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

With a low barrier to entry, everyone fancies themselves a learning designer. How hard can it be? In this episode, Greg Arthur shares his approach to creating engaging and impactful learning experiences, honed over his years of working in L&D teams at highly successful, world-renowned companies.

KEY TAKEAWAYS

• Because you are dealing with people, every business is different, even those operating in the same industry.
• Ask the 2 basic questions to cut through the noise – What is happening right now? How do you want to change it?
• Understand who you are talking to and why they will care and listen to you.
• Ask yourself if I were to put this out a real-life product, would I buy it?
• The medium you use to provide the learning must be right for the person.
• Make sure you do the work upfront and solve the problem, even if it takes a little longer.
• Try different things while the problem is small.

BEST MOMENTS

'Some teams, learning teams, regardless of industry are just better than others.'

'You don´t move ahead until you are ready to move ahead. You don´t bring in the wrong people at the wrong time.'

'Basically, it´s like Lego for learning design.'

'This is changing a whole department's attitude to learning design.'

Greg Arthur Bio

Greg Arthur is a learning professional with experience of designing learning and leading teams at blue-chip brands such as BP, ASOS, HSBC and Philip Morris. Greg has devised the Learning Experience Design Log Book, and his own design studio (Two Circles) that catalogues his approach and guides followers to develop impactful and engaging learning experiences themselves.

You can follow and contact Greg via:

LinkedIn: https://www.linkedin.com/in/greg-arthur-flpi-736b288/

Website: https://www.twocirclesstudio.com/

VALUABLE RESOURCES

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

L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

ABOUT THE HOST

David James 

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

As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D. 

CONTACT METHOD 

• Twitter:  https://twitter.com/davidinlearning/

When pressed to run a Learning & Development team that reliably, efficiently, and predictably impacts performance, time and time again professionals turn to Agile. As an approach, it has long been employed in HR and L&D teams but like most trends, when the hype dies down many move their attention to elsewhere. However, why move on from something that works? In this episode, Natal Dank returns to the podcast to bring us up to date with how Agile is continuing to make impact to L&D teams.

KEY TAKEAWAYS

• Building business agility is about creating a toolkit tailored to how the business operates.
• Increasingly businesses are building the customer experience around the product.
• You often need to move and make decisions without knowing everything. Things move too quickly for this not to be the case, which is why Agility is so important.
• Mapping the skills is the key to being able to move fast and be adaptable.
• See the whole employee experience as the L&D product and keep that understanding up to date.
• Human-centred design sprints help you to identify which problems to solve first.
• Understand how you sit in the business stream.
• To get started with Agile use it to solve a single problem. Natal explains how in the podcast.
• Establish some core principles from you hypotheses and start to design around that.

BEST MOMENTS

'You´ve got to deliver now, and not tomorrow.'

'You can´t solve complex problems in silos.'

'Agile is about being laser focused.'

Natal Dank Bio

Following over a decade working in senior HR, Talent and Organisational Development roles, Natal is now a leading figure in Agile HR and People Experience.

Natal heads-up learning, coaching, and community at PXO Culture and is seen as a pioneer in the Agile HR movement. In 2016 Natal hosted the first Agile HR Meetup in London with the aim of building a community of like-minded disrupters, which has since grown into a regular event held across the world from Sydney to Paris and online. A year later she co-founded the Agile HR Community and has recently published the book, Agile HR. Now, through PXO Culture, Natal is focused on defining modern HR for the 21st Century. 

You can follow and connect with Natal via:

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

X/Twitter: https://twitter.com/NatalDank

Events & Meetups: https://www.pxoculture.com/events

Agile L&D Book: https://www.koganpage.com/hr-learning-development/agile-l-d-9781398613256

VALUABLE RESOURCES

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

L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

ABOUT THE HOST

David James 

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

As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D. 

CONTACT METHOD 

• Twitter:  https://twitter.com/davidinlearning/

With so much talk, and perhaps hype, around skills-based learning, how do we tune into the signal and tune out the noise? One way to do this is to talk with the leaders who have incorporated skills-based learning in more than one organisation and are making it work for them, their workforce, and organisation. In this episode Brandon Caldwell explains how he’s done just this - the hard way and the AI-powered much faster way - and how you can too.

KEY TAKEAWAYS

• Skills-based learning is a language that everybody can understand.
• AI is accelerating the rollout of skills-based learning at a staggering pace.
• Using AI a task that would take 4 to 5 years has been done in 18 months.
• Skills-based learning largely solves the issues caused by today´s tight labour market.
• Business leaders already understand that skills-based learning works. They desperately want you to provide it.
• Because the skills are the nuts and bolts that help enable people to do the tasks, this is wholeheartedly performance oriented.
• Introducing skills-based learning is costly, so starting in the right place matters. Brandon explains how to do that.
• Skills are truly transferable. If someone in marketing wants to become an HR manager, they can do that and do it quickly. A marketer knows how to promote the job to attract the best new personnel.
• Anticipate roadblocks and adapt. 
• Embrace the technology. It now works and will transform your ability to deliver.

