Voices of the Learning Network

The Learning Network
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Get ready for "Voices of the Learning Network", from The Learning Network! Tune in to hear straight from our members, and industry partners, and keep up with what happening in the Network and the wider Learning and Development industry! Voices of the Learning Network is the official podcast of The Learning Network. We are a Community Interest Company (CIC) and exist solely to support you as a learning professional – so whether you are a seasoned professional or have just entered the field, the Learning Network exists to help you no matter what stage of your career you’re in. We like to think we have something for everyone – our community includes instructional designers, trainers, developers, technologists, consultants, strategists, freelancers and industry leaders.

  1. Oct 12

    Lessons in Practical L&D and Performance Consulting

    In this episode of The Voices of The Learning Network, Bill Banham speaks with Anna Poluektov, Finance Learning & Development Manager at Reckitt, about performance consulting, stakeholder management, working effectively with subject matter experts and designing learning that delivers results when time, budget and attention are limited. Anna brings a pragmatic approach to L&D. Rather than automatically treating every stakeholder request as a training requirement, she looks at the problem behind the request: who needs support, what isn't working today and what needs to happen differently as a result of the intervention. The conversation explores why urgent requests for training can sometimes be symptoms of a deeper performance problem. Asking the right questions about the audience, context, expected behaviours and desired outcomes can reveal that another intervention may be more effective than creating more learning content. Bill and Anna also discuss one of the most important relationships in learning design: the partnership between L&D and subject matter experts. SME collaborations can go wrong at both extremes. L&D can become too controlling, dictating a learning process without sufficiently respecting the expert's knowledge. At the other end of the spectrum, learning professionals can become order-takers, simply converting documents and presentations into courses. Anna shares practical ways to create a better partnership, including establishing clear roles, time-boxing contributions and being specific about the feedback required from SMEs at different stages of development. The conversation also challenges the assumption that innovation needs to mean transformation. A completely redesigned learning experience may sound exciting, but radical change can create resistance among busy SMEs, facilitators and learners. Sometimes small improvements are more effective. Adding a well-designed activity, poll, discussion or breakout exercise to an existing learning experience can demonstrate value quickly, build trust and create support for bigger changes later. Anna also shares an example where digital learning wasn't the right answer at all. Instead, action learning based on real work and genuine business outputs created a stronger connection between development and performance than a generic e-learning module could have achieved. Finally, the conversation looks at what "good enough" means in L&D. Limited budgets and deadlines don't have to mean ineffective learning. The key is to focus resources on the parts of the experience most likely to influence behaviour, including what happens before and after a learning intervention rather than concentrating solely on the session itself. In this episode, we explore: • Why urgent training requests can hide deeper performance problems • How performance consulting helps L&D move beyond order-taking • The questions to ask before deciding that training is the solution • How to identify what people actually need to do differently • Why L&D and SME collaborations sometimes fail • How to establish clearer roles and expectations with subject matter experts • Using time-boxing and targeted feedback to make SME partnerships more effective • Why learning innovation doesn't always require major transformation • How small changes can build trust and demonstrate impact • When action learning can be more effective than e-learning • How to design effective learning with limited time and budget • Why the learning experience should include what happens before and after formal training • How L&D teams can focus more closely on behaviour change and performance For L&D professionals, instructional designers, learning business partners and anyone responsible for workplace learning, this conversation is a practical reminder that the job isn't simply to deliver what has been requested. Sometimes the greatest value L&D can provide is identifying what people actually need. Connect with Anna Poluektov Connect with Bill Banham Voices of the Learning Network is the Learning Network podcast connecting the learning and development community. https://thelearning-network.org/

    Lessons in Practical L&D and Performance Consulting

  2. Oct 6

    HR, L&D and Business Impact: Is Training Really the Answer?

