The Learning & Development Podcast: The #1 L&D Show

Learning & Development roles can vary greatly depending on the individual’s specialism, ambition, and the opportunities within any given team. But the opportunity to run an L&D department solo is a unique experience and one that brings as much freedom and excitement as it does challenge and resourcefulness. In this episode, Aimee compares and contrasts her experience in L&D teams and her solo role now and provides insights into how to make this successful and a career move of choice.

KEY TAKEAWAYS

• The term standalone R&D roles different things to different people. In this case, it means working alone in an organisation, as a generalist, doing whatever is required. 
• Working alone forces you to grow your skillset quickly.
• With standalone L&D you have to lean on others in the organisation.
• You have to be careful not to burn out when working in a standalone role.
• Working in a standalone role forces you to properly identify what is effective. 
• You cannot afford to reinvent the wheel. Tapping into what is there and building on it is essential.
• You end up being very close to all of your internal clients.

BEST MOMENTS

'What is rarely explored is how one person does this (L&D) on their own. '

'In a standalone role, you really have to be passionate.'

'Reserve your energy. Please look after yourself. You can´t do it all. '

ABOUT AIMEE YOUNG

Aimee is L&D Manager at Snowplow, a behavioural data company, and is the only person in L&D. Before this role, Aimee worked in L&D for OLIVER Agency, Sumitomo and Taylor Wessing. Aimee began her L&D career at Towards Maturity benchmarking L&D teams and providing insights for the profession.

VALUABLE RESOURCES

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

L&D Masterclass Series: https://360learning.com/blog/

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/

We learn how to do Learning & Development in the organisations and sectors we work in but what is the experience like in the US Air Force and Elon Musk’s SpaceX? In this episode, I speak with Matthew Gjertsen, who has done both and learned some important lessons about what really works.
KEY TAKEAWAYS

• Good instructors and L&D professionals can identify the gaps and know how to fill them.
• If someone feels they are underpaid or not given the right tools to do the job L&D is not going to help.
• People learn to change the way they act by laying down new pathways in their brains.
• Changing and practising one aspect of behaviour is a highly effective way to move the ball forward.
• Use E-learning as a preparation for the next stage e.g., for on-the-job training. It is not the end game.
• If you use simulators build experiences that create an emotional reaction. How is explained in the episode?
• The more streamlined your learning is the better. Strip out anything that is not essential for that person´s job.
• Our brains are designed to learn things in context, so all learning needs to be contextual. Learning in the flow of work is an effective way to do that.

BEST MOMENTS
'It all comes down to behaviour… always ask what the behaviour is you are trying to change'
'You have to stack learning methods to really get the outcome. '
'The best document is no document… only create something when it must be created. Even then, always be trying to get rid of it. '
ABOUT THE GUEST
Matthew Gjertsen Bio
Matthew began his unique L&D career as a T-1 Instructor Pilot in the US Air Force and went on to become Training & Development Manager at SpaceX, where he was responsible for programs across the entire facility. Matthew is now owner of Better Every Day Studios and advisor to hearme.app.
GUEST RESOURCES
You can follow and contact Matthew via:
LinkedIn: https://www.linkedin.com/in/matthewgjertsen/
Website: https://www.bettereverydaystudios.com
VALUABLE RESOURCES
The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523
L&D Masterclass Series: https://360learning.com/blog/
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/

Learning In The Flow of Work - or Workflow Learning - has been a hot topic in Learning & Development in recent years but how does this approach match up with employees’ expectations and what they believe to be effective to meet their development goals? In this special episode, David and Bob Mosher explore the findings of a recent survey conducted to explore the expectations of learners and perceptions of L&D to see where we are right now and what we need to do to meet learners where they need us to be.

Link to Learning In The Flow Of Work Survey: https://360learning.com/guide/learning-in-the-flow-of-work-report/learning-in-the-flow-of-work-report/

KEY TAKEAWAYS

• Fitting learning into the workflow is incredibly effective. It turns training from something that is done once a year into an almost daily experience.
• Building materials for use in the workflow ensures the L&D team´s focus is on delivering the product or service the company they work for has to offer.
• Not having to take people off the job, means not having to find time for training.
• In all countries, on-the-job training delivered by peers was deemed to be the most effective. But quality varies and those that are good at it do not always have enough time available to train others.
• A lot of new managers do not get training before taking on their new roles.
• Build life rafts first, then teach swimming. Training has to solve the most critical issues first.
• Contextualised training is far more effective.