BEST MOMENTS

'With skills-based learning, you are using a language that everybody can understand.'

'Skills are the nuts and bolts that help enable people to do the tasks.'

'The ability to do what used to take years and do it now in a matter of months is significant, and you can't ignore that.'

Brandon Caldwell Bio

Brandon is Director of People & Culture at 365 Retail Markets, the global leader in unattended and self-checkout retail technology. With more than 20 years of experience in HR and L&D leadership, Brandon is a highly credible and impact-driven leader in our field.

Useful links

SkillsGPT: https://chat.openai.com/g/g-bE1ZPceUl-skills-gpt

VALUABLE RESOURCES

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

L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

ABOUT THE HOST

David James 

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

As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D. 

CONTACT METHOD 

• Twitter:  https://twitter.com/davidinlearning/

Skills-based learning is the response to the skills gaps and skills shortages being experienced across organisations, industries, and even entire economies. But how do we ensure that we achieve this, and that skills-based learning isn’t just another fad that departs as swiftly as it emerged without achieving what it’s intended to? In this episode, James Griffin talks about how L&D can step up, upskill, and deliver on the much-heralded promise of skills-based learning.

KEY TAKEAWAYS

• L&D as a function needs to be brave and make the change. Skills-based learning is the opportunity to lead the way and make a difference.
• The use of skills data leads to L&D being far more effective.
• You can only measure business impact when you fully understand the problem you are addressing.
• Getting yourself organized around skills is more dynamic. 
• Assess people for the work they are doing.
• Being able to build fast and edit regularly keeps the training relevant.
• Skills need to be identified and described using natural, easily understood language.
• Proficiency levels need to be measurable. AI can play a role in this task.
• AI will help us to bridge the gaps. However, each solution needs to be rigorously evaluated.
• Not all businesses are equipped to go down the skills-based learning route. James explains how to get them ready.
• People are an asset; we need to measure their performance and learning and development ROI.

BEST MOMENTS

'The ability for them to be more efficient in the work that they do is now real.'

'Go to the people that do advocate for skills…. go where there is the appetite.'

'Skills are not the end game….increase performance and productivity are.'

James Griffin Bio

James is customer-focused executive, with in-depth consulting experience in enterprise SaaS innovations across the Skills & Talent spectrum.

Over the last 5+ years, James has spent a huge amount of time consulting with the largest enterprises on the planet on how to reimagine their talent transformation strategies and how to get started with skills.

You can follow and contact James via:

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

Website: https://skillcollective.co.uk/

SkillsGPT: https://chat.openai.com/g/g-bE1ZPceUl-skillsgpt

VALUABLE RESOURCES

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

L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

ABOUT THE HOST

David James 

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

As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D. 

CONTACT METHOD 

• Twitter:  https://twitter.com/davidinlearning/

There’s often a huge difference between the rhetoric around L&D leadership and the reality. It’s not all about creating a Learning Culture and sailing a course to L&D nirvana. The reality is it’s a lot messier with a lot of hustle, winning some days and losing many more. In this episode, presented by 360Learning, Simon Gibson lifts the lid on his reality and how L&D leadership today is evolving and changing within these turbulent times.

KEY TAKEAWAYS

• Hiring people from diverse backgrounds and disciplines results in a more innovative and resilient team.
• L&D is evolving fast, so there are some big skill gaps, e.g. data analysis. 
• Those professionals who can prove the positive impact they have had on the business are the most likely to get hired.
• Get under the skin of what the managers you work for really need.
• Getting managers together to discuss what challenges they face and how they overcome them is incredibly instructive for them and you. Discovery sessions are powerful.
• Being clear about what you are trying to fix and staying focused on that is essential.
• Analysis is essential, without it you cannot prove that you are actually closing the skills gap.
• Consumption does not equal competence. If that knowledge is not retained and applied on the job, the training is useless.

BEST MOMENTS

'Theory is one thing, but show me how, show me when and what that meant. Build that body of evidence.'

'They're bound by restricted and empowered by the culture.'

'Go build that commercial muscle, go find out how things work, go find out how things are made.'

VALUABLE RESOURCES

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

L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

Simon Gibson Bio

Simon is Group Head of Learning & Development at Marks & Spencer and an experienced executive-level People Leader/Chief Learning Officer. He has a passion to deliver meaningful commercial change and transformation via learning, organisational development, and talent initiatives.

You can follow and connect with Simon via:

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

X / Twitter: @simon1gibson

ABOUT THE HOST

David James 

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

As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D. 

