Having introduced Agile into River Island, Nebel is in the process of doing the same at her current organisation, Roche. Not just into the HR team, where she is Director of HR & Communications, but across the entire employee population. Learn from Nebel’s rich experience of succeeding with Agile in HR and L&D - with real examples - and how you can do the same.

KEY TAKEAWAYS

• Working in an agile space is about breaking things down incrementally, delivering at a pace that suits the business, iterating, and creating effective channels of communication so as to better encourage co-creation.
• Checking in with your team is a founding principle of agile working, and one of the practices that encourages accountability, creativity in solutions, and the close-knit bonding of teams, no matter how remote they may be.
• The pace of agile can sometime be daunting for those who have not experienced it. But businesses should always be evolving, and we must never limit progress based upon unfounded preconceptions.
• Initial development is often so focused towards ensuring that someone can perform the breadth and depth of their new responsibilities, but making sure that we engender a feeling of excitement, creativity and comfort, is far more important in the initial phase.
• Agile can be introduced to a cautious environment by introducing small elements at first, and then building upon these slowly. Focus on impactful solutions that will demonstrate effectiveness.

BEST MOMENTS

’There’s an element of discipline in the way you work with agile’

’The biggest impact that I’ve observed is how it brings people together’

‘Find the advocates and build your army’

‘Unless you listen to feedback, how can you ever know what the solution needs to be?’

‘Agile brings a level of curiosity'

VALUABLE RESOURC ES

The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523

Natal Dank: @nataldank

Agil8 Scrum Master Training: https://www.agil8.com/training/certified-scrum-training/certified-scrummaster/

ABOUT THE GUEST

Nebel is an award-winning HR leader with a track record of building Agile HR and L&D teams that deliver real business value. Currently Director of HR & Communications at Roche, Nebel spent more than 4 years at River Island where she led the Talent team before becoming Head of People Experience. Prior to these roles, Nebel was also Head of Learning, People & Performance at Virgin Holidays.

You can follow and connect with Nebel via:

Twitter: @BrightonBelle39

LinkedIn: https://www.linkedin.com/in/nebel-crowhurst-2999648/

ABOUT THE HOST

David James

David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.

As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.

CONTACT METHOD

• Twitter:  https://twitter.com/davidinlearning/
• LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/
• Website: https://www.looop.co/

The consequences of the Coronavirus pandemic have been immediate and far-reaching. L&D teams have had to move quickly to respond to very real, and very urgent needs. But what could this mean for our profession in the mid- to long-term? And to what extent are there opportunities for L&D?

KEY TAKEAWAYS

• COVID’s effects have not just been on a business and economic scale, but also on a personal level. We have had to deal with issues pertaining to business, staff, and ourselves. The strain has been unprecedented.
• There have been challenges, but also obvious benefits to the new way of working. It’s a case of capturing these benefits and ensuring that putting them into practice ensures we do not slip into less efficient ways of working.
• Needs are emerging constantly, and prominently, for many workers, and they need to be swiftly addressed. These challenges need focussed, creative thinking, and rapid delivery.
• There is a real opportunity for L&D professionals now to spend more time in discovery, to become more fluent in thinking in the same ways as data scientists, in order to deliver more targeted solutions.
• It is incumbent upon us to provide inspiration, empowerment, and the agency to think more creatively in terms of identifying developmental needs.

BEST MOMENTS

• ’There’s no competitive advantage to be gained from COVID’
• ‘We’ve been able to move at pace and provide people with what’s needed’
• ‘Leading with digital solutions can meet people where they are’
• ‘Classroom solutions have been thrown at poorly-defined problems for far too long’

VALUABLE RESOURC ES

The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523

Ben Chambers LinkedIn - https://www.linkedin.com/in/benchambers/?originalSubdomain=uk 

Ben Chambers Twitter - https://twitter.com/benchambers99

ABOUT THE GUEST

Ben Chambers leads the Business School at Grant Thornton and is responsible for learning, talent and performance, having held senior positions at GSK and Tesco, amongst others. He is also founder of the Talent and Leadership Club, a collaboration group for talent and leadership professionals that has been going for over ten years now and has around 500 members.

ABOUT THE HOST

David James

David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.

As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.

CONTACT METHOD

• Twitter:  https://twitter.com/davidinlearning/
• LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/
• Website: https://www.looop.co/

Serena Gonsalves-Fersch is conducting extensive research, as part of a doctorate, on the future of our profession. 

