The Learning & Development Podcast David James

Since Shannon first appeared on the podcast in 2021, podcasting has grown exponentially into a mainstream channel for organisations and individuals. However, despite this growth, it is still a marginal tool in corporate learning and not fully embraced for its potential to make culture accessible and make exclusive conversations open for employees to hear. In this episode we address some of the challenges organisations face - and overcome - to make podcasting work for them.

As organisations face disruption from digital advancements, a parallel skills shortage is being experienced in the labour market. In the face of these two challenges, Learning & Development teams are seeking ways to make a predictable and reliable impact on developing their people. In this episode, we explore what Aviva is doing to upskill and re-skill in digital skills to ensure the company thrives in the future.

Business impact is an elusive goal for Learning & Development, but it needn’t be. In this episode, as part of a series on achieving measurable impact, Bonnie Beresford unpacks what we should mean by business impact and how we make it attainable as well as planned and measurable.

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/
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/

 
This show was brought to you by Progressive Media

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.

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.