40 episodios

This is a fortnightly topical podcast show for L&D professionals. Each episode David James will be discussing and debating topics affecting the profession today, alongside various guests.  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. Twitter: @DavidInLearning LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

The Learning & Development Podcast David James

    • Profesiones

This is a fortnightly topical podcast show for L&D professionals. Each episode David James will be discussing and debating topics affecting the profession today, alongside various guests.  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. Twitter: @DavidInLearning LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

    The Learning and Development Podcast Live

    The Learning and Development Podcast Live

    The Learning and Development Podcast Live

     

    It’s a strange and worrying time for us all at the moment and the role of L&D will need to adapt in response. 

    But will it be enough to send people to the online content we had before? Well, if it wasn’t before, how can it be the case now?

    Many of the changes we were beginning to see in our profession are likely to be required more quickly (data-driven decisions, performance-focused and user-centric digital solutions) as we seek to make a meaningful difference, remotely.

    In this special upcoming episode of the podcast, we’ve invited an experienced panel, Bob Mosher, Adam Harwood and Barbara Thompson, who will share their insights, alongside their challenges, hopes and fears. But, overall, we’ll be exploring the big opportunity for L&D to step up and achieve more. More than we might have hoped we could with the limitations thrust upon us.

    Join us for this live podcast on Apr. 8, 2020 at 3:00 PM BST. 

    Register here:  https://register.gotowebinar.com/register/1871022850106365453

    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/

    • 1m
    Data & Analytics - With Trish Uhl

    Data & Analytics - With Trish Uhl

    It’s not a case of ‘if’ but ‘when’ L&D fully jumps onboard with Data & Analytics.

    This is the view of Trish Uhl, who, in this episode, explores how data has already transformed organisations, industries and consumer expectations and why L&D can no longer wait until the hype has passed. L&D is late to the party but the good news is it’s not too late. 

    KEY TAKEAWAYS
    What few people in L&D really understand about how data can help their business practice is:

    It’s not just about having numerate skills
    It’s about quality, not just quantity
    Data should be formative, not just used in retrospect
    We need to have the right perspective in order to understand the urgency moving forward. Data and analytics have existed in L&D for decades. The period we’re in now is not the “early adopter” phase, but the mainstream.
    In businesses and organisations today, we’re in the largest IT migration in the history of humankind. We’re moving from information processing to cognitive computing. Data is not just for archives anymore, but also for dynamic use that allows us to anticipate.
    In much the same way that households are now using a more data-centric environment to determine things like energy usage, businesses too, should be using data in a more immediate way to determine direction.
    People are put off by the fact that data is seen as a monolith of numeracy, when in fact the figures themselves are a small percentage of how data should be translated and used.
    The first thing we have to do is change our minds about being right. We need to be willing to be wrong. We have to be willing to test and experiment to see if we’re on the right track.
    The world is moving whether we’re on board or not. Through productivity tools, we can see the data flowing through our business, and see how effective our on-boarding strategies are. 
    It starts with an assumption or a hypothesis. Ask the question, and instead of looking to previous, perhaps outdated methods of answering it, look to how we can find creative ways to seek out the solution. 
    If we fail to adopt and create new ways of learning, then how can we hope to implement new ways of working? To avoid it, we need an adaptable learning eco-system.

    BEST MOMENTS
    ‘It’s being a “citizen-data” scientist’
    ’There is no big reveal at the end’
    ’The early adopter phase is over’
    ‘It’s no longer about aspiration, it’s about expectation’
    ‘We’re putting intelligence into our households’
    ’80% is coming up with the right questions of value’
    ‘What you’re describing here isn’t the future of L&D, but the present, and we need to grab hold of’
    ’This digital disruption requires that people in enterprises adopt new ways of working'  

    ABOUT THE GUEST

    Trish is a globally experienced strategist and consultant leveraging data science, artificial intelligence (AI), emerging technology, analytics and evidence-based actionable insights to deliver business value. Her work sees Trish keynote speaking at conferences, teaching workshops and working directly with client leadership teams across North America, Europe, Asia, the Middle East and Africa.

    You can follow and connect with Trish via:

    Twitter: @trishuhl

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

    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/

    • 49 min
    Is L&D Solving Real Problems. With Rob Moors!

    Is L&D Solving Real Problems. With Rob Moors!

    ‘To solve real problems requires challenge, and a change in mindset and skillset’

    Is L&D really prone to solving problems that are only really problems for L&D and neglecting the real problems that our organisations and employees need addressing? In this episode, the topic is explored and examples given of where L&D are guilty and what we all need to do instead.

    In this episode, David is in conversation with Rob Moors who has considerable experience in Learning and development and is passionate about connecting L&D professionals with real problems and equipping them with the understanding and skillset to make a difference.

