Discover how neuroscience, psychology, and behavioral science can help organizations design learning experiences that drive lasting behavior change. Also Listen - Hacking the Brain for Behavior Change

Podcast Takeaways

Behavior—not just knowledge—should be the core goal of corporate training.
Matt’s 3-step model, Specificity,  Context and Connection
Avoid overloading programs—start small, go deep, and focus on critical behaviors.
Military and aviation training offer powerful parallels for L&D effectiveness.
Specific behaviors are easier to train and measure than broad skills.
Simulating real-world contexts (like phone-based sales practice) improves retention.
Repetition and graduated learning (low-to-high stakes) support long-term change.
Most programs fail due to a lack of focus, relevance, or time investment.
Learning must connect emotionally—what’s in it for the learner matters.
Effective L&D is less about content and more about behavior-driven design.

Discover why performance should guide L&D strategy and how aligning learning with business outcomes can improve workforce capability, productivity, and impact. Also Listen - Why Performance Must Be the North Star of L&D

Podcast Takeaways

•L&D’s true purpose is accelerating performance—not just delivering learning.
•The half-life of skills is shrinking, demanding faster upskilling and reskilling.
•L&D must align with business strategy and define clear performance outcomes.
•AI is a valuable co-pilot—but empathy, creativity, and judgment remain human strengths.
•ROI in training should be tied to value creation, not just cost-cutting.
•Learning teams must sometimes say "no" when solutions don’t serve strategic outcomes.
•Collaboration between stakeholders and vendors is critical for success.
•The future of learning is not AI vs. humans—it’s AI with humans.