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

If L&D can’t influence or change behaviour, then we need to ask ourselves “What are we for?” Similarly, if we can’t measure whether behaviour change has occurred then our position should be precarious. In this episode, Laura Paramoure tackles this topic head-on to make it measuring behaviour change accessible and attainable.

KEY TAKEAWAYS

• Giving knowledge to an employee doesn't make any difference unless they apply it in their job.
• Learning courses are instruments for change.
• The established measures of learning - attendance, completion, and satisfaction are not sufficient.
• Measurement needs to be built into the learning.
• Think of behaviours as standards you want people to meet, so you can measure the level of change.
• Before designing a course, check if people already have that skill or not. Often, they will but may not know how to apply it. In that case, bridging the application gap is what your course needs to address.
• Behaviour change has to be measured on the job.
• Tell people that you will be measuring the impact of the course and will be doing so repeatedly and share that data with them.
• You must have firm data to use.
• Labour shortages mean L&D is needed more than ever, but you´ll only keep your job if you can demonstrate that your learning courses are effective.

BEST MOMENTS

'It's very important for L&D to understand that behaviour change is the goal. Without this, nothing changes '

'The before-state and after-state verify our instructional design.'

'They can argue with you all day long, but they cannot argue with the data.'

'It's really simple, but we've not held ourselves accountable for doing it.'

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

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/

We kick off our mini-series on Measuring Impact with Kevin answering questions about how we plan to make a measurable difference rather than leaving it to chance or trying to retrospectively seek value once we’ve delivered an agreed - if not largely hopeful - solution.

KEY TAKEAWAYS

•  Start with the end in mind. Intentionally align to the performance requirements that help organisations achieve goals,
• Don´t measure too many things.
• One person in the team needs to be assigned to focus on measuring impact.
• Measuring impact means measuring performance, how effectively people are working, and how that affects business outcomes. Several examples are shared during the episode.
• There will be times when you cannot measure the impact.
• Go in with a performance mindset, not just an L&D one.
• Be realistic about what can be achieved and measured.

BEST MOMENTS
'If your first discussion with business partners and stakeholders is about training, it's more than likely that you are headed in the wrong direction for alignment. '
'In essence, you're then seeing yourself as a performance consultant first, and an l&d practitioner second,'
'When I talk about performance, I'm talking about skills, capability, talent, behaviour, and actions. '
'Training and learning will not do it alone. '

Kevin M.Yates Bio
Kevin is the Learning & Development detective, solving the mystery: “What is the impact of learning?” He does this by investigating how learning activates performance and business goals. He is also author of the eBook, 𝘓&𝘋 𝘋𝘦𝘵𝘦𝘤𝘵𝘪𝘷𝘦 𝘒𝘪𝘵 𝘧𝘰𝘳 𝘚𝘰𝘭𝘷𝘪𝘯𝘨 𝘐𝘮𝘱𝘢𝘤𝘵 𝘔𝘺𝘴𝘵𝘦𝘳𝘪𝘦𝘴, in which he shares the secrets to his success. for investigating and measuring impact.
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/

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/
LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ 
L&D Collective: https://360learning.com/the-l-and-d-collective/
Blog: https://360learning.com/blog/
L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

We’ve both been in Learning & Development (or Training, as it was known) since the 1990s. It seems that so much has changed and yet so much remains the same. I.e., Classroom training was the primary means of development, tech was emerging but seen as supplementary (and perhaps inferior), and we struggled to demonstrate our value beyond attendance and satisfaction. And yet the nature of work has evolved, technology has advanced enormously, employee expectations have shifted, and work patterns are more flexible.
So how has the nature of leading L&D changed and what’s the key to successfully evolving?

KEY TAKEAWAYS

•  Cultural intelligence has become increasingly important for L&D.
• Blended learning provided with context is greatly improving effectiveness.
• Identifying the goal and how it will be measured is important, but the measurement needs to be simple.
• L&D needs to be an integral part of the team.
• Simulations are proven to be effective in teaching complex skills.
• AI could be used to generate different scenarios, for people to respond to and test their skills so they can gain confidence.
• Proving tech before it is rolled out is essential.

BEST MOMENTS
'We tend to be an industry that moves pretty fast, sometimes too fast. '
'Drill down and say what are the real skills and behaviours that are the difference between normal performance and really high performance.'
'We've seen a huge opportunity with chat GPT now and generative AI in order to plug some of the gaps.'