     

    KEY TAKEAWAYS
    A non-problem is a symptom and in L&D it is still the symptoms that are dealt with.
    Why do L&D attempt to solve non-problems?
    L&D measure themselves through how many people apply to do their courses and don’t always align themselves to the vision and organisational goals of the company.
    How many training courses have been supplied rather than how many problems been solved.
    It’s about concentrating on what important not what’s urgent.
    To solve real problems requires challenge and a change in mindset and skillset that L&D may not have.
    It’s not just L&D professionals who need to change its also a requirement of the stakeholders to change to uncover the real problems.
    L&D need to be performance partners understanding what they are trying to achieve within and for the organisation.
    Switching from the language of training to the language of performance is critical if you want to uncover real problems.
    By understanding what’s really going on and what needs to go on, the blockers and what is actually being experienced by people working in the situation L&D can then influence and do something that actually works.
    The key actions are;
    Trust in the positive intention of others – reconnect everyone with the vision and goals of the organisation.
    Believe in people to help you  find the answers – L&D professionals often only ask other L&D people
    Understand your team and you are your responsibility -  you need to be your own case study to move forward and develop.

     

    BEST MOMENTS

    ‘L&D professionals are not intentionally getting up every day intending to be ineffective’

    ‘There will be 3 or 4 critical things going on in an organisation at any time and its vital L&D prioritise those’

    ‘Look to achieve the greatest value over the greatest number of people’

     

    VALUABLE RESOURCES

    The Learning & Development Podcast 

     

    ABOUT THE GUEST

    Rob Moors

    Rob has been Learning & Development professional for over 20 years; with large organisations such as Sky, TalkTalk and the NHS, as well as a number of smaller tech security enterprises. Rob’s passion is that of bridging the gaps between training and learning; learning and performance; and performance and people. 


    Rob is now Chief Learning Officer with Learn Do Get.



    CONTACT METHOD

    You can follow and connect with Rob via:

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

    Company LinkedIn: https://www.linkedin.com/company/learn-do-get/

    Website: https://www.learndoget.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?lang=en

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

    Website: https://www.looop.co/

     

    • 37 min
    The Pivot From ‘Learning’ to ‘Performance’ With Guy Wallace

    The Pivot From ‘Learning’ to ‘Performance’ With Guy Wallace

    In this fascinating episode packed with thought-provoking content David is in conversation with Guy Wallace, Performance Analyst and Instructional  Architect for Enterprise, Training and Development.

    With more than 40 years in the field of Learning & Development, Guy Wallace knows that focusing on performance and taking the time to analyse the performance context is essential for making meaningful change. The problem is, he’s been banging this drum for decades and the profession is still yet to fully switch on to this. In this episode, David and Guy explore the current state of L&D, what it’s going to take for the profession to refocus and Guy’s rich experience.

     

    KEY TAKEAWAYS
    Our clients come to us because they think that the training will solve their problems.
    They really want to improve the performance impact and they see training and learning as a means to that end.
    A lot of content is focused on topics. We don’t teach reflecting the performance orientation
    We don’t look at the current performance state or the variables and the barriers.
    In Learning and Development, we give the hard work to the learner expecting them to be able to transfer the learning into their context.
    When you have reviewed and created a gap analysis if you can’t resolve the gaps you need to teach the novice performers what the master performers already know.
    In a facilitated group process 8-12 subject matter experts along with supervisors, management work together to produce a performance output model and then review what’s missing, what are the barriers.
    You need to account for what people already know and then provide self-paced content training.
    Teams that aren’t afraid to ask the difficult questions are those that make the most difference.
    The more that is explored in discovery and analysis, the higher the chance of doing things that will make an impact.
    With technology Learning and Development can centralise job/performance aids making them easily accessible and evergreen.
    The question is do we understand the performance context? do we understand things as a system flow?
    Learning and development professionals initially learn in the classroom, learning from delivery onwards so it takes time for them to be able to have conversations around performance.
    A pivot is required from learning focus to performance focus

     

    BEST MOMENTS

    ‘Learning and Development  will either disrupt or be disrupted’

    ‘The research shows that all of us operate on non-conscious knowledge – we don’t even know what we know’

    ‘We are opportunity-rich and legacy poor’

     

    VALUABLE RESOURCES

    The Learning & Development Podcast 

     

    ABOUT THE GUEST

    Guy Wallace Bio

    Guy Wallace 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 for 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 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?lang=en

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

    • 48 min
    Workflow Learning With Conrad Gottfredson

    Workflow Learning With Conrad Gottfredson

    Workflow Learning, Learning In The Flow of Work, or Learning at the Point Of Work? However we wish to call it, guidance and support at the moment they need it is a sure fire way of gaining engagement in L&D solutions and, more importantly, helping people do more of the right things in order to get results. In this episode, Conrad Gottfredson, a true pioneer in this field, shares his insights and experience of this methodology and approach.

    
 

    KEY TAKEAWAYS

    Workflow learning environments

    1 Experience acceleration model

    The real environment for learning is the workflow and real learning happens when people apply what they have learnt in the workflow.

    The greatest skill an employee can have is adaptiveness, Its about the transition from formal learning and the reach into the workplace.

