Harald’s Curious Corner

Harald Overaa

Harald’s Curious Corner is where curiosity meets connection. Harald chases that question with a guest, gathers perspectives from voices across the industry, and then steps back to reflect on what it all means. The show unfolds like a story arc, part exploration, part roundtable, part reflection, blending imagination with analysis. The result: trusted insights, meaningful conversations, and forward-looking takeaways that shine a light on where learning is headed next.

  1. 4d ago

    Why AI Adoption Starts With Behaviour

    AI adoption should not be measured by how often someone opens a tool. The real question is whether their behaviour changes. In this episode, I speak with Jerry Pharr, Founder and CEO of Sales Excellence Advisors, about how enablement is evolving as AI becomes part of everyday work. Jerry has worked across enterprise sales, enablement, RevOps, and AI orchestration, which gives him a clear view of where teams often get stuck. He makes the case that managers are the real lever for change. Training can introduce a new behaviour, but regular coaching is what helps it stick. AI can support that process by surfacing patterns and showing where someone may need help. We also look at how enablement teams can start building their own AI workflows without overwhelming users or losing trust. Jerry’s advice is simple: test quickly, learn from real feedback, and improve before scaling. Some curious takeaways: Measure whether AI is changing how people work, not how often they log in or open a toolGive managers simple behavioural data they can use in regular coaching conversationsTest new AI workflows with curious users who understand the role and will give honest feedback Episode highlights: (00:00) Welcome to Harald’s Curious Corner(01:23) The career path from sales to AI orchestration(03:00) Why enablement should focus on behaviour(05:17) Measuring what changes after the training(09:36) The moment AI became impossible to ignore(11:16) Why managers make new behaviours stick(17:12) Measure AI application, not tool adoption(19:53) Reading performance data from right to left(22:17) The five-minute coaching habit that drives change(24:22) How peer coaching creates psychological safety(32:02) Why enablement teams should start building AI agents(36:28) Testing AI quickly without losing user trust Connect with the guest: Jerry Pharr on LinkedIn: https://www.linkedin.com/in/jerrypharr/  Explore Sales Excellence Advisors: https://salesexcellence.xyz/  Follow me on the following sites: Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/  Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

  2. Jul 16

    Building Champions and Earning a Seat at the Table

    "You have to find your sponsors. You have to start with things that you are capable of solving today." That line from Becky Willis, Founder and Chief Learning Officer at Tractus Learning, captures the discipline at the heart of this conversation: influence in L&D is earned, not requested. As the author of 7 Steps to Better Learning Engagement, and former Learning Strategy Leader at Hewlett Packard Enterprise, Becky has spent her career helping organisations, including clients such as HP and Dell, prove that learning only matters when it’s tied to business results. This conversation centres on what Becky calls strategic engagement: the idea that learning succeeds only when it solves real business problems and shows up in real business data. She makes the case that L&D teams asking for a seat at the table are asking the wrong question entirely. The table doesn’t exist until you’ve earned it by delivering measurable outcomes stakeholders actually care about. She challenges learning leaders to stop starting with courses and instead begin with data, executive sponsors, and the priorities keeping business leaders up at night. Her perspective is both candid and practical. L&D shouldn’t lead with a training request. It should lead with a diagnosis. It should build champions across the business, communicate its value like any successful brand, and resist the temptation to bolt AI onto broken systems and call it transformation. As Becky puts it, a dinosaur with wheels is still a dinosaur. Some curious takeaways: A seat at the table is earned, never simply requestedSponsors matter more than the systems you try to buildSolve real business problems before you reach for training Episode highlights: (00:00) Welcome to Harald’s Curious Corner (01:08) Why engagement is strategic, not just classroom training (02:14) Becky's path from business roles at HP into L&D (03:37) What "working" really means for learning and talent (04:39) The onboarding turnaround at a manufacturing plant (05:23) The 40% improvement in retention, time, and safety (07:12) Finding a sponsor who believes in learning (11:44) What's changed: AI and the crisis in L&D value (15:43) Why "a seat at the table" is the wrong ask (19:09) The dinosaur on wheels problem with AI and LMS (22:31) What actually makes someone a true champion (28:53) Where most L&D teams sit on the maturity model (36:17) The HPE case study: growing engagement to over 50% Connect with the guest: Becky Willis on LinkedIn: https://www.linkedin.com/in/beckywillis/ Explore Tractus Learning: https://tractuslearning.com/ Explore Becky’s book, 7 Steps to Better Learning Engagement: https://www.amazon.com/Steps-Better-Learning-Engagement-Business-ebook/dp/B0GHDTRPFZ  Follow me on the following sites: Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/  Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