    When a business asks for training, is training actually what it needs? In this episode of The Voices of The Learning Network, Bill Banham speaks with Trish Hewitt, HR leader and speaker, about the relationship between HR and Learning & Development, connecting learning to business outcomes, developing better managers, and the opportunities and limitations of AI in HR and L&D. A Fellow of the CIPD with almost two decades of experience across multiple sectors, Trish founded Halo HR to give organisations flexible access to experienced HR and Learning & Development professionals. Her approach combines practical people expertise with a strong commercial focus and an interest in how new technologies can improve the way organisations support and develop their people. The conversation begins with the relationship between HR and L&D. Both functions frequently describe themselves as strategic partners, but that doesn't necessarily mean they're approaching organisational challenges from the same perspective or speaking the same language. Trish argues for seeing HR and L&D as part of the same team, even if they sometimes operate across different time horizons. Instead of working in parallel, both need to understand the business problem they're trying to solve and the outcome the organisation expects. That becomes particularly important when somebody asks for training. A request for a course doesn't automatically mean there's a skills or knowledge gap. The underlying issue could be a broken process, unclear responsibilities, poor communication, weak management or something else entirely. Asking "why?" and continuing to investigate the problem can prevent organisations from spending money on learning interventions that were never going to solve the issue. Bill and Trish also discuss management and leadership development, including the familiar problem of promoting excellent individual contributors into management roles without properly preparing them to lead people. Organisations can then be surprised when engagement falls, performance suffers or talented employees leave. The conversation turns to artificial intelligence and where AI can genuinely add value to HR and L&D. Trish sees useful applications in areas such as research, identifying trends and producing first drafts. But there are important limits. Complex people situations involving coaching, mediation, judgement and human relationships cannot simply be handed over to technology. Finally, Bill and Trish examine why L&D budgets are often among the first to come under pressure when organisations need to reduce costs. Is the problem simply financial, or does it expose a deeper failure to demonstrate the connection between learning investment and business value? Rather than defending L&D purely in terms of courses delivered or certificates achieved, the profession has an opportunity to demonstrate its contribution to retention, employer brand, talent attraction, management capability, employee performance and organisational growth. In this episode, we explore: • Why HR and L&D need to solve business problems together • Whether HR and L&D really speak the same language • Why a request for training doesn't necessarily mean training is the answer • How asking "why?" can uncover the real performance problem • Why organisations should define the expected outcome before investing in development • The risks of promoting strong individual contributors into management without adequate support • The difference between management capability and leadership capability • Where AI can help HR and L&D with research, drafts and trend analysis • Why human judgement remains essential in coaching, mediation and complex people issues • The importance of on-the-job learning, buddying and practical development • Why L&D budgets are vulnerable when organisations cut costs • How L&D can better demonstrate ROI and business impact • The relationship between learning, employer brand, retention and talent attraction For HR leaders, L&D professionals, people managers and business leaders, this conversation offers a practical challenge: stop beginning with the learning solution and start by understanding the business problem. Connect with Trish Hewitt  Voices of the Learning Network is the Learning Network podcast connecting the learning and development community. https://thelearning-network.org/

    HR, L&D and Business Impact: Is Training Really the Answer?