    2 Flow of work

    People learn exclusively in the flow of work, this is where we build a digital culture

    This enables individuals to initiate their learning in the flow of work

    3 Gear

    G – gather online to learn

    E – expand understanding

    A – apply what you have learnt

    R – report back and receive feedback

    When we build a workforce solution we draw on all 3 of the models.

    It is around creating an environment where it is seen as a complete solution. You are with them when they need guidance and support the most.

    The discipline of performance support

    This is about understanding that when you build an infrastructure that supports people I the flow of work that carries with it the ability to gather data about how they are doing

    This has opened up our ability to truly measure impact in every way possible

    If you provide people with what they need when they need it then engagement is the least of your problems.

    Having performance support infrastructure enables a move towards workflow learning and also supports more formal learning

    At the heart of the skill set is being able to map the moment of apply, as it occurs in the flow of work.

    We focus on the point of apply at the work flow level.

    Once you have a map and you know what it is you need people to do then you can orchestrate the tasks to fit.

     

    BEST MOMENTS

    ‘You are missing the tools that are needed to measure’

    ‘Organisations waste a lot of time searching for the right tools and resources to do the job’

    ‘Half of what is done formally could be pushed into workflow learning.

    ‘You have to know how to design a solution that encompasses all 5 moments of need’

     

    VALUABLE RESOURCES

    The Learning & Development Podcast 

     

    ABOUT THE GUEST

    Conrad Gottfredson

    Conrad Gottfredson has more than 30 years of experience in the field of Learning & Development and holds a PhD in Instructional Psychology and Technology. His consulting work has helped governments, non-profits, and multi-national organisations wisely employ emerging technologies and methodologies to help people achieve personal and organisational goals. Conrad has pioneered methodologies (The 5 Moments of Need) for developing and delivering Workflow Learning to those who need it, when they need it, in the language and form they require. 

     

    CONTACT DETAILS

    You can follow and connect with Conrad via:

    LinkedIn: https://www.linkedin.com/in/conrad-gottfredson-84149255/

    Website: https://www.applysynergies.com/

     

    The 5 Moments of Need (including White Paper): https://www.5momentsofneed.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?lang=en

    LinkedIn:

    • 46 min
    Is L&D Sleep Walking Into Extinction With James Poletyllo

    Is L&D Sleep Walking Into Extinction With James Poletyllo

    ‘We are not always the best at learning in learning’ 

    David is in conversation with James Poletyllo, Director of the Learning Effect, he has extensive experience in people development and champions the development of the profession and brings challenge to ineffective practice. 

    Is Learning and Development sleepwalking into extinction? 

    This is an uncomfortable question to be asking - let alone to be answering - but it’s an important one. One that James Poletyllo explored in a recent article. In this episode, we dive deeper into our experiences of L&D to seek examples of this and where our profession might need to more consciously evolve to stay relevant. 

    There is a blurring of boundaries as we move into a more connected world and this is an opportunity for L&D to do things differently and in a more agile way, listen in and hear more. 

      

    KEY TAKEAWAYS 
    It seems to be different modes of delivery but the same old stuff. 
    Sometimes you get excited by and driven by the newness of something regardless of whether it is the right solution.  
    A good learning professional is really involved in the business and there to make sure the change that is being implemented will resonant with those on the front line who are trying to make it work and it’s not just one hit and will have real value to the business 
    We are still viewed as not having a real impact on the business 
    We need to get better at creating an architecture and infrastructure that allows a business to learn and share knowledge more quickly and to impart knowledge and information across the business more quickly. 
    There is an opportunity to look at things and ask how we can identify learning opportunities in a more agile way? 
    How can we get solutions out there more quickly? 
    How can we drive personalisation 
    How can we really make adaptive learning work 
    As a L&D professional, we don’t have to know everything but we have to be facilitators of the organisation 
    A myriad of skills are needed in L&D including engagement, data, curation of content, technology and being able to create experiences that add value. 
    Get close to what’s important in the business and ask how are you going to create purpose for the learner. 

      

    BEST MOMENTS 

    ‘We should work on being solution-focused to solve problems at the speed  business needs’ 

    ‘Let’s step back and look at what we are trying to achieve’ 

    ‘We can’t just rebrand we have to do things differently’ 

     

    VALUABLE RESOURCES 

    The Learning & Development Podcast  

    Article ‘Ten reasons why learning and development is sleepwalking into extinction’ 

      

    ABOUT THE GUEST 

    James Poletyllo Bio 

    James has almost 20 years of experience in People Development in sectors as diverse as Telecoms, Local Council, Healthcare, and Hospitality, with many of his roles at a senior level. Now, as a consultant, he champions the development of the profession, whilst challenging ineffective practice that seems to be holding us back. 

    
 

    CONTACT METHOD 

    You can follow and connect with James via: 

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

    Website: https://www.thelearningeffect.co.uk/ 

    Article ‘Ten reasons why learning and development is sleepwalking into extinction’: https://www.trainingjournal.com/articles/opinion/ten-reasons-why-learning-and-development-sleepwalking-extinction 

      

    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 

    Twi

    • 42 min

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