  3. Jul 9

    Building AI-Native Learning For Real Capability

    Learning is no longer something people leave work to do. It is becoming something the work itself reveals. In this episode, I speak with Shellie Grieve, Director of Learning Innovation & Emerging Technology at ServiceNow. Shellie is helping shape an AI-native L&D strategy inside a complex ecosystem of employees, customers, partners, and product teams, which gives her a very practical view of what this shift really asks of learning leaders. Her point is clear. AI will not simply make old learning models faster. It is forcing L&D to rethink how capability is built, how skills are validated, and how learning shows up in the moments where people actually need it. The future is less about sending people to training and more about recognising what they can do. Some curious takeaways: Build AI strategy around business impact, not shiny toolsTreat skills as evidence gathered through work, not a one-time assessmentDesign learning that appears in the flow of work, where people already are Episode highlights: (00:00) Welcome to Harald’s Curious Corner (01:20) Why innovation now sits inside L&D (03:04) The tension between quick wins and reinvention (06:06) What AI-native learning strategy actually means (09:21) How ServiceNow is becoming customer zero for AI (11:05) Building strategy from research and business reality (16:06) Why skills need evidence from the work itself (22:41) Balancing AI speed with governance and trust (28:54) Why scaling AI is harder than experimenting (32:35) How L&D roles need to evolve (36:58) What smaller teams can do without legacy systems (44:34) Why learning may stop being a destination Connect with the guest: Shellie Grieve on LinkedIn: https://www.linkedin.com/in/shellie-grieve/  Follow me on the following sites: Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/  Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

  4. Jul 2

    Why Your Star Performer Is a Risk: Building a Connected Organisation

    "You won't exist in five years' time if you're not accelerating learning around the organisation." That line from Nigel Paine captures exactly what's at stake for every leader still treating learning as optional. As a globally recognised learning strategist, author, and former Head of Training and Development at the BBC, Nigel has spent decades advising organisations on why knowledge sharing, connection, and culture are not soft ideas, they are survival strategies. This conversation centres on what Nigel calls the connected organisation. He makes the case that when a star performer leaves and takes their knowledge with them, it is not just inconvenient, it is a catastrophe that was entirely preventable. He challenges L&D professionals to stop reacting to training requests and start operating like architects: designing systems that capture tacit knowledge, build genuine connection across teams, and create the conditions where learning can travel fast enough to keep pace with change. His view is both urgent and practical. L&D should not be delivering courses on demand or solutioning before understanding the problem. It should be earning a seat at the executive table by asking better questions, doing real fieldwork, and building the kind of organisational brain that makes the whole stronger than the sum of its parts. Some curious takeaways: Star performers leave, but the knowledge loss was always preventableCulture matters more than the spaces you build for connectionUnderstand the problem before you reach for a solutionEpisode highlights:(00:00) Welcome to Harald’s Curious Corner(01:12) Why knowledge loss is the real cost when star performers leave(02:58) The connected organisation and how knowledge should flow(03:18) L&D as architects of learning and knowledge systems(08:28) How to build quality connections, not just more meetings(14:42) Culture vs infrastructure: what actually enables learning(16:31) Defining culture as the way we do things around here(17:56) Why L&D goes wrong by assuming they know the problem(22:52) Purpose and vision as the antidote to solutioning(24:14) Why buying tech before understanding the problem fails(29:55) Building the organisational brain and winning exec buy-in(32:55) What good fieldwork looks like for executives and CHROs(34:51) Make mistakes, keep learning, and stay ahead of change Connect with the guest:Nigel Paine on LinkedIn: https://www.linkedin.com/in/nigelpaine/ Explore Nigel Paine’s website: https://www.nigelpaine.com/  Follow me on the following sites:Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

