The Assembly

When assessing workforce AI readiness, tracking software adoption rates and surveying employee sentiment will only tell you half the story. To truly understand organisational risk and opportunity, businesses must measure the gap between how well employees think they understand AI and what they can actually demonstrate.

This week, Brigid McCormack sits down with our very own Co-Founder, Adam Lacey, and Head of Product and AI, James Wann, to unpack the startling findings from the AI Confidence Test 2026. Before building the AI Confidence Method here at Assemble You, Adam and James worked together at Filtered, pioneering machine learning in EdTech long before generative AI was part of the everyday conversation. Now, they have surveyed 1,000 full-time employees to uncover exactly how AI is being used, and misunderstood, in the modern workplace.

Adam and James break down the massive discrepancies revealed in our new Alignment Index report, noting an average 22-point gap between perceived and demonstrated AI capability. They reveal why daily power users barely outscored people who had never used AI before, why the IT sector displayed the largest capability gap (81% confidence versus 42% demonstrated capability), and why 1 in 4 employees admitted to pasting confidential company information into public AI tools.

They also explore why younger generations (Gen Z and Millennials) are twice as likely to take data security risks compared to Gen X, why simply knowing a rule isn't enough to change employee behaviour, and why L&D teams must pivot from measuring software engagement to actively testing foundational AI capability.

What you'll learn in this episode

• Why daily AI usage is a flawed metric for capability: daily users scored 46% on tests, while non-users scored 44%
• The dangerous gap in technical understanding: why only 19.7% of users can accurately explain how ChatGPT generates answers (next token prediction) despite 72% claiming they could
• How industry and age impact risk: why IT professionals and younger generations are significantly more likely to paste confidential data into public AI tools
• Why traditional compliance training fails to stop risky AI behaviour without explaining the "why" behind the technology
• Three actionable steps for L&D: testing true capability, auditing confident teams first, and building on positive workforce sentiment
• Details on Assemble You’s offer to run the Alignment Index for 50 employees at your organisation for free

Resources mentioned in this episode

• Read the AI Confidence Test 2026 report: https://www.assembleyou.com
• You can also find it on the Assemble You homepage at assembleyou.com
• Put 50 of your people through the Alignment Index for free: https://www.assembleyou.com/alignment-index-free-test
• Try a free demo of our AI capability training: https://www.assembleyou.com/book-an-ai-confidence-call

The Assembly Debrief 

A short, practical email unpacking the best ideas from each episode, designed for modern learning leaders who want insight without the noise. https://eu1.hubs.ly/H0xWSjW0

Come and connect with us! 

We're always keen to hear what's resonating or what you're seeing in your world.

Adam Lacey - https://www.linkedin.com/in/adamlacey/

Brigid McCormack - https://www.linkedin.com/in/brigidmccormack/

James Wann - https://www.linkedin.com/in/james-wann/

More from The Assembly & Assemble You 

Learning that feels more like great content than training. Explore podcast-style lessons, video shorts, and series designed for real work, plus the AI Confidence Method, a workforce AI change programme that measures what your people really think about AI and then changes it. https://eu1.hubs.ly/H0xWSkk0

Privacy & Data 

This podcast is hosted by Transistor. For more information on how your data is handled, please visit: https://www.transistor.fm/privacy/

When Steven Jacobs led enterprise teams of up to 600 people across global banking institutions like HSBC, ABSA Private Banking, and Standard Chartered, he recognised that core leadership principles hold true everywhere, whether managing call centres in South Africa, scaling sales teams in West Africa, or leading digital change in the UK. However, executing those principles successfully requires deep cultural intelligence, adaptable communication, and a clear distinction between task management and human leadership.

Brigid McCormack sits down with Steven Jacobs, author of The New Manager: How to Become a Leader in 52 Simple Steps, to explore what it really takes to transition from managing tasks to inspiring people.

