnology from Stellenbosch University, a Diploma Wine Course from the Cape Wine Academy, and a Level 3 Qualification in Wine from the Wine and Spirits Education Trust (WSET, UK), Corina brings a wealth of knowledge to the conversation. Her career journey has taken her through various roles, from research to winemaking and marketing, with valuable international experience in Europe and the USA. Currently, she leads the Sustainable Development Impact Hub at Stellenbosch University, where she focuses on capacity building at the postgraduate level. Corina's passion for the South African wine industry is clear through her contributions to the People Development aspect of secondary wine production. With her extensive expertise and dedication, Corina is making a significant impact on the future of South African wine. DISCLAIMER: The views and opinions expressed in this episode are those of the individuals involved and do not necessarily reflect the official policy or position of SAWIPB. The information provided is for general informational purposes only and should not be considered professional advice.

This week on The Mind Tools L&D Podcast, we're putting the ‘people' back into People Development and the ‘human' back into ‘Human Resources, as we explore Natal Dank's book Agile L&D.   Natal is the co-owner and director of PXO Culture, a consultancy firm on a mission to make HR, culture and change about humans.  And her book, Agile L&D, is a follow-up to Agile HR.   We discuss:  Problems with a ‘traditional' approach to L&D  Tools and methods for prioritizing and organizing workloads  Whether ‘agile' has just become another corporate buzzword  To find out more about Natal, and the book, visit pxoculture.com  During the discussion, Natal referenced the books The Build Trap by Melissa Perri and Embracing Uncertainty by Margaret Heffernan.  For more on Taylorism, see ‘scientific management'.  In ‘What I Learned This Week', Ross Garner discussed Yuval Noah Harari's bleak take on the future of AI and government.  Nahdia discussed digital twins.  Natal discussed Meditations for Mortals.  For more from us, including access to our back catalogue of podcasts, visit mindtools.com/business. There, you'll also find details of our award-winning performance support toolkit, our off-the-shelf e-learning, and our custom work.    Or become a member to support our show! Visit mindtools.com and use the offer code PODCAST15 for 15% off an individual subscription. This offer is for new subscribers only and can't be used with any other offer.   Connect with our speakers     If you'd like to share your thoughts on this episode, connect with us on LinkedIn:  Ross Garner  Nahdia Khan  Natal Dank 

I'm a big fan of blended learning… I like being able to have learners spend some time inside a virtual or in-person classroom, but I also like them to spend time learning independently or in groups outside the classroom. Blended learning is a great approach to people development. In this episode, I'm sharing 5 reasons why.▶️ 5 Reasons Blended Learning is a Good Strategy for Staff Development ▶️ Key Points:00:58 Why blended learning aligns with adult learning needs02:51 5 Reasons why blended learning is effective for staff development08:53 Is blended learning always the right choice?Resources from this episode:Get the Learning for Good Playbook HERE.Join the Nonprofit Learning and Development Collective: https://www.skillmastersmarket.com/nonprofit-learning-and-development-collectiveWas this episode helpful? If you're listening on Apple Podcasts or Spotify, follow and leave a review!

At 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/narratives-and-numbers/ Code for 10% off book: 360 The Hero´s Journey - https://www.amazon.co.uk/Heros-Journey-Joseph-Campbell-Collected/dp/1608681890 ABOUT THE HOST David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

