These three steps will help us to gain a new level of credibility and impact far beyond traditional expectations of Learning & Development.
Author: David James
David is a seasoned Talent Management, Learning & OD leader with almost 20 years of experience in the field. Until recently, David was Director of Talent, Learning & OD for The Walt Disney Company’s EMEA region.
David is an authority in contemporary L&D practices and works with clients to develop and implement social and agile learning strategies, whilst equipping L&D teams with a trusted methodology and practical digital skills.
David is Chief Learning Strategist at Looop and an accomplished consultant, speaker and writer. In 2015, he authored The Empowered Learner, a white paper, exploring the divide that exists between what traditional L&D deliver and how people are learning what they need for their jobs and careers. This has led to his work with the Learning & Performance Institute and a follow-up paper, 7 Steps to Becoming a Digital Learning Pioneer, in which David has codified the social and agile approaches that are being successfully employed in major international businesses so that others can do the same.
The Important Distinction Between ‘Digital’ and ‘Technology-Enabled Learning’
‘Digital’ may seem unattainable, and almost alien, to a lot of L&D, because we’re so used to using technology in service of our programmes. But it’s actually easier, cheaper, faster, and better.
Ask One Question To Address Your Organisation’s Online Learning Problem
It doesn’t matter if you’re e-learning is animated, ‘fun’, interactive, or that you get points for completing it (yawn). If it doesn’t solve a specific problem that you’re people – or distinct groups of them – are experiencing then it’s extraneous.
Why Does L&D Exist In Your Organisation?
If your CEO asked you “what do you do in L&D then?” what would you say?
How Sky Develop Their People At The Point-Of-Need And At The Speed Of Business
This report, produced by Fosway, outlines Sky’s approach to L&D and makes it accessible, to both experiment and achieve comparable success.
Designing For How People Really Learn, At The Point-Of-Work
f we scaffold and support actual working, we recognise how people truly learn and grow at work rather than continue the belief that people learn best in classrooms
How Digital Learning Is Working In Retail
This is how to make digital work for L&D to equip retail workers with all they need, as they need it, in a way that shapes how they think and act on-the-job.
L&D Is Stuck… And Here’s What We Need To Do About It
It’s a well trodden path… A new L&D function is born – or a new custodian arrives into an existing function – and a review is undertaken of ‘what learning is required’. Induction is developed. […]
How To Choose The Best LMS For Your Organisation
Don’t buy an LMS thinking it will be ‘the answer’. Workers don’t need it and they don’t need content. They need help with their work and career-related goals.
Next Generation L&D: From ‘Learning’ To ‘Performance’
The point of L&D is to affect performance, from technical and core skills, transitions and change. But somewhere along the line we got stuck running courses.