The Learning & Development Podcast David James

Jobs-to-be-Done is best defined as a perspective — a lens through which to observe markets, customers, needs, competitors, and customer segments differently, and by doing so, make innovation far more predictable and profitable. In its application to Learning & Development, it is an approach to truly understand the needs of both employees and L&D in order to develop products that make a predictable and demonstrable difference.

 

KEY TAKEAWAYS
Many organizations waste a lot of time and resources on things that do not really add value.
Having a granular understanding of who your customer is and what their needs are is essential for an L&D department.
Invest time upfront in identifying the customer's actual needs. Focus on tangibles, things that can be properly quantified and measured.
Focusing on the jobs that need to be done, improves understanding. It produces highly focused and tailored L&D products that solve actual problems rather than just perceived ones.
Employees are business performers, not learners. Looking at them like this helps to ensure that training enables them to grow and perform better.
In the podcast, Tony shares the 5-step outcome-driven innovation process that ensures you focus your energy in the right places.
Be sure to involve the people who actually do the jobs. They are the ones that have an in-depth understanding of each process. Knowledge that their manager doesn't have.
The Jobs-To-Be-Done approach can be applied anywhere.

BEST MOMENTS

'Focus the entire organisation around a common understanding of needs, so that everyone´s pushing in the same direction to create customer value. '

'What makes education so complicated is that there are multiple stakeholders in it for different reasons.'

'Once you know what the unmet needs are you can make the right decisions '

'Innovations is a science, you don´t have to guess at this'

VALUABLE RESOURCES

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

EPISODE RESOURCES

You can follow and connect with Tony via:

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

Website: https://strategyn.com/tony-ulwick/

Twitter: @Ulwick

Jobs To Be Done eBook: https://jobs-to-be-done-book.com/

 

ABOUT THE GUEST

Tony Ulwick is the author of the original Jobs-to-be-Done book, What Customers Want, his recent release, JOBS TO BE DONE: Theory to Practice, and additional articles on ODI published in HBR and MIT Sloan Management Review. Through his involvement in hundreds of innovation initiatives, Tony has helped companies reinvent underperforming products, create new business models, and build and implement company-wide innovation programs. His work is cited in hundreds of publications.

 

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/

See omnystudio.com/listener for privacy information.

The opportunity with digital L&D has always been to achieve more but when online learning has been resisted by employees and with eLearning being tarnished by poor click-next courses, it seemed the opportunity was beyond us. However, by pivoting to Agile, working closely with their clients and leading with resources Sebastian and his team at Vitality Health address almost 10x the number of projects they could before; they’ve achieved real results, and grown their team because of their success. So it is possible. Find out how in this episode.

 

KEY TAKEAWAYS
Resource L&D customised L&D reduces training time by 56%.
Effective training that does not take people away from their jobs for long is what businesses want.
To be truly relevant and up to date training needs to be created fast. Sebastian´s team do it in about 7 days.
Sit down with your client and use data and guided processes to help them to identify the critical tasks and the steps the training needs to cover.
Trust the end user to tell you what they need and be guided by them when tweaking the training.
Analyse after every release and make adjustments to make the training better, based on feedback from your client and trainees.
The training you provide needs to be fluid and able to evolve as the business does.
You want people to be able to dip in and out of your training resources to address small skill gaps without having to take a full-blown course, every time.
The tools the L&D department provide should not be limited to courses or handouts. Things like calculators and other modern resources can be provided too.
L&D has to be an integral part of the business. It plays a role in delivering the right product at the right time to the customer.

 

BEST MOMENTS

'L&D departments can demonstrate value'

'Identify what needs to be done, not what people need to know.'

'The number one thing for us is to be able to support our staff members to be able to do their job as quickly and efficiently as possible.'

 

 VALUABLE RESOURCES

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

ABOUT THE GUEST

Sebastian Tindall

Sebastian is Head of L&D at Vitality Health and has also held strategic roles in Santander Bank and The Co-Operative Bank. Over recent years his work with global L&D functions in South Africa, India and the USA have catalysed his passion for creating a diverse range of innovative high impact learning solutions.

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/

See omnystudio.com/listener for privacy information.

The step-up into L&D leadership can often be underestimated because it’s hard to understand unless you’re doing it. Too often L&D professionals bemoan the absence of the conditions for change but this is where leadership comes in. In this episode, we discuss what it means to become a leader of an L&D function, what the new expectations are, what a leader needs to do, and how to bring people with them.

 

KEY TAKEAWAYS
Successful L&D teaches people the skills they need to solve problems the business faces.
L&D is about creating business solutions.
When your L&D strategy is resisted, show true leadership. Stand your ground and negotiate for the type of L&D you know the business actually needs.
Don´t wait for the perfect conditions to modernise. Take the lead instead.
Establish where people are on the learning development readiness scale and tailor what you offer to that individual's needs.
Facilitation is a key component of successful L&D. In the podcast, Paul explains how he uses book clubs to break down barriers and facilitate change.
Getting people to learn together is fantastic for team building and reducing the hierarchy.
You can´t force change. Guidance, support, and two-way conversations are essential when leading people to do things differently.
Give people what they ask for, add something extra, then watch them adopt and use those new techniques and skills.
Be humble enough to recognise that you do not know it all.
Develop your network. It is great to have someone to turn to for counsel.

 

BEST MOMENTS

'You are not developing learning and development solutions. You´re developing business solutions.'

'Ask where do they sit on the learning and development readiness scale, tailor that story to their needs and bring them on the journey.'