In dieser Episode begrüßt Benjamin Stefanie Wittenbecher, Head of People Development bei RTL Deutschland. Stefanie gibt einen faszinierenden Einblick in ihre Reise von DHL zu RTL und spricht über die Herausforderungen und Entwicklungen im Bereich Learning und Development. Sie teilt ihre Erfahrungen, wie sich Lernmethoden von schweren Ordnern und klassischen Schulungen zu modernen, technologiegestützten und selbstgesteuerten Lernformaten gewandelt haben. Stefanie betont die Bedeutung von Metakompetenzen wie Veränderungsfähigkeit und Resilienz in der heutigen schnelllebigen Arbeitswelt. Zudem diskutiert sie, wie eine starke Lernkultur und Führungskräfte, die Lernen unterstützen, entscheidend für den Erfolg eines Unternehmens sind. Ein Muss für alle, die sich für die Zukunft des Lernens und die strategische Entwicklung von Mitarbeitern interessieren. Mehr zu Stefanie und RTL Deutschland: https://www.linkedin.com/in/stefwittenbecher/ https://www.linkedin.com/company/rtl-deutschland/ https://jobsearch.createyourowncareer.com/RTL/?locale=de_DE¤tPage=1&pageSize=10 hyrd: https://hyrd.ai/ https://www.instagram.com/gethyrd/ https://www.linkedin.com/company/gethyrd/ https://www.facebook.com/gethyrd/ https://twitter.com/gethyrd

What 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.' 'How do we help organizations manage stability, the sense of belonging and psychological safety that we need.' 'Content 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: https://shackleton-consulting.com/ Kenny Temowo Bio Kenny Temowo leads Talent Management and Leadership Development for Netflix UK. He's spent almost two decades in learning and education, working as a consultant with clients such as the BBC, Vodafone, and Rolls-Royce, as well as leading in-house L&D teams. You can follow Kenny via: LinkedIn: https://www.linkedin.com/in/kennytemowo/ ABOUT THE HOST David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

Is people development truly the key to business success and societal impact? Join us as we welcome Catherine Allen, co-founder and Chief Impact Officer of AO People Partners, who passionately argues that it is. Catherine sheds light on the transformative power of intentional people development while advocating for a paradigm shift where developing interpersonal skills, such as emotional intelligence, becomes a strategic priority, especially during challenging times. We break down the essential soft skills into core mind skills and people skills. Catherine shares her insights on cognitive-based abilities like executive function, adaptability, and creativity, as well as emotional intelligence-derived skills such as empathy and active listening. Emphasizing the gap between knowledge and practice, Catherine underscores the significance of daily practice and supportive environments for skill development. Learn how these skills are best cultivated through consistent interactions and behaviors within organizations. Our discussion culminates in the creation of a growth-minded, development-centric culture. Catherine illustrates the vital role leaders play in modeling continuous learning and authenticity. She shares real-life examples, including a software company leader who turned project failure into a profound learning opportunity. Discover how fostering a growth mindset, embedding learning rituals, and normalizing a shared language around development can elevate both individual performance and organizational success. Dive into the practical steps leaders can take to embed development into the core of business strategy, ultimately contributing to a thriving workplace and society. What You'll Learn: • The importance of rethinking why and how organizations develop their employees. • Distinguishing between core mind skills and people skills. • The gap between knowing and doing. • How to create supportive environments to integrate these skills into everyday interactions. • Compelling real-life examples of putting these skills into practice.  • Practical steps to foster a culture of development and continuous learning. Podcast Timestamps: (00:00) - Reimagining People Development in Business (12:15) - Developing Core Soft Skills in Business (19:22) - Fostering a Growth Mindset in Organizations (26:46) – A Model for Leadership Development (42:59) - Creating a Development-Centric Culture More of Catherine: Catherine Allen is the co-founder and Chief Impact Officer of AO People Partners, a leadership development and culture transformation firm dedicated to inspiring and supporting the conscious practice of people development and culture. She specializes in helping executive leaders and teams own, model, and drive the integration of business and people development within their organizations. With a 30-year track record in leadership and consulting, Catherine assists executive leaders in designing strategies, navigating the complex human realities of organizational life. She holds an MS in Conflict Analysis and Resolution from George Mason University. Catherine is also the co-author of "Conscious, Capable, and Ready to Contribute: How Employee Development Can Become the Highest Form of Social Contribution." LinkedIn: https://www.linkedin.com/in/catherineallenao/ Mentions: Conscious, Capable, and Ready to Contribute: How Employee Development Can Become the Highest Form of Social Contribution by Ed Offterdinger and Catherine Allen  Key Topics Discussed: Positive Leadership, Employee Development, Societal Impact, Intentional People Development, Interpersonal Skills, Emotional Intelligence, Navigating Challenging Times, Developing Soft Skills, Growth Mindset, Creativity, Empathy, Active Listening, Organizational Change, Self-awareness, Authenticity, Continuous Learning, Development-Centric Culture More of Do Good to Lead Well: Website: https://craigdowden.com/ LinkedIn: https://www.linkedin.com/in/craigdowden/