CONTACT METHOD 

• Twitter:  https://twitter.com/davidinlearning/

Using data effectively is a growing priority for - and skill set in - L&D. It’s essential for both planning for and measuring impact. In this episode, presented by 360Learning, we explore this in detail in the hope that 2024 is our year for greater planned and demonstrable impact.

KEY TAKEAWAYS

• Data-wise, L&D has always looked at what they have done – in the rear-view mirror. Now, it is necessary to use data to see where we are.
• Business impact must be proved and the data that enables you to do that is now at your fingertips.
• L&D is all about creating capability by creating skills. That is the impact L&D has on the business and the bottom line.
• Identify the skill(s) you need to add, teach it, and check that people are using it and that this is improving the business´ results.
• To create skills that work for your particular business, your courses must be tailor-made.
• Measure the effectiveness of the course, by including a realistic test. If most people fail, you need to change the course content.
• Making sure things are changing in the workplace is essential. If it isn´t tweak the training.
• Create a blueprint for the outcomes of each course, before building it.
• At first, you may have to chase to get the data you need to properly analyse whether the course is working.

BEST MOMENTS

'We are out there cranking out those courses. But how much do we really understand about what our impact is?'

'Eventually, someone's gonna say, Where's the quantifiable data that actually says you did this?'

'Without this data, we are hiding our work, our impact.'

'We’re the only department that builds skills, we need data on skills.'

VALUABLE RESOURCES

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

L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

Laura Paramoure Bio

Laura Paramoure, EdD, has 25 years of experience in performance improvement, training design, and evaluation. She is the author of ROI by Design™ (2014) and a featured speaker on the topic of return on investment for training organizations. Her private sector experience includes Director of Training and Development with Parata systems where she was responsible for the establishment and deployment of both domestic and international training. She is currently the CEO of eParamus, a company which helps organizations of all types and sizes optimize and verify the impact of their training programs.

You can follow and connect with Laura via:

LinkedIn: https://www.linkedin.com/in/laura-paramoure/

Website: https://www.eparamus.com

ABOUT THE HOST

David James 

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

As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D. 

CONTACT METHOD 

• Twitter:  https://twitter.com/davidinlearning/

Since 2014, the L&D Global Sentiment Survey has been a barometer of what’s hot and what’s not in the Learning & Development profession, guiding people development professionals towards the trends that their peers are most concerned about. In this episode, Donald H Taylor takes a deep dive into the recently published report and explores in conversation what we should all be taking note of.

KEY TAKEAWAYS

• Because it is self-selecting most of the people who fill out the survey are innovators.
• It looks at what is hot in L&D, what is likely to take hold and what is likely to fall by the wayside.
• This year AI dominated, but many are overwhelmed and unsure how to use it.
• AI is good at content, which frees up time for L&D to do more in other areas. 
• Yet, there is likely to be a backlash against AI-generated content because initially, people will be awful at using it.
• Lots of people are missing the fact that AI can play a role in coaching and mentoring.
• Collaborative and social learning have slipped down the list.
• There are geographical differences, what they are and why they exist is discussed.

BEST MOMENTS

'There's somewhere between the wisdom of the crowd and the derangement of the mob.'

'Personalization is one of the obvious and very valuable implementation points for AI.'

'The top four for 2024 … are all things which are fuelled by good use of data.'

Donald H Taylor Bio

A recognised commentator and thinker in the fields of workplace learning and supporting technologies, Donald is committed to helping develop the learning and development profession. 

He has chaired the Learning Technologies Conference in London since 2000 and writes and speaks worldwide about Learning and Development (L&D).

His annual L&D Global Sentiment Survey started in 2014, provides a unique perspective on L&D trends from over 100 countries. He chairs the Workforce Development board for VC firm Emerge Education, and invests in, and advises, several EdTech start-ups.

From 2010 to 2021, he chaired the Learning and Performance Institute. He is the author of Learning Technologies in the Workplace, a graduate of Oxford University and in 2016 was awarded an honorary doctorate by Middlesex University in recognition of his work developing the L&D profession.

You can follow and contact Donald via:

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

X / Twitter: https://twitter.com/DonaldHTaylor 

L&D Global Sentiment Survey 2024: https://donaldhtaylor.co.uk/research_base/global-sentiment-survey-2024/ 

Website: https://donaldhtaylor.co.uk/ 

VALUABLE RESOURCES

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

L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

ABOUT THE HOST

David James 

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

As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D. 

CONTACT METHOD 

• Twitter:  https://twitter.com/davidinlearning/

In this wide-ranging conversation, we explore what has helped Josh achieve senior leadership in different sectors, what it means to make a planned and demonstrable impact as well as how HSBC is changing to a skills-based organisation.