  3. Sep 28

    Why Leadership Starts With Self-Awareness

    Are organisations teaching people how to lead before helping them understand why and how they want to lead? In this episode of The Voices of The Learning Network, Bill Banham speaks with Dr. Russell Robinson, Program Director and Professorial Lecturer at the School of Public Affairs at American University, about leadership development, emotional intelligence, psychological safety, employee voice and the role Learning and Development can play in creating better leaders. Before moving into academia, Russell spent more than two decades in the U.S. federal government, where he designed and delivered leadership and organisational culture programmes for employees at every level. Today, he leads the Key Undergraduate Leadership Program at American University, helping to develop the next generation of purpose-driven and emotionally intelligent leaders. The conversation begins with a deceptively simple idea: before you can effectively lead other people, you need to understand yourself. Russell explains why self-awareness and reflection have become essential leadership capabilities. Leaders need opportunities to consider their values, motivations and behaviours, but also to understand their stressors and recognise how the way they manage pressure affects the people around them. Rather than treating reflection as a soft addition to leadership development, Russell argues that questions such as "Why do I want to lead?" and "How does my stress affect my team?" should be central to preparing people for leadership responsibilities. Bill and Russell also explore what L&D professionals can learn from leadership development in the public sector. One important lesson is that organisations shouldn't wait until somebody receives a management title before beginning to develop their leadership capabilities. Leadership development can instead be embedded throughout the employee lifecycle, connecting recruitment, onboarding, learning, performance management, promotion, succession planning and organisational culture. The conversation also considers how people learn about leadership outside traditional courses and programmes, including the role of TED and TEDx talks as accessible learning platforms. Storytelling, clarity and practical application can help leadership ideas become memorable in ways that traditional theory-led approaches sometimes struggle to achieve. Finally, Bill and Russell discuss psychological safety and employee voice. Psychological safety isn't created by adding the subject to a management course or telling employees that they're encouraged to speak up. It becomes visible in what actually happens when somebody challenges an idea, admits a mistake, experiments or disagrees with the person in charge. Russell offers a useful warning sign for leaders: if nobody ever disagrees with you, that may not indicate alignment. It may indicate silence. In this episode, we explore: • Why self-awareness is a foundation for effective leadership • The relationship between emotional intelligence and leadership development • Why leaders need time to reflect on their values, motivations and stressors • How a leader's ability to manage stress can affect employee engagement and organisational culture • Why organisations should start developing leadership capabilities earlier • Lessons corporate L&D teams can take from public-sector leadership development • How leadership development can connect with recruitment, onboarding, performance and succession planning • TED and TEDx as platforms for leadership learning and storytelling • What psychological safety actually looks like in practice • The importance of employee voice, curiosity, disagreement and learning from failure • Why a lack of disagreement can be a warning sign for leaders For L&D, HR, talent development and organisational development professionals, the conversation is a reminder that developing better leaders isn't simply about teaching another set of management techniques. It starts with helping people better understand themselves, the impact they have on others and the kind of leader they want to become. Connect with Russell Robinson Connect with Bill Banham Voices of the Learning Network is the Learning Network podcast connecting the learning and development community. https://thelearning-network.org/

    Why Leadership Starts With Self-Awareness

  4. Sep 22

    Designing Learning People Actually Want to Use: Learner Experience, UX and AI

    Your employees don't compare their workplace learning experience with last year's training programme. They compare it with Netflix, Spotify, Amazon and the other digital experiences they use every day. In this episode of The Voices of The Learning Network, Bill Banham speaks with Clare Harris-Hughes, Head of Learner Experience at Havas People, about what Learning and Development can learn from consumer-grade user experience and why removing friction can be just as important as creating great learning content. Clare brings around 20 years of agency experience spanning automotive, pharma, technology and AI, working with major brands including Ford of Europe, Pfizer, Honda Europe, Unilever, Boehringer Ingelheim, AXA XL, Sage and Zurich. Her background also includes a PhD covering 3D computer-aided design, parametric modelling, computer science, learning and design. The conversation explores why workplace learning can fail even when the underlying content is accurate and useful. If learners struggle to find a platform, navigate a confusing interface or work out what they're supposed to do next, the quality of the learning itself may become irrelevant. Clare explains why good learning experience design should start by reducing friction. That can mean fewer clicks, clearer navigation and treating every screen as something that has to earn the learner's attention. Bill and Clare also explore learner engagement and knowledge retention, including the importance of active participation, feedback, spacing and retrieval practice. A particularly important distinction is between information people genuinely need to remember and information they simply need to know how to find when they need it. The conversation then turns to generative AI and its rapidly growing role in corporate learning. AI can now produce learning content, structures and first drafts remarkably quickly, but that capability brings its own risks. As Clare explains, L&D could find itself surrounded by a "sea of competence": huge volumes of material that are technically acceptable but ultimately generic and forgettable. If everyone has access to similar AI tools, simply producing more content is unlikely to be enough. Instead, the opportunity is to combine the speed and research capabilities of AI with the things humans continue to do particularly well: creativity, storytelling, judgement, craft and an understanding of what will genuinely capture someone's attention. The goal is what Clare describes as "thumb-stopping learning": experiences strong enough to compete for attention in a world where learners are accustomed to polished, engaging digital experiences. In this episode, we explore: • What consumer-grade UX means for workplace learning • Why reducing clicks and friction can improve learner engagement • How to make the next step obvious for learners • Why every learning screen needs to earn attention • The difference between information learners need to remember and information they need to reference • How active participation, feedback, spacing and retrieval practice can improve learning retention • Why more features don't necessarily create a better learner experience • How generative AI is changing learning content creation • The danger of creating a "sea of competence" filled with acceptable but forgettable content • How L&D teams can combine AI efficiency with human creativity and storytelling • Why learner experience design should ultimately focus on what people need to do differently back at work If you work in Learning and Development, instructional design, learning experience design, HR, talent development, learning technology or employee experience, this conversation offers practical ideas for creating workplace learning that people can find, use, remember and act upon. Connect with Clare Harris-Hughes Connect with Bill Banham Voices of the Learning Network is the Learning Network podcast connecting the learning and development community. https://thelearning-network.org/