In this episode, we explore Serena’s findings so far, how these findings map to Serena’s considerable experience and what the future of Learning & Development could mean for all of us.

KEY TAKEAWAYS

• There are a remarkable number of opinions on what L&D should and could be doing. However, when you’re working in the sector, and beneath the expectations of internal stakeholders, the experience is radically different.
• When you are in a startup or hyper-growth organisation, it requires a completely different approach and way of thinking when it comes to how we can best effect business change.
• Learning is an ever-evolving pursuit, but so too is the methodology of learning itself. We cannot hope to advance our knowledge, if the practices do not evolve with us on a personal level.
• We should never be afraid to experiment when it comes to learning. Even if we fail, we have learned a lesson. 
• Recognising the difference between an individual’s learning requirements and their personal attitudes and approaches, is key to discerning the real needs. By mislabelling a personal issue as a learning issue, essentially offer complicity.

BEST MOMENTS

• ‘It’s easier to start from the bottom up, and look at how we build’
• ‘In a smaller organisation, the critical path seems more obvious’
• ’The human race would not have survived if we were not constantly learning’
• ’There’s no such thing as an L&D emergency'

VALUABLE RESOURC ES

The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523

ABOUT THE GUEST

Serena Gonsalves-Fersch is an experienced L&D leader with 20 years in the profession, having worked at IBM and KPMG, amongst others. With your most recent role as Global Head of Learning at Cloudreach.

You can follow and connect with Serena via:

LinkedIn: https://www.linkedin.com/in/serena-gonsalves-fersch-flpi-a23589/

ABOUT THE HOST

David James

David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.

As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.

CONTACT METHOD

• Twitter:  https://twitter.com/davidinlearning/
• LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/
• Website: https://www.looop.co/

Organisations have moved quicker than they could have ever predicted in light of the current crisis, and L&D teams within these organisations have had to do the same. 

Sarah Allen and her team at AXA UK are an example of how quickly things changed, and how swiftly an L&D team needed to respond in order to meet changing needs. So what did that mean - and what will it mean from here on out?

KEY TAKEAWAYS

• The insurance industry has a responsibility to protect customers during normality, and to support customers when life hits hard. L&D’s role in insurance is to enable teams to be at their best during this time of support.
• Connection to teams, especially those working remotely now, is crucial to determining the needs of managers facing the problem of how to motivate, and get the best out of their teams.
• Working digitally has accelerated the deployment of the four guiding principles: agile mind-set, digital-first, design once-deploy often, and outside thinking.
• The question now is which parts of this new normal should we embrace, develop, and incorporate into our new way of working, and which parts of the pre-COVID world we can, and should, leave behind.

BEST MOMENTS

• ’I’m excited to be in a profession where I can see that we only have an opportunity to add more value’
• ‘We’re doing a lot more listening than talking’
• ‘It makes you wonder what we were so scared of before’
• ’There’s going to be a lot of “new”, moving forward'

VALUABLE RESOURC ES

The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523

ABOUT THE GUEST

Sarah is Head of Learning, Talent & Leadership for AXA UK, having risen through the ranks of the L&D team at AXA Investment Managers.

You can follow and connect with Sarah via:

LinkedIn: https://www.linkedin.com/in/sarahnelsonallen/

ABOUT THE HOST

David James

David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.

As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.

CONTACT METHOD

• Twitter:  https://twitter.com/davidinlearning/
• LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/
• Website: https://www.looop.co/

The current crisis has changed plenty, some will last well beyond lockdown and some will pass. One thing for sure is that organisations will want to make up for missed opportunities, when restrictions are relaxed, and businesses will want to make up for lost revenue. 

We can anticipate an unforgiving period in the short- to mid-term and L&D will be under greater scrutiny to make a significant contribution. To this end, we can expect a hastening of some emerging trends in L&D, such as the pivot from a ‘learning’ focus to affecting performance and productivity more reliably, in order to achieve results. This is explored with 3 experienced L&D leaders: Kevin M. Yates, Gemma Paterson and Alice Collier-Niblett. 

KEY TAKEAWAYS

• The current situation has reversed many long-held expectations around the capabilities and benefits of programme development, and has helped to accelerate plans to overhaul current development strategies.
• To understand the effectiveness of any training, we need to understand our deliverables from the outset, instead of focusing on the format or appeal of the courses themselves.
• No matter what our working environment looks like, there is still the need to measure results and impact. The challenge is in working out how to measure results remotely.
• We can’t hope to know about the driving motivations of our workforce, and the areas in which they wish to improve, unless we are the centre of that world alongside them.
• In order to ensure that we’re advancing in the correct manner, the first ingredient to be considered should be the people themselves. Do we have the right people, and the right mix of people in order to achieve that goal?