  5. Jun 25

    Building AI Capability Through a Human First Mindset

    "You can't make people learn. You can make them do tricks." That line from Katja Schipperheijn cuts to the heart of what's broken in how most organizations think about learning. As a globally recognised learning strategist, and Co-Founder at The Learning Mindset Organization, Katja has spent years advising C-level leaders on why capability building requires more than technology, content, or another AI project. This conversation centers on the ideas behind The Learning Mindset and the new 2026 edition of Learning Ecosystems. Katja shares why The Learning Mindset is rooted in the deeply human side of learning, from imposter syndrome and anxiety to neuroscience, labels, and the need to help people feel capable again. She also explains how Learning Ecosystems has evolved into a more global, holistic view of cognitive learning architecture, where culture, technology, data, and human behavior all shape whether learning can truly take root. Her view is both human and strategic. Learning should not be something people are forced into or measured through outdated frameworks. It should be designed like a garden, built with care, rooted in trust, and eventually strong enough to grow on its own. Some curious takeaways: Lead with imagination and consilience, not just technical skillsYou cannot mandate learning, behaviour change needs a different approachTrust and a lack of human wisdom pose a greater obstacle to the adoption of AI than the technology itselfAI amplifies imposter syndrome and undermines psychological safety.  Episode highlights: (00:00) Welcome to Harald’s Curious Corner (01:09) Why human skills matter more than tech skills (02:12) From learning ecosystems to a learning mindset (07:41) Why organisations approach AI with the wrong mindset (13:33) Trust and imposter syndrome blocking AI progress (18:09) AI regulation and the EU Act divide (21:49) Why imagination and consilience are the future competencies (17:14) Debunking neuroscience myths in learning (23:33) Lean learning and why social learning is being wasted (27:21) Breaking down silos for holistic capability building (33:52) Measuring performance beyond Kirkpatrick (37:22) Buy, build, borrow, bot approach to capability (40:08) Ethical risks of AI and losing practical wisdom (41:53) Why corporate structures block interdisciplinary learning (43:25) The Learning Mindset and Learning Ecosystems Connect with the guest: Katja Schipperheijn on LinkedIn: https://www.linkedin.com/in/katjaschipperheijn/ Explore Katja’s website: https://katjaschipperheijn.com/  Explore The Learning Mindset Organization: https://thelearningmindset.org/ Explore Katja’s book Learning Ecosystems, 2026 Edition: https://www.koganpage.com/hr-learning-development/learning-ecosystems-9781398629899 Explore Katja’s book The Learning Mindset: https://www.amazon.com/Learning-Mindset-Combining-Competencies-Technology/dp/1398617342  Follow me on the following sites: Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/  Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

  6. Jun 18

    How Databricks Builds Capability Through Context

    “Enablement is not content. Enablement is context.” That line from Rochana Golani captures the shift happening inside Databricks. As VP of Learning and Enablement, Rochana is helping one of the world’s fastest-growing technology companies rethink what learning becomes when the business is moving quickly and the product is constantly evolving. This conversation is about what happens when enablement stops being treated as a content function and starts becoming a way to build real capability. Rochana shares how Databricks connects learning to business outcomes, why data should sit at the centre of any enablement strategy, and how AI is changing what personalised learning can look like in the flow of work. Her view is practical and ambitious. Learning should become so embedded in the work that people no longer have to stop and think, “I need to go learn something.” It should show up at the moment it matters. Some curious takeaways: Start with the business problem before building any learning experienceUse data to understand where capability is missing and where enablement can create impactShift from content delivery to context-driven support that helps people perform in the moment Episode highlights: (00:00) Welcome to Harald’s Curious Corner (01:33) Moving from training to capability building (04:25) Proving learning impact through data (07:16) Building an academy around real business needs (09:57) Why enablement should start with data (16:21) How AI changes the scale of learning (27:038) Making personalised coaching part of the work (31:51) Translating skills for customers and partners (38:01) Measuring the return on capability building (42:49) What effortless learning could look like Connect with the guest: Rochana Golani on LinkedIn: https://www.linkedin.com/in/rochana/  Explore Databricks: https://www.databricks.com/  Follow me on the following sites: Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/  Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