    Designing Learning People Actually Want to Use: Learner Experience, UX and AI

  5. Sep 15

    Beyond the AI Shock: AI and the Future of L&D

    What happens when generative AI stops being a novelty and simply becomes part of how work gets done? In episode one of the latest season of The Voices of The Learning Network, Bill Banham speaks with Donald H Taylor, one of the best-known voices in workplace learning and learning technology, about the impact of artificial intelligence on Learning and Development and the choices now facing the profession. Don is Co-Chair of the Learning Technologies Conference in London, founder and lead researcher of the L&D Research Series, and the creator of the annual L&D Global Sentiment Survey. With almost 40 years working across learning design, delivery, technology, research and strategy, he has witnessed plenty of technologies arrive with promises to transform workplace learning. He believes the current AI shift deserves to be taken seriously. The conversation looks beyond the initial excitement surrounding generative AI to ask what L&D should actually do with it. Don describes the profession as reaching a fork in the road. One option is to use AI primarily to automate familiar L&D activities: producing courses, generating learning content and completing existing tasks more quickly and cheaply. But as AI makes content increasingly easy to create, content production itself becomes less valuable as a differentiator. The alternative is potentially much more significant. L&D can use AI to remove old bottlenecks, tackle problems that were previously difficult or expensive to address, and become more closely involved in improving organisational and individual performance. Bill and Don explore some of the practical opportunities already emerging, including the ability to analyse large volumes of workplace data such as call centre transcripts and use those insights to identify performance gaps and provide more targeted support. They also discuss what happens when AI allows people outside traditional L&D teams to create credible learning and coaching solutions themselves. If colleagues in marketing, operations or other functions can build AI-enabled coaching tools without involving L&D, what becomes the distinctive contribution of the learning profession? For Don, the answer is not simply about finally securing the much-discussed “seat at the table.” Influence comes from solving meaningful business problems. Whether the challenge is employee turnover, frontline performance or another organisational priority, L&D has an opportunity to demonstrate its value by focusing less on the production of learning and more on the outcomes the organisation needs. The conversation also considers something AI cannot easily replicate: trusted human relationships. As technology becomes more capable and content more abundant, professional networks, conversations, trust and human connection may become even more valuable. In this episode, we explore: * What Donald H Taylor means by the “AI shock” and why L&D is entering a new phase of AI adoption * How generative AI is changing Learning and Development * Why learning content is increasingly becoming a commodity * The choice between using AI to automate traditional L&D and using it to expand L&D's role * Practical applications of AI in workplace learning and performance support * What it means when other business functions can create their own AI-powered coaching and learning tools * Why solving real organisational problems matters more than chasing a “seat at the table” * The continuing importance of trust, relationships, networking and human connection * What the rise of AI could mean for the future role of L&D professionals Don will explore these themes further in his keynote, Beyond the AI Shock: Possible Futures for L&D, at The Learning Network's Connect Conference in November 2026. If you work in Learning and Development, HR, talent development, organisational development, learning technology or workplace learning, this conversation offers plenty to consider about where the profession goes next. Connect with Donald H Taylor Connect with Bill Banham Voices of the Learning Network is the Learning Network podcast connecting the learning and development community. https://thelearning-network.org/