Steven breaks down the critical role of middle management in protecting and driving the "hidden 70%", the frontline workforce that keeps organisations running every day. Drawing on his experience across diverse global markets and sharing a vivid metaphor from the African wild, Steven explains why removing senior, experienced leadership creates organisational imbalances, how cultural nuances dictate how leadership messages land, and why internal skill-sharing and relationship-building must replace rigid surveys and vendor courses in modern L&D.

What you'll learn in this episode
The crucial difference between managing tasks and leading people, and why balancing both is essential to prevent team burnout
How to navigate cultural nuances and adapt communication styles when leading global or cross-border teams
Why the "hidden 70%" of an organisation is its most vital asset, and how middle managers act as the frontline anchor for employee retention
The "elephant herd" ecosystem lesson: why removing experienced, seasoned leaders destabilises team culture and increases conflict
How L&D teams can move away from one-size-fits-all training courses to audit, map, and synergise internal leadership strengths
Practical ways to evaluate leadership balance, manage proximity bias, and foster authentic cross-generational mentorship

🔗 Connect with Steven via LinkedIn - https://www.linkedin.com/in/steven-jacobs/

📮 The Assembly Debrief
A short, practical email unpacking the best ideas from each episode, designed for modern learning leaders who want insight without the noise. https://eu1.hubs.ly/H0xWSjW0

👋 Come and connect with us
We're always keen to hear what's resonating or what you're seeing in your world.
Adam Lacey - https://www.linkedin.com/in/adamlacey/
Brigid McCormack - https://www.linkedin.com/in/brigidmccormack/

More from The Assembly & Assemble You
Learning that feels more like great content than training. Explore podcast-style lessons, video shorts, and series designed for real work, plus the AI Confidence Method, a workforce AI change programme that measures what your people really think about AI and then changes it. https://eu1.hubs.ly/H0xWSkk0

Privacy & Data
This podcast is hosted by Transistor. For more information on how your data is handled, please visit: https://www.transistor.fm/privacy/

Lavinia Mehedintu didn't set out to work in Learning & Development. Moving from commercial marketing into HR and later L&D, she quickly realised that the industry was trapped in a cycle of order-taking, rushing to produce courses without uncovering the true root of performance issues. Her drive to find answers led to a series of LinkedIn posts that grew into Offbeat, a global L&D community, newsletter, and unconference series.

Adam Lacey sits down with Lavinia Mehedintu, co-founder of Offbeat and author of L&D Rewired: How Learning and Development Professionals Are Breaking Their Own Rules to Stay Relevant, to explore how practitioners can stop acting like course factories and start driving true organisational change.

Drawing on six years of candid conversations with L&D leaders at brands like SumUp, Adidas, Talabat, and KPMG, Lavinia breaks down the core thesis of her book. She details the five essential shifts L&D must make, from systemic thinking to behavioural science, and addresses the quiet identity crisis brewing across the profession as AI automates routine content creation.
Together, they discuss the art of using delivery as a cover for root-cause discovery, how to push back against stakeholder requests with curiosity and courage, and why the ultimate future-proofing strategy for L&D lies in borrowing skills from adjacent fields like marketing and product design.

What you'll learn in this episode
Why jumping straight to content creation without diagnosing the core issue triggers a failure cascade across L&D teams
The 5 shifts to future-proof L&D: Systemic Thinking, Experience Design, Behavioural Science, Facilitation, and AI Adoption
How to bridge the "intention-to-action gap" using courage to challenge historical stakeholder habits
Why resolving L&D's AI identity crisis requires shifting focus from solution-building to problem-solving
Strategic AI usage: moving past search-style queries toward multi-source data analysis and pattern detection
Essential advice for career growth: embedding in active communities, taking business secondments, and studying adjacent disciplines