L&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.' 'Be 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/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://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

Good 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 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://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

The 5 Levels of Leadership   Watch video version here!   In this episode of Thursday Thoughts, Chris Honeycutt discusses the path of leadership, emphasizing the importance of personal growth and commitment. Drawing from John Maxwell's five levels of leadership, Chris explains how leaders progress from positional leadership to the pinnacle, which involves developing other leaders who can, in turn, develop additional leaders. He provides practical advice and illustrative examples, including the story of Walt Disney, to highlight the crucial aspects of each leadership level and the value of investing in others to create a legacy of positive influence.   00:00 Introduction to Thursday Thoughts 00:03 The Path of Leadership 00:36 The Cost of Growth 00:54 Guidance and Wisdom 01:43 The Five Levels of Leadership 02:02 Level 1: Positional Leadership 03:44 Level 2: Permission-Based Leadership 05:14 Level 3: Production-Based Leadership 06:37 Level 4: People Development 09:02 Level 5: Pinnacle Leadership 11:38 Legacy of Leadership 13:01 Conclusion and Encouragement 14:29 Final Thoughts   Learn more about Chris at: www.chrishoneycutt.com Or his coaching group

Learning 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: https://www.koganpage.com/hr-learning-development/organizational-learning-communities-9781398615496 ABOUT THE HOST David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

A 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 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://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

Episode 77 - Leadership Reflections - Stories of Deep Listening, Transformation and Leadership with Susy Roberts, 'The Queen Bee' of Coaching and People Development. Disclaimer: Please note that all information and content on the UK Health Radio Network, all its radio broadcasts and podcasts are provided by the authors, producers, presenters and companies themselves and is only intended as additional information to your general knowledge. As a service to our listeners/readers our programs/content are for general information and entertainment only.  The UK Health Radio Network does not recommend, endorse, or object to the views, products or topics expressed or discussed by show hosts or their guests, authors and interviewees.  We suggest you always consult with your own professional – personal, medical, financial or legal advisor. So please do not delay or disregard any professional – personal, medical, financial or legal advice received due to something you have heard or read on the UK Health Radio Network.

All 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: https://www.linkedin.com/in/christopherlind/ Future Focused: https://christopherlind.substack.com/ ABOUT THE HOST David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

With 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://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

Friend Check: A People Development Consultant-Foodie Podcaster: Abby Elfman (Episode 225) Recorded August of 2023. Abby Elfman is a podcaster, an Atascocita Eagle, a UT San Antonio Roadrunner, a voice actor, an improviser and a People Development Consultant! Listen as we get to know Abby Elfman who became Joe's friend when they worked together on a sketch show in Charlotte back in 2019. We talk about deviant lifestyles, Abby's foodie podcast, Amused Bouche, how Abby hosting a Somebody Feed Phil live show, Abby's journey from a small town in Texas to Charlotte and more. We also mention the tragic story of Zach Jones, who Abby knew in high school who tragically passed away from contracting rabies from a bat while he was sleeping in his own bed. Please visit https://zachjonesmemorial.com/ and see how you can help with awareness and remembrance if you feel so inclined. Friend Check is a subseries of American Timelines, where a middle aged man scours his Facebook friend list to reconnect with each person and ask….Are we ACTUALLY friends? Why are we Facebook friends? Who actually ARE you? What stories do you have? Should we STAY Facebook Friends?