ABOUT THE GUEST
John Tomlinson Bio
John is Head of Learning & Development at the UK Foreign Office as well as the host of the Trainer Tools podcast, a writer, and a conference speaker. John is also a qualified coach and has extensive experience in leadership development, change management, and partnering with senior leaders to develop and deliver L&D strategies.

GUEST RESOURCES
You can follow John via:
LinkedIn: https://www.linkedin.com/in/johntomlinson/
Twitter: @JohnRTomlinson
Podcast: https://trainertools.podbean.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/
LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ 
L&D Collective: https://360learning.com/the-l-and-d-collective/
Blog: https://360learning.com/blog/
L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

Have you ever wanted to hear learning experts with different views explore ways in which they disagree? Respectfully, of course.
Well, this is our opportunity to listen in on a couple of L&D titans as they debate.
Enjoy Guy Wallace and Nick Shackleton-Jones as they discuss and debate the differences in their opinions and approaches in response to questions posed by Gabrielle Bayme and moderated by David James.

KEY TAKEAWAYS

• L&D can´t be all fun and games. It also needs a challenge.
• Changing someone's performance is not always about learning, other resources need to be used too.
• Providing effective guidance means you do not need such a highly skilled workforce.
• People need context, show them how to apply what they learn to their job.

BEST MOMENTS
'Effortable learning is critical.'
'Your analysis has to look at the entire context. '
'We've got to start whitewashing the problem. '

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 GUESTS
Gabrielle Bayme Bio
Gabrielle is Chief Learning Officer at the New York City Mayor's Office of Management and Budget and a forward-thinking Learning and Development leader with 20+ years of experience of designing, facilitating, and managing learning programs throughout the entire learning lifecycle and building innovative learning solutions from the ground up. A lifelong learner and promoter of emerging best practices, cutting-edge tools and techniques, and performance consulting approaches. Gabrielle is passionate about helping organisations and other talent development professionals make the shift from "training" to "performance" believing that learning solutions should focus on practice over content and should have a measurable impact on the work itself.
You can follow Gabrielle via:
LinkedIn: https://www.linkedin.com/in/gabrielle-bayme/

Nick Shackleton-Jones Bio
Nick is a genuine thought leader in Learning & Development, responsible for coining the ‘courses to resources’ shift and the effective context model of learning.
He began his professional life as a psychology lecturer and went on to lead learning functions at Siemens, BBC & BP. He’s now a consultant and author of ‘How People Learn’ (Kogan Page, May 2019) as well as winning several awards for people development strategy, innovation, and learning content, including the Learning & Performance Institute’s Award for Services to the Learning Industry, 2017.
You can follow and contact Nick via:
Twitter: @shackletonjones
LinkedIn: https://www.linkedin.com/in/shackletonjones/
How People Learn: https://www.amazon.co.uk/How-People-Learn-Designing-Performance/dp/0749484705

Guy Wallace Bio
Guy is a Performance Analyst and Instructional Architect and has been designing and developing Instruction/ Training/ Learning and Performance Support content for Enterprise Learning and business-critical target audiences since 1979. In 2010 he was the recipient of ISPI’s Highest Award, approved by two successive Boards of Directors, Honorary Life Member, for his contributions to the technology of Performance Improvement, and his contributions to the Society.
You can follow and connect with Guy via:
Twitter: https://twitter.com/guywwallace
LinkedIn: https://www.linkedin.com/in/guywwallace/
Website: https://eppic.biz/

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/

What does a pivot to performance-oriented L&D look like in a fast-paced high street environment? In this episode, Lila Warren, Global Head of Retail Academy at Pret a Manger, shares her motivations and approaches to affecting performance with learning solutions designed to make a meaningful impact.

KEY TAKEAWAYS

•  L&D should be seen as the experts, somewhere people automatically turn to solve problems.
• Be relentless about understanding the problem you are solving.
• If people have not actually used what you taught them 9 months before they have probably forgotten it.
• Learning needs to be delivered at the point of need. Often, on the job itself.
• Identify who is going to support the learner when they are doing their job, they will be the ones who can see if the training works. 
• L&D needs to step into the world of those they are seeking to influence rather than expecting people to step into the world of learning.
• Training does not have to be a course; it could be a list of resources or a simple memo or short video to remind people of how to deal with an issue or do something. 
• There is a lot more to development than learning. To solve the problem, you need to collaborate with other departments.