KEY TAKEAWAYS

• Josh has headed up L&D for several large companies including for Warner Music Group and is now VP of People Experience and Insights for HSBC.
• Take things back to basics and make sure everything you do boosts or at least defends revenue.
• If something is not working, retire it early. Don´t be afraid to call your own baby ugly.
• You have to talk in financial terms to be truly relevant. 
• Little time-saving tweaks make a huge difference. Even saving 30 seconds per day, per employee adds up to a big saving for large companies.
• HSBC is a skills-based organisation. 
• Thoroughly read the end-of-year board paper to fully understand the direction the business is heading in.
• Keep it super simple, if you can´t describe what you're doing to a toddler without them looking confused, don´t do it.

BEST MOMENTS

'Just take a step back and ask, what is this doing for the organisation?'

'It´s taking all the stuff that we need them to do and making it frictionless.'

'Never wed yourself to a single way of doing stuff because the world will change around you.'

'You can´t be a one-trick pony, you have to have a whole arsenal of things.'

VALUABLE RESOURCES

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

L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

Josh Novelle Bio

Josh Novelle is VP of People Experience and Insights at HSBC and an internationally recognised specialist in his field, with more than ten years of award-winning corporate experiences to employees. During his career he has worked both in-house - at brands such as Warner Music Group, BP, Deloitte and Carphone Warehouse -  and on the supplier side. His passion is to take HR and talent to the next level, taking into account the wider experience of employees, ensuring rich experiences that are accessible to all, but with a clear connection to the real business goals and profitability of the company.

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/

Without a doubt, generative AI dominated the conversation, not only in L&D but in wider business and politics - and it’s not going away. So where are we now in terms of advancement, adoption, and application? These are important questions explored with Egle Vinauskaite in this episode, presented by 360Learning.

KEY TAKEAWAYS

• Most L&D departments have not yet fully integrated AI. Around 30% have tried it and decided not to use it.
• AI is coming, if you don´t keep experimenting with it, you will fall behind.
• L&D will inevitably play a big role in the organisation's successful adoption of AI for its processes. This is our time to shine.
• AI will be able to provide personalised feedback to help with upskilling, it will also be good at analysis.
• In time, AI will be able to spot emerging capabilities and skill needs.
• Don´t be sucked in by AI shiny objects that don´t solve an actual problem.
• Do an audit of the tools you are using and see if you can use AI to improve things.

BEST MOMENTS

'Very few, if any, L&D departments seem to have integrated AI in a strategic and holistic way.'

'I am very excited by the potential for upskilling.'

'For most organisations using AI has become a competitive imperative.'

VALUABLE RESOURCES

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

L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

Egle Vinauskaite Bio

Egle Vinauskaite is an award-winning learning innovator and strategist advising blue chip companies, vendors, and some of the most exciting edtech startups around. Combining evidence-based learning design, behavioural science, and product development expertise, she specialises in using the latest technologies and approaches for digital and blended learning at and outside of work. Her work spans large-scale programmes, academies, alt education, apps, XR and beyond.

You can follow and contact Egle via:

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

Focus on AI in L&D Report: https://donaldhtaylor.co.uk/research_base/focus-on-ai-in-ld/

Website: https://www.nodes.works/

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/

It was clear that one podcast episode wouldn’t be enough to cover everything we wanted to so Kenny’s back to unpack what leadership development at Netflix means and what it’s there to achieve. This conversation is both revealing and inspiring. 

KEY TAKEAWAYS

• There are universal leadership principles that apply to any industry. However, each leadership role is still different.
• Context is crucial in developing effective leaders.
• First, understand the business impact solving the problem is going to have.
• Discovery is essential. Without it, the understanding of the problem is not deep enough. Fall in love with the problem.
• Netflix uses powerful stories or cases to exemplify key issues in the business.
• Using a one-and-done solution is only going to have a limited impact. 
• It is continuous learning and embedding learning that will be transformative.
• Simulations that engage people emotionally and sometimes physically are incredibly impactful.
• Start with the why. Next look for quick wins, the simpler the better.

BEST MOMENTS

'I've seen the power of being part of a team where you can be honest, you're cared about, you're loved.'

'If you want to change something, you've got to understand the problem.'

'You need to design for the terrain and not actually do something idealised.'

Kenny Temowo Bio

Kenny Temowo leads Talent Management and Leadership Development for Netflix UK. He’s spent almost two decades in learning and education, working as a consultant with clients such as the BBC, Vodafone, and Rolls-Royce, as well as leading in-house L&D teams.

EPISODE RESOURCES

Reed Hastings No Rules Rules - https://www.amazon.co.uk/No-Rules-Netflix-Culture-Reinvention-ebook/dp/B082261K3F

VALUABLE RESOURCES

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

L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

ABOUT THE HOST

David James 

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

As well as being the Chief Learning Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&D. 

CONTACT METHOD 

• Twitter:  https://twitter.com/davidinlearning/