🔗 Connect with Lavinia via LinkedIn - https://www.linkedin.com/in/laviniamehedintu/
🌐 Explore Offbeat - https://offbeat.works/
📚 Pre-order or join the waitlist for L&D Rewired: How learning & development professionals are breaking their own rules to stay relevant (releasing October 27th) - https://offbeat.works/book-waitlist
Amazon - https://www.amazon.com/Rewired-learning-development-professionals-breaking/dp/B0HP66HN6F/ref=tmm_hrd_swatch_0?_encoding=UTF8&dib_tag=se&dib=eyJ2IjoiMSJ9.YA7cu2T-ri_OlmdK4r2xiS3sNyC6RGvCmz-r3EqhwMPGjHj071QN20LucGBJIEps.mH83OuVo9dd_pJiPJKxEA-jKdDQGXhvItF4UTWiKkJE&qid=1793155199&sr=8-1

📮 The Assembly Debrief

A short, practical email unpacking the best ideas from each episode, designed for modern learning leaders who want insight without the noise. https://eu1.hubs.ly/H0xWSjW0

👋 Come and connect with us

We're always keen to hear what's resonating or what you're seeing in your world.
Adam Lacey - https://www.linkedin.com/in/adamlacey/
Brigid McCormack - https://www.linkedin.com/in/brigidmccormack/

More from The Assembly & Assemble You 

Learning that feels more like great content than training. Explore podcast-style lessons, video shorts, and series designed for real work, plus the AI Confidence Method, a workforce AI change programme that measures what your people really think about AI and then changes it. https://eu1.hubs.ly/H0xWSkk0

Privacy & Data 
This podcast is hosted by Transistor. For more information on how your data is handled, please visit: https://www.transistor.fm/privacy/

When Paul Headland moved from client services into Learning & Development at PPLPRS (the joint venture collecting music licensing fees for creators), he recognised that effective training required far more than static e-learning modules or script reading. Navigating sensitive, legally required customer conversations meant empowering new joiners to lead with authenticity, personal confidence, and human connection.

Brigid McCormack talks with Paul Headland, L&D Specialist at PPLPRS, about how to design immersive onboarding programs that build trust, eliminate hierarchy, and prepare employees for challenging customer interactions.

Paul shares his journey from banking and front-line customer service into L&D, detailing how PPLPRS infuses music, lightheartedness, and communal learning into every step of induction. From crafting custom festival lineups as day-one icebreakers to taking a "names, not job titles" approach that connects new joiners directly with executive leadership, he breaks down how to create a safe space for people to practice, make mistakes, and build confidence.

They also discuss how to handle difficult customer calls using psychological coping methods, why businesses should focus on internal talent mobility and long-term career planning from week one, and practical facilitation strategies for modern L&D teams.

What you'll learn in this episode

• How to use creative, domain-specific icebreakers (like planning a music festival) to unlock core values and engagement on day one
• Why adopting a "names, not job titles" culture removes hierarchy, builds psychological safety, and improves leadership engagement during onboarding
• How to prepare front-line teams for difficult, legal-adjacent conversations without relying on rigid scripts that destroy human rapport
• Practical psychological techniques to help delegates stay calm, disassociate during high-friction interactions, and lead with empathy
• How internal mobility and clear progression pathways turn front-line knowledge into long-term leadership talent
• Key facilitation takeaways for L&D professionals: leveraging delegates' existing skills, keeping training engaging, and adapting styles for diverse learners

 🔗Connect with Paul via LinkedIn - https://www.linkedin.com/in/paul-headland-a146431a4/

📮The Assembly Debrief

A short, practical email unpacking the best ideas from each episode, designed for modern learning leaders who want insight without the noise. https://eu1.hubs.ly/H0xWSjW0

👋Come and connect with us

We're always keen to hear what's resonating or what you're seeing in your world.

Adam Lacey - https://www.linkedin.com/in/adamlacey/

Brigid McCormack - https://www.linkedin.com/in/brigidmccormack/

More from The Assembly & Assemble You

Learning that feels more like great content than training. Explore podcast-style lessons, video shorts, and series designed for real work, plus the AI Confidence Method, a workforce AI change programme that measures what your people really think about AI and then changes it. 

https://eu1.hubs.ly/H0xWSkk0

Privacy & Data

This podcast is hosted by Transistor. For more information on how your data is handled, please visit: https://www.transistor.fm/privacy/

How to Create Measurable L&D Impact at Scale with Gavin McQuillan

When Gavin McQuillan took charge of Learning & Development across a major British banking group, he faced the massive challenge of supporting over 60,000 colleagues in a highly complex financial environment. Moving away from a fragmented, federated model, he led a major structural transformation to create a unified, commercially aligned L&D team focused on driving tangible business outcomes.