When pressed to run a Learning & Development team that reliably, efficiently, and predictably impacts performance, time and time again professionals turn to Agile. As an approach, it has long been employed in HR and L&D teams but like most trends, when the hype dies down many move their attention to elsewhere. However, why move on from something that works? In this episode, Natal Dank returns to the podcast to bring us up to date with how Agile is continuing to make impact to L&D teams. KEY TAKEAWAYS Building business agility is about creating a toolkit tailored to how the business operates. Increasingly businesses are building the customer experience around the product. You often need to move and make decisions without knowing everything. Things move too quickly for this not to be the case, which is why Agility is so important. Mapping the skills is the key to being able to move fast and be adaptable. See the whole employee experience as the L&D product and keep that understanding up to date. Human-centred design sprints help you to identify which problems to solve first. Understand how you sit in the business stream. To get started with Agile use it to solve a single problem. Natal explains how in the podcast. Establish some core principles from you hypotheses and start to design around that. BEST MOMENTS 'You´ve got to deliver now, and not tomorrow.' 'You can´t solve complex problems in silos.' 'Agile is about being laser focused.'   Natal Dank Bio Following over a decade working in senior HR, Talent and Organisational Development roles, Natal is now a leading figure in Agile HR and People Experience. Natal heads-up learning, coaching, and community at PXO Culture and is seen as a pioneer in the Agile HR movement. In 2016 Natal hosted the first Agile HR Meetup in London with the aim of building a community of like-minded disrupters, which has since grown into a regular event held across the world from Sydney to Paris and online. A year later she co-founded the Agile HR Community and has recently published the book, Agile HR. Now, through PXO Culture, Natal is focused on defining modern HR for the 21st Century.  You can follow and connect with Natal via: LinkedIn: https://www.linkedin.com/in/nataldank/ X/Twitter: https://twitter.com/NatalDank Events & Meetups: https://www.pxoculture.com/events Agile L&D Book: https://www.koganpage.com/hr-learning-development/agile-l-d-9781398613256 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://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

Keith Glover of AHSG is back for another episode and he has the details of how their organization has implemented the GiANT tools and integrated the content into their organization. After three years of using GiANT, they now have trained everyone with a leadership role within their organization using Altitude Training or Toolkit sessions. They've done this with a mix of live-training and virtual training. Keith mentions that because AHSG knows their people learn in different ways, they have introduced the GiANT leadership training through as many avenues as they can to make sure they meet the needs of the various styles of learning. They've purchased GiANT books like 100X Leader Book,The Peace Index and The Communication Code for their employees. They also facilitate workshops, Core Groups, and one-on-one coaching. They access the GiANT operating system for assessment and on-going learning through the courses, and have even brought in GiANT Founder, Jeremie Kubicek to kick of initiatives each year with keynote presentations. They don't just give the information to their people in hopes that they will adopt it into their culture. They actually live out the tools from the top and integrate it into their every day language, making it a lifestyle there at AHSG.If you'd like to introduce your people to the concepts of GiANT through our various books, you can get copies at Amazon. (If you're looking to buy in bulk of 25+ copies, reach out to Tracy at the email below and she is happy to help you get a bulk discount).If your organization is looking for a powerful, transformational keynote speaker, then please reach out to tracy.rader@giantworldwide.com. She can check Steve Cockram or Jeremie Kubicek's calendar to find a date where one of them can come deliver a powerful message to your people.  Check out Jeremie's website here. Check out Steve's website here.We certify people within their organizations in the GiANT content so they can share it with the rest of their people. We call these people "Catalysts". If you're interested in becoming a GiANT Catalyst, check out this website: https://podcast.giantos.com/store/catalyst 