BEST MOMENTS
'The point of need is extremely important.'
'The intervention on the reinforcement of learning isn't necessarily with the training department. '
'It's you going forward and say, I've noticed that we have a problem with that. And I think we can help.'
'The trick is to be completely consistent with your approach.'

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 GUEST
Lila Warren Bio
Lila is Global Head of Retail Academy at Pret a Manger, a counsellor, and psychotherapist and makes it her goal to create and embed solutions that drive employee engagement and performance.
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/

Measuring impact is notoriously difficult but without it, our profession cannot progress, and we won’t fulfil our potential. There is a huge role for Learning & Development in the upskilling and reskilling efforts required to plug the skills gap, but we won’t do that without holding ourselves accountable for actual impact. In this episode - and first in a mini-series on L&D impact - our panel explores what this means and the practical steps it will take us to make a planned and meaningful impact.

KEY TAKEAWAYS

• Work out in advance how you are going to measure the outcomes.
• Get down to the brass tacks of what each department and person should be doing.
• Seek clarification, and ask what does that look like?  Often, it will take time to get proper answers.
• Communicate your success using stakeholder metrics and language.
• Use success case interviews and qualitative data.

BEST MOMENTS
'What we're striving to do then is show that our training or learning interventions can impact on some business metric. '
'Make impact a forethought rather than an afterthought.'

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/

Bonnie Beresford Bio
Bonnie is a human capital strategist and performance consultant, researching, designing, analysing, and evaluating human performance improvement initiatives that are aligned with real business needs that are focused on improving measurable business outcomes. Bonnie is also the creator of the Measurement Map(R) to illustrate the causal chain of evidence between human capital interventions and measurable business outcomes.
You can follow and connect with Bonnie via:
LinkedIn: https://www.linkedin.com/in/bberesfordphd/
Website: https://www.gpstrategies.com

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

Kevin M.Yates Bio
Kevin is the Learning & Development detective, solving the mystery: “What is the impact of learning?” He does this by investigating how learning activates performance and business goals. He is also author of the eBook, 𝘓&𝘋 𝘋𝘦𝘵𝘦𝘤𝘵𝘪𝘷𝘦 𝘒𝘪𝘵 𝘧𝘰𝘳 𝘚𝘰𝘭𝘷𝘪𝘯𝘨 𝘐𝘮𝘱𝘢𝘤𝘵 𝘔𝘺𝘴𝘵𝘦𝘳𝘪𝘦𝘴, in which he shares the secrets to his success. for investigating and measuring impact.
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/

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/
LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ 
L&D Collective: https://360learning.com/the-l-and-d-collective/
Blog: https://360learning.com/blog/
L&D Master Class Series: https://360learning.com/blog/l-and-d-masterclass-home/

In 2021, Michelle published her book, The L&D Handbook, aimed at providing practical steps and tools for L&D professionals wanting to move away from traditional classroom teaching but not sure where to start. Since then, the need for this pivot has only increased. In this episode, we explore what L&D can do to make a greater impact in what is likely to be a tough time for all.

KEY TAKEAWAYS

• The handbook provides a framework for L&D professionals to dip in and out of.
• Live online learning is a great example of how L&D can become more dynamic and quickly transfer knowledge.
• Whatever format you use, it must always address and solve a real issue.
• Play into the language and culture that the business uses.
• There is huge value in using old-school text and checklists for certain tasks.
• In the right situation, physically doing something in VR is incredibly powerful.
• Be creative in your thinking to get more out of the learning experience without spending more.

BEST MOMENTS
'It's a handbook. It's a dip-in-and-out type of thing…. I certainly don't expect anyone to start at the beginning and finish at the end,'
"We get lost in chasing engagement when really, we should be just chasing doing stuff that works. '
'It's all about having these better conversations, isn't it? It's all about having a better set of questions to ask. '

Michelle Parry-Slater Bio
As well as the author of The Learning and Development Handbook, Michelle works with corporate, public, and third-sector organisations to improve their people development offer. In 2017, Michelle headed up the Volunteer Learning & Development team in Girlguiding UK, supporting the digital learning transformation which is taking place for Girlguiding’s 80,000+ adult volunteers.
You can follow and connect with Michelle via:
Twitter: https://twitter.com/MiPS1608
LinkedIn: https://www.linkedin.com/in/michelleparryslater/
Book: https://thelndhandbook.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/

Would it surprise you to learn that 40% of executive transitions fail during the first 18 months? These can work out to be expensive failures. So, what can L&D do to ensure a more successful transition? In this episode, Navid Nazemian, author of Masting Executive Transitions shares insights and practical steps that organisations can take.