BEST MOMENTS

'In the workflow is the most powerful and intrinsically motivating place for learning to occur. '

'Only 29% of UK learners and slightly more in the US said online training was effective.'

'We´ve got into the habit of trying to educate generic managers. '

'In the workplace, performance is the outcome. Learning is just one tool to get there. '

ABOUT BOB MOSHER

Bob Mosher is a genuine Thought-Leader in L&D and Chief Learning Evangelist, at The 5 Moments of Need™, an organisation that specialises in helping learning professionals design, develop, and measure effective learning and performance support through the 5 Moments design methodology. Bob has been an active and influential leader in the learning and training industry for over 30 years and is renowned worldwide for his pioneering role in new approaches to learning.

GUEST RESOURCES

You can follow and connect with Bob via:

Twitter: https://twitter.com/bmosh

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

Website: https://www.5momentsofneed.com/

Performance Matters Podcast: https://performancematters.podbean.com/

VALUABLE RESOURCES

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

L&D Masterclass Series: https://360learning.com/blog/

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/

Learning & Development seems to be constantly evolving but at the same time revisiting and reinventing what has come before. In this episode, we discuss the emerging trends that have their origins in the past and the pioneers that we all need to pay more attention to.

KEY TAKEAWAYS

• Even today, much of what we do in L&D is not evidence-based. This has to change.
• We are not taking successful methods from the past and reworking them for the modern world. Instead, we are simply rehashing old theories, without looking for evidence that they work.
• We don´t look back to see who might have done what we are trying to achieve before.
• You have to understand the jobs of the participants, and do the cognitive task analysis.
• L&D is not all about delivering learning. They are there to solve problems that are holding the business back
• Stakeholder management is a vital component of delivering solutions that work.

BEST MOMENTS

'There is a big gap between positive endeavour and evidence-based practice.'

'Do it well, or don´t do it

'You need to work with problem analysis teams and then with problem-solving teams.'

'We need to think more holistically '

VALUABLE RESOURCES

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

L&D Masterclass Series: https://360learning.com/blog/

EPISODE RESOURCES

You can follow and contact Mirjam via:

Twitter: @MirjamN

LinkedIn: https://www.linkedin.com/in/mirjamneelen/details/experience/

How Learning Happens by Paul Kirschner - https://www.amazon.co.uk/How-Learning-Happens-Paul-Kirschner/dp/0367184575/

How Teaching Happens by Paul Kirshner - https://www.amazon.co.uk/How-Teaching-Happens-Effectiveness-Practice/dp/1032132086/

Guy Wallace Books - https://www.amazon.co.uk/Guy-W-Wallace/e/B08JQC4C4V?ref=sr_ntt_srch_lnk_1&qid=1662104935&sr=8-1

Joe Harless - https://hptmanualspring16.weebly.com/harless-model.html

Donald Clark - https://www.amazon.co.uk/Donald-Clark/e/B08HVS5QSP?ref=sr_ntt_srch_lnk_1&qid=1662105350&sr=8-1

Dr. Jane Bozarth - https://www.amazon.co.uk/Jane-Bozarth/e/B001JS7VKO?ref=sr_ntt_srch_lnk_4&qid=1662105930&sr=8-4

Patti Shank - https://www.amazon.co.uk/s?k=patti+shank&crid=1I6XTHRPN5DBM&sprefix=patti+shank%2Caps%2C123&ref=nb_sb_noss_1

Connie Malamed - https://www.amazon.co.uk/Connie-Malamed/e/B001SQ2JHW?ref=sr_ntt_srch_lnk_1&qid=1662106345&sr=8-1

Mike Taylor - https://mike-taylor.org/

ABOUT THE GUEST

Mirjam Neelen Bio

Mirjam Neelen is the Head of Global Learning Design and Learning Sciences in Novartis. She is part of a team that redefines how Novartis Associates build competence. With 15 years' industry experience, she has worked in a wide variety of learning design roles in organisations such as Accenture, Google, and Houghton Mifflin Harcourt.