Adam Lacey sits down with Gavin McQuillan, Head of Learning & Development at a major British bank, to explore how learning functions can eliminate "content chaos" and deliver measurable commercial value.

Gavin shares his unexpected transition from a 30-year career in banking operations into L&D, breaking down his strategy built on three foundational pillars: impact, quality, and less. He highlights how curating learning materials, leveraging AI for search and discovery, and focusing on high-value human interactions allowed his team to reduce friction across the workforce.

They also discuss the design and rollout of an award-winning digital performance management programme that saved business leaders over 250,000 hours, along with essential career advice for L&D professionals looking to build commercial acumen and navigate continuous organisational change.

What you'll learn in this episode

• How to transform a federated L&D model into a cohesive, commercially aligned team serving 60,000 learners
• Why grounding L&D strategy in three core words, Impact, Quality, and Less, slashes content fatigue and improves engagement
• How to curate learning libraries using AI search and discovery tools to eliminate content chaos
• Case study: Designing a digital performance management programme that returned 250,000+ hours to business leaders
• Why understanding business value drives workforce adoption for new AI and change initiatives
• Critical advice for L&D professionals: building commerciality, developing comfort with change, and prioritising leadership capability

Connect with Gavin via LinkedIn - https://www.linkedin.com/in/gavin-mcquillan-fcbi-73703610/

The Assembly Debrief, A short, practical email unpacking the best ideas from each episode, designed for modern learning leaders who want insight without the noise. https://eu1.hubs.ly/H0xWSjW0

Come and connect with us 

We're always keen to hear what's resonating or what you're seeing in your world. 

Adam Lacey - https://www.linkedin.com/in/adamlacey/ 

Brigid McCormack - https://www.linkedin.com/in/brigidmccormack/

More from The Assembly & Assemble You 

Learning that feels more like great content than training. Explore podcast-style lessons, video shorts, and series designed for real work, plus the AI Confidence Method, a workforce AI change programme that measures what your people really think about AI and then changes it. https://eu1.hubs.ly/H0xWSkk0

Privacy & Data 

This podcast is hosted by Transistor. For more information on how your data is handled, please visit: https://www.transistor.fm/privacy/

When Jodie Pritchard joined Barnardo's, she took on the challenge of leading learning for a massive workforce of over 25,000 colleagues and volunteers across the UK. Moving from hospitality management into the third sector, she brought a deep focus on human-centred training, responsible resource management, and aligning everyday learning with overarching organisational values.

Brigid McCormack sits down with Jodie Pritchard, Director of Learning & Development at Barnardo's, to discuss how third-sector L&D teams achieve high-impact outcomes under tight budget constraints.

Jodie shares her personal career path from managing restaurant training sites to leading large-scale learning transformations in major non-profits. Facing a recent surge in applications, including over 500 candidates for just three team roles, she breaks down how Barnardo's designed a candidate-first recruitment process centred entirely on values, inclusion, and human connection without relying on AI shortlisting.

They also explore the rising demand for purpose-aligned work across a multi-generational workforce, how L&D teams can exercise "responsible stewardship" of public funds, and why leaders must actively role-model organisational values long after new hires complete their onboarding.