With so much talk, and perhaps hype, around skills-based learning, how do we tune into the signal and tune out the noise? One way to do this is to talk with the leaders who have incorporated skills-based learning in more than one organisation and are making it work for them, their workforce, and organisation. In this episode Brandon Caldwell explains how he's done just this - the hard way and the AI-powered much faster way - and how you can too.   KEY TAKEAWAYS Skills-based learning is a language that everybody can understand. AI is accelerating the rollout of skills-based learning at a staggering pace. Using AI a task that would take 4 to 5 years has been done in 18 months. Skills-based learning largely solves the issues caused by today´s tight labour market. Business leaders already understand that skills-based learning works. They desperately want you to provide it. Because the skills are the nuts and bolts that help enable people to do the tasks, this is wholeheartedly performance oriented. Introducing skills-based learning is costly, so starting in the right place matters. Brandon explains how to do that. Skills are truly transferable. If someone in marketing wants to become an HR manager, they can do that and do it quickly. A marketer knows how to promote the job to attract the best new personnel. Anticipate roadblocks and adapt.  Embrace the technology. It now works and will transform your ability to deliver. BEST MOMENTS 'With skills-based learning, you are using a language that everybody can understand.' 'Skills are the nuts and bolts that help enable people to do the tasks.' 'The ability to do what used to take years and do it now in a matter of months is significant, and you can't ignore that.'   Brandon Caldwell Bio Brandon is Director of People & Culture at 365 Retail Markets, the global leader in unattended and self-checkout retail technology. With more than 20 years of experience in HR and L&D leadership, Brandon is a highly credible and impact-driven leader in our field. Useful links SkillsGPT: https://chat.openai.com/g/g-bE1ZPceUl-skills-gpt 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://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

What if you could design and implement a comprehensive program for developing leaders? That's the opportunity Brian Wallace had when he joined Wintrust Financial Corporation as Chief Learning Officer. He describes the company's commitment to the development of every person and the investment it's made in a physical structure to support those training programs. Brian describes his journey as a leader and what he learned from those he reported to. His experience as an internal executive coach for 200 leaders at a regional bank shaped his thinking about the content to include in leadership development programs. He also shares adjustments he made in his first 90 days at Wintrust compared to the actions he took in other companies where he was hired to transform learning and development. You'll get valuable take-aways from every aspect of this conversation! As a senior executive in the financial services industry for more than 18 years, Brian's responsibilities have included executive coaching, leadership development, sales training, and sales enablement. At HSBC Brian was awarded the coveted President Award, given annually to only one individual per business that demonstrated the true character of the company and its core values. You'll discover: The people who've influenced Brian in his own leadership journey Common challenges that leaders face, from Brian's experience being an internal executive coach3 key leadership traits that drive engagement and job satisfactionWhat it looks like for a company to commit to the development of peopleWhy the first 90 days are critical to a new employeeCheck out all the episodesLeave a review on Apple PodcastsConnect with Meredith on LinkedInFollow Meredith on TwitterDownload the free ebook Listen Like a Pro

Skills-based learning is the response to the skills gaps and skills shortages being experienced across organisations, industries, and even entire economies. But how do we ensure that we achieve this, and that skills-based learning isn't just another fad that departs as swiftly as it emerged without achieving what it's intended to? In this episode, James Griffin talks about how L&D can step up, upskill, and deliver on the much-heralded promise of skills-based learning. KEY TAKEAWAYS L&D as a function needs to be brave and make the change. Skills-based learning is the opportunity to lead the way and make a difference. The use of skills data leads to L&D being far more effective. You can only measure business impact when you fully understand the problem you are addressing. Getting yourself organized around skills is more dynamic.  Assess people for the work they are doing. Being able to build fast and edit regularly keeps the training relevant. Skills need to be identified and described using natural, easily understood language. Proficiency levels need to be measurable. AI can play a role in this task. AI will help us to bridge the gaps. However, each solution needs to be rigorously evaluated. Not all businesses are equipped to go down the skills-based learning route. James explains how to get them ready. People are an asset; we need to measure their performance and learning and development ROI. BEST MOMENTS 'The ability for them to be more efficient in the work that they do is now real.' 'Go to the people that do advocate for skills…. go where there is the appetite.' 'Skills are not the end game….increase performance and productivity are.'   James Griffin Bio James is customer-focused executive, with in-depth consulting experience in enterprise SaaS innovations across the Skills & Talent spectrum. Over the last 5+ years, James has spent a huge amount of time consulting with the largest enterprises on the planet on how to reimagine their talent transformation strategies and how to get started with skills. You can follow and contact James via: LinkedIn: https://www.linkedin.com/in/jamesthegriff/ Website: https://skillcollective.co.uk/ SkillsGPT: https://chat.openai.com/g/g-bE1ZPceUl-skillsgpt 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://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