BEST MOMENTS

• ‘We had to change, we had to adapt. And as a result, we’ve been able to help a lot more people’
• ‘Perpetual data should be a desirable state’
• ‘We need to now be contextualising what performance means at home’
• ‘Move away from creating a course, and move toward creating impact’    

VALUABLE RESOURC ES

The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523

ABOUT THE GUESTS

Kevin M Yates

Kevin’s expertise is answering the question, “Did training work?”, with facts, evidence, and data. His work is global and multi-industry. He's a sought after subject matter expert and international speaker.




You can follow and connect with Kevin via:

Twitter: @KevinMYates

LinkedIn: https://www.linkedin.com/in/kevinmyates/

Facebook: https://www.facebook.com/kevmyates/

Instagram: https://www.instagram.com/kevmyates/

Website: https://kevinmyates.com/

Gemma Paterson 

Gemma has been leading teams to develop, manage and market digital products in learning, talent, social media and marketing for over 10 years.

As Head of Technology & Innovation for Learning at Aviva, Gemma leads a team to deliver commercial outcomes through innovative approaches to learning, talent and organisational development, with a focus on the digital transformation. Using innovation, technology, storytelling and experience design her ultimate aim is to deliver real business results. 

You can follow and connect with Gemma via:

Twitter: @GemStGem

LinkedIn: https://www.linkedin.com/in/gemmacritchley/

Alice Collier-Niblett

Alice is a thoroughly modern L&D professional with a background of leading with digital solutions and bringing her team and organisation along with her. Previously at ASOS and now with Monzo, Alice is a member of a team that operates in a way that is leading-edge and aspirational for many: Data-driven, performance-focused and agile.

You can follow and connect with Alice via:

LinkedIn: https://www.linkedin.com/in/alice-collier-niblett-849154b8/

ABOUT THE HOST

David James

David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.

As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.

CONTACT METHOD

• Twitter:  https://twitter.com/davidinlearning/
• LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/
• Website: https://www.looop.co/

As the world copes with the Coronavirus pandemic, L&D departments are adapting to lead with digital solutions, to engage a remote workforce and influence their working. In this episode, Alice talks about how she’s been leading with digital solutions, in her current and previous roles, and how she uses data, experimentation and a campaign approach to achieve real results.

KEY TAKEAWAYS

• The new way of remote working is forcing innovation in digital learning through, which is a huge opportunity for L&D professionals to implement long-planned methodologies.
• We need to look at the problems before we attempt to fix them, analyse the data to see if the issue is authentic, evaluate the issues impact on people, and using our skills to ascertain the best way of making a difference.
• Every organisation is different. They are the composites of values, beliefs and core drivers, influenced greatly by the cultures we establish. They are as unique as a fingerprint.
• People will always approach challenges from their own perspectives, and through their own filters. It is the job of L&D to guide and engage people in doing so.
• L&D must always recognise that there are inefficiencies in any organisation, and unless we engage appropriately and at speed, we will only ever make peripheral differences.

BEST MOMENTS

• ‘We have to be a little more thoughtful about what we’re trying to do’
• ‘It’s about developing an experiment that will move the needle’
• ‘You need to refine that part of you, otherwise this organisation is going to eat you up!’
• ’We should be thinking about designing for performance first'   

VALUABLE RESOURC ES

The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523

ABOUT THE GUEST

Alice is a thoroughly modern L&D professional with a background of leading with digital solutions and bringing her team and organisation along with her. Previously at ASOS and now with Monzo, Alice is a member of a team that operates in a way that is leading-edge and aspirational for many: Data-driven, performance-focused and agile.

You can follow and connect with Alice via:

LinkedIn: https://www.linkedin.com/in/alice-collier-niblett-849154b8/

'Supporting People During COVID-19: Working In Sprints' Article: https://www.linkedin.com/pulse/supporting-people-during-covid-19-working-sprints-collier-niblett/?trackingId=dsrrK3dMwZjYtPXHlThPJA%3D%3D

ABOUT THE HOST

David James

David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.

As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.

CONTACT METHOD

• Twitter:  https://twitter.com/davidinlearning/
• LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/
• Website: https://www.looop.co/

It’s a strange and worrying time for us all at the moment and the role of L&D will need to adapt in response. 