What you'll learn in this episode

• How the core initiatives of L&D remain consistent across sectors, but why the delivery and creativity differ within non-profits
• Why post-pandemic job seekers and multi-generational teams are seeking greater purpose and values-alignment in their careers
• How to design an intentional, candidate-first recruitment process focused on inclusive practice, behaviours, and social mobility
• Why Barnardo's chose to manually review 500+ applications to maintain human warmth and transparency during hiring
• Practical steps for interview accessibility, such as sharing question themes in advance and pasting questions into virtual meeting chats
• How L&D leaders can empower non-hierarchical teams while acting as responsible stewards of public and donated funds

 🔗Connect with Jodie via LinkedIn - https://www.linkedin.com/in/jodiepritchard1/

 📮The Assembly Debrief

A short, practical email unpacking the best ideas from each episode, designed for modern learning leaders who want insight without the noise. https://eu1.hubs.ly/H0xWSjW0

 👋Come and connect with us
We're always keen to hear what's resonating or what you're seeing in your world.

Adam Lacey - https://www.linkedin.com/in/adamlacey/

Brigid McCormack - https://www.linkedin.com/in/brigidmccormack/

More from The Assembly & Assemble You

Learning that feels more like great content than training. Explore podcast-style lessons, video shorts, and series designed for real work, plus the AI Confidence Method, a workforce AI change programme that measures what your people really think about AI and then changes it. https://eu1.hubs.ly/H0xWSkk0

Privacy & Data

This podcast is hosted by Transistor. For more information on how your data is handled, please visit: https://www.transistor.fm/privacy/

When Gemma Glover joined LearnAmp, it was a 37-person employee experience platform. Following its acquisition by Cezanne HR, she transitioned into Head of L&D within a combined business of over 215 people across multiple global offices. Almost overnight, the tight-knit atmosphere of a small startup dissolved into a complex company filled with new management layers and separate team cultures.

Brigid McCormack talks with Gemma Glover, Head of L&D at Cezanne HR, about what happens to culture and credibility when an L&D leader guides their business through a major acquisition while navigating the uncertainty themselves.

Gemma’s early career in operations and HR started when she tackled company culture issues in cybersecurity, shaping her practical approach to training. When her company was acquired, she asked her L&D network for advice, landed quick wins like updating the LMS platform, and built trust with new leadership by being authentic instead of overly polished.

They also discuss how culture splits into micro-cultures as companies scale, why L&D leaders must be present with their teams on the change curve rather than forcing them through it, and the importance of over-communicating key messages. Gemma also highlights why L&D professionals must prioritise their own development and know their personal toolkit during times of high stress.

What you'll learn in this episode

• How to assess whether leadership views L&D as a cost centre, a compliance exercise, or a performance driver
• Practical first steps during an acquisition, from leveraging peer networks to tackling high-impact platform migrations
• How company culture changes when scaling from 37 to 215 people, and how to adapt when you can no longer know everyone individually
• How casual leadership coffee chats and showing personality in company syncs build cross-functional credibility
• Why employees move through the change curve at different speeds and require compassionate, repeated communication
• Why L&D professionals need to protect their own development and personal toolkit during organisational change

🔗 Connect with Gemma via LinkedIn - https://www.linkedin.com/in/gemmaglover/

📮 The Assembly Debrief

A short, practical email unpacking the best ideas from each episode, designed for modern learning leaders who want insight without the noise. https://eu1.hubs.ly/H0xWSjW0

👋 Come and connect with us

We're always keen to hear what's resonating or what you're seeing in your world.

Adam Lacey - https://www.linkedin.com/in/adamlacey/

Brigid McCormack - https://www.linkedin.com/in/brigidmccormack/

More from The Assembly & Assemble You

Learning that feels more like great content than training. Explore podcast-style lessons, video shorts, and series designed for real work, plus the AI Confidence Method, a workforce AI change programme that measures what your people really think about AI and then changes it. https://eu1.hubs.ly/H0xWSkk0

Privacy & Data

This podcast is hosted by Transistor. For more information on how your data is handled, please visit: https://www.transistor.fm/privacy/

At Merlin Entertainments, local L&D teams handled everything from seasonal onboarding and safety training to leadership development. Urgent work came first, so longer-term priorities were often pushed aside. Merlin responded by creating global specialist teams to give those priorities more focus. But how could those teams stay connected to what each attraction needed?