How can you grow confidence and encourage top performance in your company's people? Can constructive conversations bring about true authenticity in your workforce? Tom Bromwich didn't start off in the gaming industry, but now as the Head of People Development at Kwalee, he brings his own leadership journey to his role.  On this episode of Raising the Bar on Leadership, Tom and Aaron explore how to pick up the good tactics of mentors, while developing your own leadership style. Tom explains how personal and company values are crucial to team harmony as well as how to honor the experience of more senior leaders as newer leaders are being developed. 

There's often a huge difference between the rhetoric around L&D leadership and the reality. It's not all about creating a Learning Culture and sailing a course to L&D nirvana. The reality is it's a lot messier with a lot of hustle, winning some days and losing many more. In this episode, presented by 360Learning, Simon Gibson lifts the lid on his reality and how L&D leadership today is evolving and changing within these turbulent times. KEY TAKEAWAYS Hiring people from diverse backgrounds and disciplines results in a more innovative and resilient team. L&D is evolving fast, so there are some big skill gaps, e.g. data analysis.  Those professionals who can prove the positive impact they have had on the business are the most likely to get hired. Get under the skin of what the managers you work for really need. Getting managers together to discuss what challenges they face and how they overcome them is incredibly instructive for them and you. Discovery sessions are powerful. Being clear about what you are trying to fix and staying focused on that is essential. Analysis is essential, without it you cannot prove that you are actually closing the skills gap. Consumption does not equal competence. If that knowledge is not retained and applied on the job, the training is useless. BEST MOMENTS 'Theory is one thing, but show me how, show me when and what that meant. Build that body of evidence.' 'They're bound by restricted and empowered by the culture.' 'Go build that commercial muscle, go find out how things work, go find out how things are made.' 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/ Simon Gibson Bio Simon is Group Head of Learning & Development at Marks & Spencer and an experienced executive-level People Leader/Chief Learning Officer. He has a passion to deliver meaningful commercial change and transformation via learning, organisational development, and talent initiatives. You can follow and connect with Simon via: LinkedIn: https://www.linkedin.com/in/simongibsonlearning/ X / Twitter: @simon1gibson ABOUT THE HOST David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  L&D Collective: https://360learning.com/the-l-and-d-collective/ Blog: https://360learning.com/blog/ L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

This week, we invite our very own Chris Hare, N2K's Project Management Specialist Content Developer, to join and discuss her career. Growing up, Chris shares that she wanted to be a veterinarian, which slowly turned into her becoming a writer for the first part of her career. She shares that she started off writing marketing copy for the technology and E-commerce space, writing for everyone from NASA to adopting the written voice of the comedian, Wayne Brady. She shares that she was able to come up into her career after finding three people that were willing to help her when she needed it. She says "I became what I like to think of as a Pied Piper of seeking out three types of people. First, someone who needed help. Second, a person who served as a mechanism for my self improvement through my jealousy of them. And third, a person who gave me the nudge to continuously improve." We thank Chris for sharing her story with us.