  7. Jun 11

    The Future of L&D: AI, Skills Gaps & Staying Relevant in 2026

    L&D is at an inflection point. If you can't articulate the value of learning beyond completion rates and happy sheets, you risk becoming irrelevant in the AI era. In this episode, I sit down with our L&D Shakers panel, Andy Sontag, Milica Sapic, Debora Gallo, and Lori Niles-Hofmann, for an honest conversation about what's really happening in learning and development today. From the fear of being replaced by AI tools to rethinking L&D's role from course builders to experienced architects, we explore how leading practitioners are staying relevant, proving business value, and navigating the fastest-changing moment our profession has ever seen. We dig into how L&D teams are closing skills gaps with more precision, what it actually means to design learning as a process rather than an event, and how communities like L&D Shakers are helping practitioners sense-check, connect, and stay sane, before turning to a frank discussion about AI expectations, organizational transformation, and why the backend of learning technology is more important than ever. If you're working in L&D right now, this conversation will challenge you to move beyond delivering training and start architecting experiences that drive real human and business outcomes. Some curious takeaways: Why treating learning as an event, not a process, is killing your impactHow L&D teams are moving from course builders to experience architectsWhy human connection is still the one thing AI cannot replicate Episode highlights: (00:00) Welcome to Harald’s Curious Corner (01:10) Meet the panelists (03:15) What's keeping L&D up at night right now (07:30) How communities like L&D Shakers keep us sane (08:30) What's actually exciting in L&D today (11:20) The role of the learning architect in the AI era (11:55) Are we really closing skills gaps or just running programs? (19:45) How AI has shifted expectations of L&D teams (22:25) Rethinking L&D from the ground Up (24:45) What stakeholders need to understand about L&D's value (28:10) The role of managers in learning transfer (41:00) One skill every L&D leader needs in the AI era Connect with the guest: Andy Sontag on LinkedIn: https://www.linkedin.com/in/andysontag/ Milica Sapic on LinkedIn: https://www.linkedin.com/in/milicasapic/ Debora Galloon LinkedIn: https://www.linkedin.com/in/deboragallo/ Lori-Niles-Horman on LinkedIn: https://www.linkedin.com/in/lorinileshofmann/  Explore 8Levers: https://www.8levers.com/  Explore Mews: https://www.mews.com/en Explore Kaospilot: https://www.kaospilot.dk/  Explore Publicis Sapient: https://www.publicissapient.com/ Explore Docebo: https://www.docebo.com/  Follow me on the following sites: Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/  Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

  8. Jun 4

    Treating AI as a Partner to Build Workforce Capabilities

    The default response to AI in the workplace is a training program. Roll it out, tick the box, and move on. The teams getting real results are doing something fundamentally different. Gabriela Gomez and Enrique Ortega Suarez did not arrive at their approach through theory. They arrived through practice. As HRD and Head of HR Business Partner at Provident México, they have been rethinking what genuine AI adoption looks like from inside the organization. For Gabriela, it means building readiness through awareness, experimentation, and employee-shaped feedback before writing a single rule. For Enrique, it means challenging every training request with a harder question: is this a capability problem, a business problem, or a leadership problem. Their shared conviction is simple. Curiosity only turns into capability when people are given the space and the trust to explore. In this episode, I speak with Gabriela and Enrique about what it actually takes to make AI feel learnable rather than intimidating. They share how their team moved from top-down mandates to employee-shaped boundaries, why defaulting to training often means solving the wrong problem entirely, and what it looks like when HR stops operating as a delivery function and starts earning a seat at the table as an enabler partner. For both of them, the distinction is not about which tools you adopt. It is about whether your organization is honest about the problem it is actually trying to solve. Some curious takeaways: Make AI feel learnable before you make it mandatoryLet employees shape the boundaries through experimentation and feedbackDiagnose whether it is a capability problem before calling it a training problem Episode highlights: (00:00) Welcome to Harald’s Curious Corner (00:39) How AI changed the way HR business partners operate (01:43) Making AI feel learnable rather than intimidating (03:19) Why training is rarely the real problem (05:11) Diagnosing root causes before jumping to solutions (06:57) From program delivery to owning your organization's capabilities (09:13) Why HR needs to become an enabler partner Connect with the guest: Gabriela Gomez on LinkedIn: https://www.linkedin.com/in/gabrielagomeztapia/  Enrique Ortega Suarez on LinkedIn: https://www.linkedin.com/in/enrique-ortega-suarez-b72468b/  Learn more about Provident México: https://www.provident.com.mx/  Follow me on the following sites: Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/  Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

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About

Harald’s Curious Corner is where curiosity meets connection. Harald chases that question with a guest, gathers perspectives from voices across the industry, and then steps back to reflect on what it all means. The show unfolds like a story arc, part exploration, part roundtable, part reflection, blending imagination with analysis. The result: trusted insights, meaningful conversations, and forward-looking takeaways that shine a light on where learning is headed next.

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  • Creator
    Harald Overaa
  • Years Active
    2025 - 2026
  • Episodes
    35
  • Rating
    Clean
  • Copyright
    © 2026 Harald Overaa