For L&D leaders supporting multiple sites, countries or business units, this episode offers a practical look at how to divide work between global specialists and local teams.

Adam Lacey talks with Rob Peacock, Director of Leadership and Development at Merlin Entertainments. Rob’s global team supports more than 30,000 colleagues across 130 attractions, including LEGOLAND parks, SEA LIFE, Alton Towers and the London Eye.

Rob explains how Merlin reorganised L&D around learning academies. Instead of organising the work by geography, each academy builds expertise in one priority area. Regional learning partners connect the academies with attractions and leaders across the business, bringing in local and commercial needs.

The new model was introduced in stages, so essential training could continue. Onboarding and safety remained local. That matters in a seasonal business where a single attraction can grow from 200 or 300 employees to 1,500 within two months.

Rob also explains why L&D cannot own learning at this scale. The central team can set the direction and provide content and systems, but local managers must bring the learning into everyday work. Merlin also uses a platform where subject matter experts can create and share their knowledge.

What you’ll learn in this episode:

• How Merlin decides which L&D responsibilities should be global and which need to remain local
• How learning academies and regional partners connect specialist expertise with business needs
• Why managers and subject matter experts must help L&D reach more than 30,000 colleagues
• How storytelling and great conversations can build skills that remain useful throughout a career
• Why performance programmes cannot succeed when pay, incentives, systems and working practices create a low-performance environment

🔗 Connect with Rob via LinkedIn – https://uk.linkedin.com/in/robpeacockuyl

📮 The Assembly Debrief

A short, practical email unpacking the best ideas from each episode, designed for modern learning leaders who want insight without the noise. https://eu1.hubs.ly/H0xWSjW0

👋 Come and connect with us

We’re always keen to hear what’s resonating or what you’re seeing in your world.

Adam Lacey – https://www.linkedin.com/in/adamlacey/

Brigid McCormack – https://www.linkedin.com/in/brigidmccormack/

More from The Assembly & Assemble You

Learning that feels more like great content than training. Explore podcast-style lessons, video shorts, and series designed for real work, plus the AI Confidence Method, a workforce AI change programme that measures what your people really think about AI and then changes it. https://eu1.hubs.ly/H0xWSkk0

Privacy & Data

This podcast is hosted by Transistor. For more information on how your data is handled, please visit: https://www.transistor.fm/privacy/

When Gina joined Flat Iron three years ago, it had nine restaurants and around 540 employees. It now has 23 locations and more than 1,300 people. The informal ways of working that worked for a small company no longer fit. Managers needed clearer processes, more support and the confidence to handle tough conversations early.

Adam Lacey talks with Gina Knight, who leads all things people at Flat Iron, about how her team is helping managers grow without making things more complicated than they need to be.

Gina shares why development should keep going after someone becomes a manager. Her team looks at people data to see how talent moves through the company and spots where people get stuck. Then, they create simple tools to help managers handle these challenges.

One of these tools is a decision tree for performance issues. It guides managers to check things like probation status, working hours, health and other underlying issues before deciding what kind of conversation to have. The tool doesn't give a final answer, but it helps managers think through the problem, make fairer decisions and feel more confident when talking with their team.

Gina also talks about how Flat Iron builds these tools into induction, development programmes and operational reviews. About 70% of employees now say they've had a review with their manager in the last three months, up from 54%. Hardly anyone appeals disciplinary decisions anymore.

They also discuss using AI to find better insights without replacing human judgement, why polished presentations can fall apart when candidates cannot explain the thinking behind them, and how broadening your perspective, creating access and taking action can shape your career.

What you'll learn in this episode

• Why managers need ongoing development, even after they get promoted
• How simple decision trees can help managers have fairer and more confident conversations about performance
• How people data can show where problems come up in hiring, development, promotion and retention
• How Flat Iron makes management tools part of daily work, not just a one-time rollout
• Why AI should support people's judgement rather than do their thinking for them
• How broadening your perspective, creating access and taking action can open up more career opportunities

🔗 Connect with Gina via LinkedIn - https://uk.linkedin.com/in/ginamarieknight

📮 The Assembly Debrief

A short, practical email unpacking the best ideas from each episode, designed for modern learning leaders who want insight without the noise. https://eu1.hubs.ly/H0xWSjW0

👋 Come and connect with us

We're always keen to hear what's resonating or what you're seeing in your world.