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/

In response to the COVID pandemic, remote working became the norm for organisations to continue operating. As restrictions eased and employees both proved that remote working was viable and preferable, Hybrid Working emerged as a term to describe the mainstream adoption of this flexible approach to working from home and commuting, when required. However, in line with a new way of working emerged a new approach to learning. Or did it? 

In this episode, David, and Nigel Paine, who has 25 years of L&D experience and teaches on a doctoral programme at an Ivy League University, discuss this.

KEY TAKEAWAYS

• Hybrid learning is a bit of a cliché, which is great for marketing, but is not for customers.
• We need to ask if remote/hybrid learning is the optimum solution for all hybrid workers, rather than assume that is the case.
• The L&D industry is prone to following fads and to re-badging old products.
• Doing fieldwork is essential if you want to understand what will work and avoid being tempted to follow a fad that does not do the job.
• When gathering data, ask lots of why questions to gain a deeper understanding of the issues.
• Don't be afraid to discuss things that don't necessarily fall under the learning remit as a way of improving your understanding.
• Few of the influential L&D software vendors have worked in the industry, so their tools and services often miss the mark. 
• See yourself as a practitioner, bring your experience to bear and act together with your stakeholders to solve their problems.

BEST MOMENTS

'I see so many terms that just come and go …. and hybrid learning is one of those'

'The last thing I would ever do to anyone in an organisation is to tell them what they need. I would help them to work that out for themselves.'

'Go in there with a partnership approach and ask the right questions. 

'I would like to see more L&D people who are in control of their practice…not just working out what software to use. '

VALUABLE RESOURCES

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

L&D Masterclass Series: https://360learning.com/blog/

ABOUT THE GUEST

With over 25 years of experience in corporate learning, Nigel is a regular speaker, writer, and broadcaster on the topics of development, technology, and leadership. Between 2002 and 2006 he headed up the BBC’s Learning and Development operation. Following this, he started his own company nigelpaine.com Ltd that is focused on building great workplaces. He teaches on a doctoral programme at an Ivy League University, he has written three recent books, presents a monthly TV programme (Learning Now TV), and shares a weekly podcast (with Martin Couzins) called From Scratch. 

You can follow and contact Nigel via:

Twitter: @ebase

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

Website: https://www.nigelpaine.com/

Hybrid Learning Article: https://www-trainingzone-co-uk.cdn.ampproject.org/c/s/www.trainingzone.co.uk/lead/strategy/hybrid-learning-is-just-learning-dont-fall-for-the-fad?amp

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/

Adult Learning Theory can help L&D to improve learner engagement, knowledge retention and skills application. In this episode, Dr Carrie O. Graham explores this topic and its application to the priorities of today’s L&D departments.

KEY TAKEAWAYS

• Adult learning theory focuses on the fact that adults learn very differently from children.
• Improving information retention and ensuring new skills are appropriately and accurately applied cement that learning.
• Learning can thrive in informal settings.
• Design the learning experience so that it places the environment where they will use those skills.
• Make things real for people by comparing what they are doing now with what they will do when using the new skills or information.
• Incorporate opportunities for problem-solving.
• Understand what motivates your learners, Carrie shares a couple of examples to help you with this.

BEST MOMENTS

'My work focuses on improving the engagement of the adult learner. Supporting their information retention.'

'Understand who they are as a learner.'

'If you’re thinking long-term, using a quantitative assessment of learning is absolutely mandatory. '

'As you are building your content, make references back to who they are as a learner.'

VALUABLE RESOURCES

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

L&D Masterclass Series: https://360learning.com/blog/

EPISODE RESOURCES

You can follow and contact Carrie via:

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

Website: https://www.drcarriegraham.com

ABOUT THE GUEST

Carrie O. Graham Bio

Owner of Carrie O. Graham Learning & Solutions, Dr. Graham helps subject matter experts improve learning outcomes by strategically integrating adult learning best practices. A published author, researcher, and conference presenter with 25+ years’ experience in learning, instructional design, and leadership development across industries.

Dr. Graham has a reputation of understanding problems that are stated and revealing what is not stated, then asking critical questions to help people uncover clear and insightful solutions. Not believing in the “one-size-fits-all” approach she customises solutions to support unique individual and organisational needs. 