KEY TAKEAWAYS

•  The ripple effect means that every executive transition failure costs about 10 to 30 times their salary.
• Most executives get no extra support or training when they transition.
• The failure rate between internal and external hires is not that different.
• Navigating politics (organizational diplomacy) is a challenge. Providing an honest roadmap helps.
• Someone needs to sit down with the executive and map out the stakeholders in detail.
• Hiring a transition coach is a worthwhile investment.
• Ask each executive what areas they need the most help with.

BEST MOMENTS
'Soft skills are only soft when they are out of context. '
'The theory behind what an executive does is as different as it could possibly be to the actual experience.'
'Less than 10% is spent on making that same hire successful. '

Navid Nazemian Bio
When it comes to executive transitions, award-winning author Navid Nazemian speaks with an authority that is grounded in research and complemented by authentically demonstrated experience. His ICF-accredited coach education took him on a three-year journey across three continents in Europe, Africa, and America. 
Working with over 100 C-level coaching clients worldwide, Navid distils key insights, guidance, and coaching for maximizing leadership impact in Mastering Executive Transitions: The Definitive Guide. Using strategies designed to avoid and overcome obstacles quickly, Nazemian has helped numerous coaching clients to successfully eliminate unproductive actions and solve their toughest, most complex transition challenges.
In 2022, Navid was awarded the global winner of Coach of the Year by CEO Today and HR Most Influential Practitioner by HR Magazine.
You can follow and connect with Navid via:
LinkedIn: https://www.linkedin.com/in/navidnazemian/
Mastering Executive Transitions: The Definitive Guide: https://www.masteringexecutivetransitions.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/

So far, it seems 2023 has been the year of Chat GPT but what does it mean for L&D? Should you be using it now? Should your learning tech provider be incorporating it into their platform? Does this mean that the robots are coming for our jobs? This episode offers an intriguing glimpse into the future of corporate learning and the transformative potential of generative AI.

KEY TAKEAWAYS

• Generative AI is here to stay.
• Seek out those who are using it and learn from them.
• Play with ChatGPT, take a real-life learning need, and use it to create a solution.
• People need support when learning. ChatGPT actually can be a learning assistant.
• ChatGPT 4 is way more advanced than 3.5 and includes an API so you can link it into other systems.
• Khan Academy, Duolingo and others are already accelerating learning using AI plugins.
• Creating learning content is much faster and cheaper using AI and opens up the chance for users to do it too.

BEST MOMENTS

'It´s mind-blowing… It´s not a fad '

' It´s dialogue not a monologue. '

'Generative AI draws upon a body of knowledge that is sort of infallible. '

'(Using AI) learning and development can be truly achieved bottom up. '

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 on the podcast ‘Great Minds on Learning).

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/

Website: https://t.co/c6Wvp8yOOZ

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

Khan Academy + ChatGPT4: https://www.youtube.com/watch?v=rnIgnS8Susg

South Park ChatGPT episode is Season 26 Episode 4 - Deep Learning

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/

Organisations are facing a skills crisis, and some are more aware than others. But these organisations will find themselves let down by their L&D departments if the market-driven myths around skills development are believed. As Peter Sheppard and David James discuss in this episode, skills can only be developed if they are understood in the context in which they are to be employed. There are no silver-bullet solutions that enable companies to avoid this.

KEY TAKEAWAYS

• Companies and individuals see developing the right skills as a way to give themselves a competitive edge.
• Providing people with the chance to learn and enjoy career mobility improves retention.
• Maintaining up-to-date, high-quality skills data is essential. How that can be done is discussed in-depth during the episode.
• Demonstrating that the skill has been learned to a point where it can be practically applied is important. Simulations are one way to do this.
• Making it easy for people to learn, motivates them to learn even more.

BEST MOMENTS

'Skills' is the first top-down initiative that individuals have latched onto. '

'The vast majority of people in the workforce can expect to reskill during the next 8 to 10 years,'

'Create more of that daily learning. '

'Start with solving problems. '

Peter Sheppard Bio

Peter is the Global Head of L&D Ecosystems at Ericsson. He has a broad HR background in L&D, talent management, employee relations, and general HR. Working with all aspects of several businesses including sales, manufacturing, research, and development, Peter has built up great experience in "blue chip" tech companies: IBM, Philips Electronics, and now Ericsson.

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/