Adam Lacey - https://www.linkedin.com/in/adamlacey/

Brigid McCormack - https://www.linkedin.com/in/brigidmccormack/

More from The Assembly & Assemble You

Learning that feels more like great content than training. Explore podcast-style lessons, video shorts, and series designed for real work, plus the AI Confidence Method, a workforce AI change programme that measures what your people really think about AI and then changes it. https://eu1.hubs.ly/H0xWSkk0

Privacy & Data

This podcast is hosted by Transistor. For more information on how your data is handled, please visit: https://www.transistor.fm/privacy/

Most organisations know what their employees have done at work. They know far less about what those same people learn through hobbies, volunteering and life outside the job. Useful skills can stay hidden until someone thinks to ask.

That gap is the subject of Adjacent Learning, a book about recognising the knowledge and skills people gain outside an organisation and bring back into work. Adam Lacey speaks to co-author David Hayden about where that knowledge comes from, why employers miss it and how L&D can make better use of it.

David has worked in learning since 1988, with roles at Royal Mail, in manufacturing and at the CIPD. He is also co-author of the fourth and fifth editions of Learning and Development Practice in the Workplace. Through Talent Delivers, he now supports people who are new to organisation design and organisation development.

For Adjacent Learning, David and Steve George asked around 40 contributors one question: “What do you do outside of work that makes you a better employee in work?” Only one person said they had consciously made that connection before. Their answers covered rock climbing, fishing, parkrun, a book club and a community of women going through menopause.

David argues that the usual workplace systems make this knowledge easy to lose. Recruitment may uncover it, but induction focuses on what the organisation needs the new employee to know. One training coordinator, for example, had built his own website and knew enough about technology to help with a system problem. Nobody had asked him.

His advice is to start with conversation, not a company-wide survey. Add “What have you learned this week?” to an existing meeting or training session. Use a World Café for a larger group. Let people choose what they want to share, especially where trust is low. As David puts it, L&D does not own people’s learning.

David and Steve also include a framework for L&D teams that want to use Adjacent Learning. It starts by defining the development question they need to answer. From there, they can look for relevant knowledge, decide what might help and work out how to use it. The same questions can help an individual think more broadly about their own development.

What you’ll learn:

• What Adjacent Learning means, and why life outside work can change how someone performs at work
• The question David and Steve used to uncover skills that contributors had never linked to development
• How recruitment finds useful experience that a “steamroller induction” can quickly leave behind
• Why David recommends conversations, meetings and World Cafés instead of another mass survey
• How the book’s framework helps L&D teams and individuals think beyond formal workplace learning
• Where organisation development goes beyond L&D, plus four lessons for new practitioners

🔗 Connect with David via LinkedIn - https://uk.linkedin.com/in/david-hayden-8176919

📮 The Assembly Debrief

A short, practical email unpacking the best ideas from each episode, designed for modern learning leaders who want insight without the noise. https://eu1.hubs.ly/H0xWSjW0

👋 Come and connect with us

We're always keen to hear what's resonating or what you're seeing in your world.

Adam Lacey - https://www.linkedin.com/in/adamlacey/

Brigid McCormack - https://www.linkedin.com/in/brigidmccormack/

More from The Assembly & Assemble You

Learning that feels more like great content than training. Explore podcast-style lessons, video shorts, and series designed for real work, plus the AI Confidence Method, a workforce AI change programme that measures what your people really think about AI and then changes it. https://eu1.hubs.ly/H0xWSkk0

Privacy & Data

This podcast is hosted by Transistor. For more information on how your data is handled, please visit: https://www.transistor.fm/privacy/