    Beyond the AI Shock: AI and the Future of L&D

  6. Aug 6

    Why Great L&D Professionals Never Stop Learning

    What keeps learning and development professionals effective in a world of constant change? In this season finale of Voices of The Learning Network, host Bill Banham sits down with David Hayden, experienced L&D practitioner, author, and contributor to the latest edition of L&D Practice in the Workplace, for a wide-ranging conversation about professional growth, community, and the habits that help learning professionals stay relevant throughout their careers. Drawing on decades of experience spanning organizational design, recruitment, lean engineering, and workplace learning, David reflects on the importance of continuing professional development (CPD), mentorship, and learning from diverse perspectives. He argues that professional growth isn't something that happens alongside work—it should be embedded within it. The discussion explores the role of professional communities such as The Learning Network and the impact of inclusive events like Connect, where learning professionals at all stages of their careers can share experiences, challenge assumptions, and build lasting relationships. Bill and David also examine what meaningful CPD really looks like. Moving beyond course attendance and certification tracking, David explains why reflection, evidence gathering, and behavior change are the true measures of professional development. Drawing on his experience supporting CIPD CPD audits, he shares practical insights into how professionals can turn learning activities into lasting impact. The conversation also touches on adaptability, including lessons learned while working internationally in Armenia, where understanding the client's context proved far more valuable than relying on a perfectly prepared plan. Along the way, David offers a thoughtful perspective on the future of L&D, professional resilience, and why predictions about the "end of training" continue to miss the mark. Whether you're just starting your L&D career or are a seasoned practitioner, this episode offers valuable reminders about curiosity, humility, and the power of continuous learning. In this episode: Why professional communities matter throughout your L&D careerThe value of inclusive networking and learning eventsMentoring as a way to support and develop future practitionersWhat meaningful CPD looks like beyond courses and certificationsLessons from supporting CIPD CPD auditsUsing reflection and evidence to improve professional practiceLearning through unfamiliar situations and international assignmentsWhy context often matters more than planningMaintaining a positive and constructive professional mindsetThe recurring predictions about the "end of training" and why they persistKey insights from the latest edition of L&D Practice in the WorkplaceAbout David Hayden David Hayden is an experienced Learning and Development professional, author, and contributor to L&D Practice in the Workplace. His career spans organizational design, recruitment, lean engineering, leadership development, and workplace learning. He is passionate about professional development, mentoring, and helping learning practitioners translate knowledge into meaningful workplace impact. Voices of the Learning Network is the Learning Network podcast connecting the learning and development community. https://thelearning-network.org/

    Why Great L&D Professionals Never Stop Learning

  7. Jul 30

    Purpose, Curiosity, and Learning Culture

    What does it take to build a learning culture that moves beyond buzzwords and actually changes how people work, grow, and lead? In this episode of Voices of The Learning Network, host Bill Banham sits down with Alex Clark, Head of Culture and Learning at the Scouts, for a practical conversation about purpose-driven leadership, growth mindsets, and creating learning environments that help people thrive. Alex shares his unconventional career journey from youth work into senior leadership, including the bold decision to apply for a chief executive role despite not having the traditional credentials many would consider essential. His story highlights the power of purpose, curiosity, and learning through experience as drivers of both personal and professional growth. The discussion explores how leaders can create cultures where people are encouraged to stretch beyond their comfort zones, take on meaningful challenges, and learn by doing. Alex explains why growth mindset only becomes meaningful when organizations actively support responsible risk-taking and development opportunities. Bill and Alex also unpack the practical realities of building a learning culture. They discuss the role curiosity plays in leadership effectiveness, why coaching conversations often deliver more value than simply giving instructions, and how organizations can connect learning initiatives directly to business and strategic outcomes. Drawing on his experience at the Scouts, Alex offers unique insights into designing learning and development solutions for diverse audiences, balancing the needs of a relatively small staff population with a vast volunteer network. The conversation explores how organizations can maintain flexibility and autonomy while ensuring critical capabilities such as safeguarding, compliance, and risk management remain consistent. Whether you're a learning leader, people manager, HR professional, or organizational development specialist, this episode offers practical ideas for building cultures where learning becomes part of everyday work. In this episode: How purpose can guide career decisions and leadership growthThe value of stretch opportunities and learning through experienceWhy curiosity is one of the most important leadership skillsBuilding a growth mindset through action rather than slogansCreating coaching cultures instead of telling culturesHelping employees connect their role to organizational strategyDesigning learning experiences for both employees and volunteersBalancing autonomy with essential compliance and safeguarding requirementsPractical ways to strengthen learning culture and engagementUsing a clear "North Star" to align people and performanceAbout Alex Clark Alex Clark is Head of Culture and Learning at the Scouts, where he helps shape organizational culture, leadership development, learning strategy, and capability building across both staff and volunteer communities. He is passionate about purpose-driven leadership, coaching, and creating environments where people can learn, grow, and contribute their best work. Voices of the Learning Network is the Learning Network podcast connecting the learning and development community. https://thelearning-network.org/