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/

Where is L&D going? Ask vendors and they will tell you it’s heading in the direction of their product. Ask a seasoned L&D professional with a keen eye on the future of work and you get a balanced and nuanced view of the factors affecting our profession and its practitioners. In this episode, Lloyd Dean shares his experience, his view of the profession and practical steps forward.

KEY TAKEAWAYS

• Virtual reality is a highly effective tool. Lloyd explains how using it at a nuclear power station generated an ROI of £200,000.
• Curiosity is a key pillar of learning.
• Chatting with people from all areas of the business, including casual chats, is a fantastic way to better understand each area of the business.
• Improving your data analysis is a fast way to become more effective.
• Apply established approaches that are working elsewhere to your L&D.
• Agile is becoming increasingly popular. Why is it discussed in the podcast?
• Gauging the readiness to change makes it easier to adopt a bespoke strategy that will make it easier to overcome resistance.
• You must believe in the projects you are leading.
• Be genuinely open-minded when it comes to interpreting the data and holding a mirror up to the business.

BEST MOMENTS

'You have to be curious and not too far away from what's going on with the business.'

'Ask what´s the golden thread of what we do for you.'

'Reflecting on your why in L&D is important.'

'Where it goes well, senior stakeholders really articulate the vision and the why.'

VALUABLE RESOURCES

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

L&D Masterclass Series: https://360learning.com/blog/

EPISODE RESOURCES

You can follow and contact Lloyd via:

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

ABOUT THE GUEST

Lloyd Dean Bio

Lloyd is Principal Consultant at PA Consulting and former Head of Digital and Innovative Learning at EDF Energy. With more than a decade in the L&D profession, Lloyd’s focus is on the future of work and helping to modernise L&D functions.

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/

With a backdrop of cuts in the L&D team at ETS, Gabe needed to re-evaluate how he could achieve the aims of the function. By refocusing on problems experienced within the organisation rather than learning to provide and applying the principles of lean, powered by automation, he achieved more than many L&D teams do with bigger teams. But how did ETS do this? 

In this episode we explore what it means to run a lean, problem-driven L&D function, incorporating digital marketing principles and automation.

KEY TAKEAWAYS

• CoVid forced Gabe to go from being client-focused to being problem-focused.
• Build and leverage client communities to find the expertise and input you need.
• Use people´s everyday work as a curriculum for growth. It ensures training is highly relevant and current.
• Find evergreen problems that affect the whole organisation e.g. manager development.
• Newsletters and short meetups that invite people to respond to what you are doing and share their current needs uncover problems and test your effectiveness.
• To automate processes Gabe uses Loop and MS Power Automate etc. He shares details of how in the episode.
• Be clear about what is on offer, ask tough questions to focus attention and help users to determine if that piece of training is what they need. Manage expectations.
• Drip feeding content in 10 to 15-minute bites via email, followed by a group meeting is highly effective.

BEST MOMENTS

'I had to dig into my bag of lean tactics that I had developed, over the years. We went from being client-focused to problem-focused '

'Figure out how to optimise your product and to optimise your understanding of the need in the marketplace. '

'Hitch a ride on your day job is all about carving time out for conscious reflection.'

'If you get people together and get them talking, they will likely come up with a great solution '

VALUABLE RESOURCES

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

L&D Masterclass Series: https://360learning.com/blog/ 

Gabe Gloege Bio

Gabe is Senior Director of Learning & Organizational Development at ETC and an advocate of modern, performance-oriented approaches to people development.

You can follow and contact Gabe via:

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

Twitter handle:@gabegloege

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

LI article on Lean L&D: https://www.linkedin.com/pulse/what-lean-ld-gabe-gloege

Description of "Hitch A Ride On Your Day Job": http://guide.cultivateme.xyz/pages/developing.html#hitch-a-ride-on-your-day-job

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/

AI sells platforms. But what are we buying? Too often it’s just recommendations for off-the-shelf content. But AI is about so much more and its potential in helping us achieve the aims of L&D is huge. In this episode, we explore the potential of AI in L&D, burst some of the myths around it and challenge the profession to expect more, much more from it.

