• Started as a psychology lecturer with a deep interest in learning theory.
• Moved into corporate learning through roles at Siemens, BBC, BP, Deloitte, and PA Consulting.
• Developed groundbreaking approaches such as the Courses to Resources shift and the Affective Context Model.
• Published How People Learn and has since led consulting projects transforming corporate L&D strategies.

• Organizations spend millions on LMS platforms, courses, and training—but employees still rely on Google, peers, and self-discovery.
• Traditional training methods fail because they focus on content delivery rather than real performance outcomes.
• The overload of e-learning courses often creates passive learning experiences that lack engagement or relevance.

• Learning is not about information retention—it is about emotional engagement.
• The Affective Context Model explains that emotion drives memory formation—if there’s no emotional reaction, the content is forgotten.
• Real learning happens through experiences, challenges, and meaningful interactions—not through passive consumption of content.

• Instead of pushing courses, organizations should create resources that employees can access at the point of need.
• Example: A one-page checklist often outperforms a two-week training course because it’s immediately useful.
• Many organizations make the mistake of creating "resources" that are just repackaged courses, which don’t solve real problems.
• Performance support tools (like job aids, chatbots, and interactive guides) are often more effective than formal training programs.

• Traditional instructional design models like ADDIE are outdated and ineffective.
• 5Di (Define, Discover, Design, Develop, Deploy, Iterate) follows a human-centered design approach:
  1. Define business goals and expected behavior changes.
  2. Discover learner needs and real-world challenges.
  3. Design solutions that either build experience or provide performance support.
  4. Develop, Deploy, and Iterate based on feedback and performance impact.
• Companies that follow 5Di can prove ROI instead of just measuring course completion rates.

• L&D teams often struggle to show impact because they focus on the wrong metrics (e.g., course completion rates).
• ROI is not difficult to measure—it’s about tracking the real behavior changes defined at the beginning of the program.
• Examples of measurable learning outcomes:
  • Increase in sales conversions after a sales training program.
  • Reduction in safety incidents after a compliance program.
  • Faster time-to-productivity for new hires in an onboarding program.
• Without a clear business outcome, a training initiative is just content delivery, not learning.

• Most AI applications in learning today are focused on content generation, but that’s not the real problem L&D needs to solve.
• AI should be used for:
  1. Performance support (e.g., AI-powered assistants that provide instant answers).
  2. Simulated learning experiences (e.g., AI-based coaching for negotiation or leadership skills).
• The biggest mistake L&D teams make is dumping content into AI systems instead of designing AI-driven learning experiences.

• L&D should be structured like a high-performance engine, consisting of:
  1. Performance Support Team – Builds resources that employees pull when needed.
  2. Experience Design Team – Creates immersive learning experiences for skills that require practice.
  3. Business Consultants – Engage with leadership to define real business goals.
  4. Impact Measurement Team – Tracks behavioral change and ROI metrics.
• AI and automation should support this structure, not replace human-centered learning.

• L&D must move beyond "training programs" and focus on real-world learning solutions.
• Emotion and relevance are the key drivers of learning—not just information delivery.
• Companies that embrace performance support, experience-driven learning, and measurable outcomes will create real business impact.

How People Learn - https://bit.ly/4hpircj
5Di Learning Design Toolkit - https://bit.ly/4hn2JOS

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