    Purpose, Curiosity, and Learning Culture

  8. Jul 23

    Why Good Training Fails Under Pressure

    What happens when people know exactly what to do—until the pressure is on? In this episode of Voices of The Learning Network, host Bill Banham sits down with Simon Strong, Co-Founder of Download Learning, to explore why traditional training often breaks down in high-pressure situations and what learning professionals can do to improve real-world performance. Drawing on research from neuroscience, education, and workplace learning, Simon explains how stress affects memory, attention, decision-making, and performance. He introduces the concepts of "cold training" and "hot training," revealing why content that works perfectly in a calm classroom environment may fail when learners face real-world consequences, tight deadlines, or critical decisions. The conversation explores one of the biggest challenges in instructional design: cognitive load. Simon argues that many learning experiences unintentionally overwhelm learners with information, making it harder—not easier—to perform when it matters most. Instead, effective learning design prioritizes clarity, simplicity, and decision-making support over content volume. Bill and Simon also dive into the science behind time-sequenced learning, examining how spaced learning approaches can improve retention, strengthen neural connections, and increase the transfer of learning into workplace performance. They discuss evidence from schools, universities, and workplace settings, as well as practical ways organizations can integrate time-sequenced learning into broader development strategies. The discussion concludes with an exploration of the CAR Model—Cognition, Application, and Review & Reflect—a framework designed to help learning professionals create learning ecosystems that support lasting behavior change rather than one-time knowledge acquisition. Whether you're an instructional designer, learning leader, compliance professional, or anyone responsible for workforce capability, this episode offers practical insights into designing learning that performs when it counts. In this episode: Understanding the difference between hot training and cold trainingHow stress affects memory, attention, and decision-makingWhy clarity often matters more than completenessThe hidden impact of cognitive load on workplace performanceCommon instructional design mistakes that undermine learning transferWhy knowledge recall is not the same as workplace competenceDesigning assessments that measure decisions and actionsThe neuroscience foundations of time-sequenced learningResearch on retention, application, and learning effectivenessApplying the CAR Model: Cognition, Application, Review & ReflectBuilding learning ecosystems that support behavior changeAbout Simon Strong Simon Strong is Co-Founder of Download Learning and a specialist in evidence-based learning design, workplace performance, and instructional effectiveness. His work focuses on helping organizations create learning solutions that improve real-world decision-making, retention, and performance under pressure. Voices of the Learning Network is the Learning Network podcast connecting the learning and development community. https://thelearning-network.org/

    Why Good Training Fails Under Pressure
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About

Get ready for "Voices of the Learning Network", from The Learning Network! Tune in to hear straight from our members, and industry partners, and keep up with what happening in the Network and the wider Learning and Development industry! Voices of the Learning Network is the official podcast of The Learning Network. We are a Community Interest Company (CIC) and exist solely to support you as a learning professional – so whether you are a seasoned professional or have just entered the field, the Learning Network exists to help you no matter what stage of your career you’re in. We like to think we have something for everyone – our community includes instructional designers, trainers, developers, technologists, consultants, strategists, freelancers and industry leaders.

Information

  • Creator
    The Learning Network
  • Years Active
    2023 - 2026
  • Episodes
    40
  • Rating
    Clean
  • Copyright
    © 2026 The Learning Network
  • Show Website
    Voices of the Learning Network