'The art of negotiation is getting a deal. '

 VALUABLE RESOURCES

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

EPISODE RESOURCES

Scrum by Jeff Sutherland

 

ABOUT THE GUEST

Paul Smith

Paul is Head of Learning & Organisational Development at Retail Prodigy Group in Melbourne Australia, having relocated from London whilst working with Apple. Since then, Paul has led Learning and Talent functions with BUPA Australia, Momentis, CPA Australia, and Officeworks.

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/

See omnystudio.com/listener for privacy information.

Stepping up to L&D Manager can be both exciting and daunting but we can all learn from those who’ve done it already. In this episode, Jack describes his role, his assimilation, and his development, alongside the expectations and experiences that have helped him establish himself at this new level. 

KEY TAKEAWAYS
Becoming a manager is a huge change. You actually are changing your career when you take on a management role.
Don´t spend too much time continuing to do the work you did and were good at before. If you do you will stretch yourself too thin.
You need to manage your profile in your organisation to make sure you get credit for what you do.
Jack spends about 20% of his time supporting and developing his team.
A big chunk of the role is providing air cover for your team. Managing expectations, keeping them away from the stress, etc.
Your team must know what is going on in the business as a whole. What its goals and priorities are.
Pause regularly to think about the problems you are trying to solve and check you are on track.
You need to put your internal customers at the heart of everything you do.
To prepare to become an L&D Manager, benchmark yourself and work to fill any gaps.
Step out and push yourself to develop and practice management and leadership skills.
When you first become a manager you may need to push to be included in the right conversations.

BEST MOMENTS

'What we get back from working with the team, is brilliant '

'Progressing as a manager is a career change'

'We´ve just not got all of the answers. But we are willing to go and seek them'

'Don´t wait to get your seat at the table. Pull up a chair or ask for it. '

ABOUT THE GUEST

Jack Lockhart Bio

Jack is Learning Experience and Performance Manager at PerfectHome, having progressed to manager-level via L&D roles at Virgin Media and The Training Foundation. Jack is a prominent voice on social media relating to modern L&D practices and approaches that drive demonstrable value to organisations. 

You can follow and connect with Jack via:

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

 VALUABLE RESOURCES

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

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/

See omnystudio.com/listener for privacy information.

Starting your career in L&D can be exciting and daunting. Where do you start? Which skills are important? What pitfalls must you avoid? Especially in these times when the whole profession has shifted and digital approaches are transforming the practice. In this episode, Lexie Hockaday (Junior L&D Product Manager) explores her own journey and development, alongside her line manager, Anne-Marie Burbidge (Head of Learning & Development).

KEY TAKEAWAYS
There are many ways into L&D. Not everyone has to do a learning apprenticeship.
Spend time out in the business building up your understanding of how things actually work.
Focus on what the business is trying to achieve so that you can deliver effective training.
Follow up on your trainees to ensure that what you offer is delivering results.
Digital resources enable you to curate content, constantly update it and deliver training fast.
Learn to utilise the data you can extract from the tech systems you use.
In many cases, light solutions e.g. a short how-to video is the answer, rather than a full-blown course.

BEST MOMENTS

'One of the beauties of learning and development is you can come in from any number of routes.'

'I always start with what´s the why, what are people and the business trying to do? '

'Keep the end-user, the human, the person at the heart of everything you do. '

'I see learning and development as part of the overall employee experience. '

 

 VALUABLE RESOURCES

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

ABOUT THE GUESTS

Anne-Marie Burbidge Bio

Anne-Marie is Head of Learning & Development at Utility Warehouse, a UK-based multiservice utility provider, and draws on 15 years experience of running L&D teams. Anne-Marie is keenly interested in Agile principles and understanding how data can help us, using a range of tools and approaches to understand what's really going in order to grow capability and confidence effectively.

Lexie Hockaday Bio

Lexie is Junior L&D Product Manager at Utility Warehouse and - at the point of recording - is studying on the CIPD Level 5 Qualification in Learning & Development.

 

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/

See omnystudio.com/listener for privacy information.

Is a Learning Culture essential if an organisation is to realise the potential of its people or is it, perhaps, a false nirvana? In this episode, it is explored when and how it becomes possible to develop a Learning Culture, we bust some myths around it and seek to empower L&D to begin it’s progression right now rather than wait for the perfect conditions - because those will never arrive.

KEY TAKEAWAYS
A learning culture has tended to mean that companies believe their learning departments or content is adequate. However, these are merely provisions.
A learning culture is the point at where people can access learning at any time with no barriers to entry, and where access is encouraged.
Before we develop a learning culture, it's essential to switch the conversation from learning performance and results, and not delaying the progress by thinking we have to change the culture first.
No CEO will ever lose sleep over how many people have not completed courses. We need to be using measurements and metrics that business managers understand.

BEST MOMENTS

'It is literally the lifeblood of the company'

'That is not a learning culture - that is a provision'

'I believe there is so much more than people completing courses and happy sheets'

'We're seeing much more of a "need to have" than a "nice to have"'

 VALUABLE RESOURC ES

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

ABOUT THE GUEST

A multi-award winning Learning leader with experience of heading up international Learning & Talent functions. Having worked across different organisations and sectors, Dr Hannah Gore has in-depth - as well as hands-on - knowledge of what it means to successfully align L&D with business outcomes and select the most appropriate approaches in order to make a demonstrable difference. Now a consultant, lecturer and Board Director at the eLearning Network, Hannah is an influential figure in L&D, helping to promote Learning Cultures as a way of achieving real results.

You can follow and connect with Hannah via:

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

Twitter: @HRGore

Website: https://drhannahgore.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/
LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/
Website: https://www.looop.co/

See omnystudio.com/listener for privacy information.