But will it be enough to send people to the online content we had before? Well, if it wasn’t before, how can it be the case now?

Many of the changes we were beginning to see in our profession are likely to be required more quickly (data-driven decisions, performance-focused and user-centric digital solutions) as we seek to make a meaningful difference, remotely. 

In this episode of the podcast, we’ve invited an experienced panel, Bob Mosher, Adam Harwood and Barbara Thompson, who will share their insights, alongside their challenges, hopes and fears. But, overall, we’ll be exploring the big opportunity for L&D to step up and achieve more. More than we might have hoped we could with the limitations thrust upon us.

KEY TAKEAWAYS

• Businesses, having poured their energies in to developing new, remote ways of working, are now focussing on the processes and systems needed in order to be able to open their doors when the lockdown is over.
• Adaptive, responsive and iterative services within companies are helping remote workers the most. Many are rising to the challenge and are becoming highly productive.
• Content aggregation is something we will need to be open to, rather than curation. This will involve a whole new understanding of methodologies.
• Be there at the moment of need to influence the moment of apply, because that moment in order to ensure that people are fulfilling their requirements according to organisational expectations.
• Now is the time for e-learning, as well as other approaches, to find their proper place in L&D. It is up to us to regard the landscape and decide where they fit in this brave new world. Disruption allows us to innovate.
• The future of L&D must be people-based. We must start by listening, and subsequently addressing the needs of our teams, instead of pre-supposition and technology-based solutions.

BEST MOMENTS

• ‘I’ve never seen so much dialogue about L&D, what we can do, what we can achieve’
• ‘From now on, we make sure we pull up a chair and join the conversation’
• ’The new normal is being created right now’
• ’Too often we have pivoted on content - and it was always context’
• ‘Disruption makes things new again. What might not have been possible, suddenly is’   

 

VALUABLE RESOURC ES

The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523

Adam Harwood Twitter - https://twitter.com/adamharwood26

Bob Mosher Twitter - https://twitter.com/bmosh

Barbara Thompson Twitter - https://twitter.com/CaribThompson

ABOUT THE HOST

David James

David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.

As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.

CONTACT METHOD

• Twitter:  https://twitter.com/davidinlearning/
• LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/
• Website: https://www.looop.co/

The Learning and Development Podcast Live

 

It’s a strange and worrying time for us all at the moment and the role of L&D will need to adapt in response. 

But will it be enough to send people to the online content we had before? Well, if it wasn’t before, how can it be the case now?

Many of the changes we were beginning to see in our profession are likely to be required more quickly (data-driven decisions, performance-focused and user-centric digital solutions) as we seek to make a meaningful difference, remotely.

In this special upcoming episode of the podcast, we’ve invited an experienced panel, Bob Mosher, Adam Harwood and Barbara Thompson, who will share their insights, alongside their challenges, hopes and fears. But, overall, we’ll be exploring the big opportunity for L&D to step up and achieve more. More than we might have hoped we could with the limitations thrust upon us.

Join us for this live podcast on Apr. 8, 2020 at 3:00 PM BST. 

Register here:  https://register.gotowebinar.com/register/1871022850106365453

ABOUT THE HOST
David James
David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.
As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.
CONTACT METHOD

• Twitter: https://twitter.com/davidinlearning/
• LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/
• Website: https://www.looop.co/

It’s not a case of ‘if’ but ‘when’ L&D fully jumps onboard with Data & Analytics.

This is the view of Trish Uhl, who, in this episode, explores how data has already transformed organisations, industries and consumer expectations and why L&D can no longer wait until the hype has passed. L&D is late to the party but the good news is it’s not too late. 

KEY TAKEAWAYS

• What few people in L&D really understand about how data can help their business practice is:
  • It’s not just about having numerate skills
  • It’s about quality, not just quantity
  • Data should be formative, not just used in retrospect
• We need to have the right perspective in order to understand the urgency moving forward. Data and analytics have existed in L&D for decades. The period we’re in now is not the “early adopter” phase, but the mainstream.
• In businesses and organisations today, we’re in the largest IT migration in the history of humankind. We’re moving from information processing to cognitive computing. Data is not just for archives anymore, but also for dynamic use that allows us to anticipate.
• In much the same way that households are now using a more data-centric environment to determine things like energy usage, businesses too, should be using data in a more immediate way to determine direction.
• People are put off by the fact that data is seen as a monolith of numeracy, when in fact the figures themselves are a small percentage of how data should be translated and used.
• The first thing we have to do is change our minds about being right. We need to be willing to be wrong. We have to be willing to test and experiment to see if we’re on the right track.
• The world is moving whether we’re on board or not. Through productivity tools, we can see the data flowing through our business, and see how effective our on-boarding strategies are. 
• It starts with an assumption or a hypothesis. Ask the question, and instead of looking to previous, perhaps outdated methods of answering it, look to how we can find creative ways to seek out the solution. 
• If we fail to adopt and create new ways of learning, then how can we hope to implement new ways of working? To avoid it, we need an adaptable learning eco-system.