KEY TAKEAWAYS

• AI has huge implications for all aspects of our lives, including L&D.
• It is already a surprisingly big part of our life. If you use Google, you are using AI.
• AI needs a clearly defined task, a precision task.
• AI only knows its task. Donald provides a memorable example of this in the podcast.
• Universities are already using adaptive learning tech to recognise bottlenecks in the learning process and find solutions.
• It also can create some of the training content e.g summarising text and generating illustrative images.
• People learn incidentally, on the fly, AI can help them to find and access the information they need as they need it.
• With AI you have to remember the garbage in garbage out principle. The outcome is only good if the instructions provided are sound.
• AI is a tool L&D can use not a replacement for L&D.

BEST MOMENTS

'It looks like AI is a form of technology that is heading in a direction which transcends our abilities. Certainly, our brains and cognition. '

'AI is good at precision tasks.'

'the world is changing around the professional learning world of education and L&D, we have to move towards that world.'

'We have new software that can personalise learning.'

VALUABLE RESOURCES

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

L&D Masterclass Series: https://360learning.com/blog/

EPISODE RESOURCES

You can follow and contact Donald via:

LinkedIn: https://www.linkedin.com/in/donald-clark-04553022/

Twitter: @DonaldClark

AI For Learning Book: https://www.amazon.co.uk/Artificial-Intelligence-Learning-Employee-Development/dp/1789660815/

Learning Experience Design Book: https://www.amazon.co.uk/Learning-Experience-Design-Create-Effective/dp/1398602647/ref=sr_1_1?dchild=1&keywords=learning+experience+design&qid=1635256811&sr=8-1

Website: https://t.co/c6Wvp8yOOZ

Great Minds In Learning Podcast: https://greatmindsonlearning.libsyn.com

Email: [email protected]

ABOUT THE GUEST

Donald Clark Bio

Donald Clark is an EdTech Entrepreneur, CEO, Professor, Researcher, Blogger and Speaker. He was CEO and one of the original founders of Epic Group plc, which established itself as the leading company in the UK online learning market, floated on the Stock Market in 1996 and sold in 2005. As well as being the CEO of Wildfire, an AI-driven learning company, he also invests in and advises Learning technology and EdTech companies. Donald is an award-winning speaker at national and international conferences, author of the books ‘AI for Learning’ and ‘Learning Experience Design’ and co-host of the podcast ‘Great Minds on Learning)

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/

In this episode, Paul Matthews explains how a workflow approach to people development can link learning to the work itself and make a demonstrable difference to the way the work is done.

KEY TAKEAWAYS

• Learning workflow is not the same as learning in the flow or blended learning.
• Learning workflow is a sequence of orchestrated activities that are designed to achieve a behavioral change.
• Behavioral Needs Analysis (BNA) and measurable results are essential components of the learning workflow.
• Starting with an LMA OR TMA will send you down the wrong path, Paul explains why.
• Working out how to reduce the friction that is stopping change is also part of the process.
• The learning workflow approach can be very effective for people who are taking on new roles internally and for onboarding.
• A multi-rater tool used alongside measuring key KPIs is the most effective way to assess progress.

BEST MOMENTS

'Usually, it takes, time, effort, and energy over a period of time for change to embed and become habitual.'

'If you don’t have a set of outputs defined in behavioral terms you actually don´t know where you are going.'

'Learning workflow is particularly good where behavior change is required, rather than when you only want people to memorize stuff.  '

'Wherever you have the need for people to do a sequence of actions over time…you can use learning workflow. '

VALUABLE RESOURCES

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

L&D Masterclass Series: https://360learning.com/blog/

EPISODE RESOURCES

You can follow and contact Paul via:

LinkedIn: https://www.linkedin.com/in/paulmatthews100/

Website: https://paul-matthews.com/

Website: https://peoplealchemy.com/

ABOUT THE GUEST

Paul Matthews Bio

Paul Matthews is a leading Learning & Development professional with a series of best-selling books to his name. An accomplished keynote speaker, he speaks around the world on a diverse range of topics. He brings learning and performance to life with stories that both fascinate and inspire. He also prides himself on reducing complex theory down to simple ideas and sharing them in a way that everyone can understand, and more importantly, use to get better results. As well as being a sought-after speaker, Paul provides consultancy services, training workshops, and webinars for blue-chip clients in the UK and beyond.

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/