BEST MOMENTS

• ‘It’s being a “citizen-data” scientist’
• ’There is no big reveal at the end’
• ’The early adopter phase is over’
• ‘It’s no longer about aspiration, it’s about expectation’
• ‘We’re putting intelligence into our households’
• ’80% is coming up with the right questions of value’
• ‘What you’re describing here isn’t the future of L&D, but the present, and we need to grab hold of’
• ’This digital disruption requires that people in enterprises adopt new ways of working'  

ABOUT THE GUEST

Trish is a globally experienced strategist and consultant leveraging data science, artificial intelligence (AI), emerging technology, analytics and evidence-based actionable insights to deliver business value. Her work sees Trish keynote speaking at conferences, teaching workshops and working directly with client leadership teams across North America, Europe, Asia, the Middle East and Africa.

You can follow and connect with Trish via:

Twitter: @trishuhl

LinkedIn: https://www.linkedin.com/in/trishuhl/

ABOUT THE HOST

David James

David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.

As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.

CONTACT METHOD

• Twitter:  https://twitter.com/davidinlearning/
• LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/
• Website: https://www.looop.co/

‘To solve real problems requires challenge, and a change in mindset and skillset’

Is L&D really prone to solving problems that are only really problems for L&D and neglecting the real problems that our organisations and employees need addressing? In this episode, the topic is explored and examples given of where L&D are guilty and what we all need to do instead.

In this episode, David is in conversation with Rob Moors who has considerable experience in Learning and development and is passionate about connecting L&D professionals with real problems and equipping them with the understanding and skillset to make a difference.

 

KEY TAKEAWAYS

• A non-problem is a symptom and in L&D it is still the symptoms that are dealt with.
• Why do L&D attempt to solve non-problems?
• L&D measure themselves through how many people apply to do their courses and don’t always align themselves to the vision and organisational goals of the company.
• How many training courses have been supplied rather than how many problems been solved.
• It’s about concentrating on what important not what’s urgent.
• To solve real problems requires challenge and a change in mindset and skillset that L&D may not have.
• It’s not just L&D professionals who need to change its also a requirement of the stakeholders to change to uncover the real problems.
• L&D need to be performance partners understanding what they are trying to achieve within and for the organisation.
• Switching from the language of training to the language of performance is critical if you want to uncover real problems.
• By understanding what’s really going on and what needs to go on, the blockers and what is actually being experienced by people working in the situation L&D can then influence and do something that actually works.
• The key actions are;
• Trust in the positive intention of others – reconnect everyone with the vision and goals of the organisation.
• Believe in people to help you  find the answers – L&D professionals often only ask other L&D people
• Understand your team and you are your responsibility -  you need to be your own case study to move forward and develop.

 

BEST MOMENTS

‘L&D professionals are not intentionally getting up every day intending to be ineffective’

‘There will be 3 or 4 critical things going on in an organisation at any time and its vital L&D prioritise those’

‘Look to achieve the greatest value over the greatest number of people’

 

VALUABLE RESOURCES

The Learning & Development Podcast 

 

ABOUT THE GUEST

Rob Moors

Rob has been Learning & Development professional for over 20 years; with large organisations such as Sky, TalkTalk and the NHS, as well as a number of smaller tech security enterprises. Rob’s passion is that of bridging the gaps between training and learning; learning and performance; and performance and people. 


Rob is now Chief Learning Officer with Learn Do Get.




CONTACT METHOD

You can follow and connect with Rob via:

LinkedIn: https://www.linkedin.com/in/bobbymoors/

Company LinkedIn: https://www.linkedin.com/company/learn-do-get/

Website: https://www.learndoget.com/

 

ABOUT THE HOST

David James

David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.

As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.

 

CONTACT METHOD

Twitter:  https://twitter.com/davidinlearning?lang=en

LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/

Website: https://www.looop.co/