So far, it seems 2023 has been the year of Chat GPT but what does it mean for L&D? Should you be using it now? Should your learning tech provider be incorporating it into their platform? Does this mean that the robots are coming for our jobs? This episode offers an intriguing glimpse into the future of corporate learning and the transformative potential of generative AI.

KEY TAKEAWAYS

• Generative AI is here to stay.
• Seek out those who are using it and learn from them.
• Play with ChatGPT, take a real-life learning need, and use it to create a solution.
• People need support when learning. ChatGPT actually can be a learning assistant.
• ChatGPT 4 is way more advanced than 3.5 and includes an API so you can link it into other systems.
• Khan Academy, Duolingo and others are already accelerating learning using AI plugins.
• Creating learning content is much faster and cheaper using AI and opens up the chance for users to do it too.

BEST MOMENTS

'It´s mind-blowing… It´s not a fad '

' It´s dialogue not a monologue. '

'Generative AI draws upon a body of knowledge that is sort of infallible. '

'(Using AI) learning and development can be truly achieved bottom up. '

Donald Clark Bio

Donald Clark is an EdTech Entrepreneur, CEO, Professor, Researcher, Blogger and Speaker. He was CEO and one of the original founders of Epic Group plc, which established itself as the leading company in the UK online learning market, floated on the Stock Market in 1996 and sold in 2005. As well as being the CEO of Wildfire, an AI-driven learning company, he also invests in, and advises Learning technology and EdTech companies. Donald is an award-winning speaker at national and international conferences, author of the books ‘AI for Learning’ and ‘Learning Experience Design’ and co-host on the podcast ‘Great Minds on Learning).

You can follow and contact Donald via:

LinkedIn: https://www.linkedin.com/in/donald-clark-04553022/

Twitter: @DonaldClark

AI For Learning Book: https://www.amazon.co.uk/Artificial-Intelligence-Learning-Employee-Development/dp/1789660815/

Website: https://t.co/c6Wvp8yOOZ

Great Minds In Learning Podcast: https://greatmindsonlearning.libsyn.com

Khan Academy + ChatGPT4: https://www.youtube.com/watch?v=rnIgnS8Susg

South Park ChatGPT episode is Season 26 Episode 4 - Deep Learning

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/

See omnystudio.com/listener for privacy information.

Organisations are facing a skills crisis, and some are more aware than others. But these organisations will find themselves let down by their L&D departments if the market-driven myths around skills development are believed. As Peter Sheppard and David James discuss in this episode, skills can only be developed if they are understood in the context in which they are to be employed. There are no silver-bullet solutions that enable companies to avoid this.

KEY TAKEAWAYS

• Companies and individuals see developing the right skills as a way to give themselves a competitive edge.
• Providing people with the chance to learn and enjoy career mobility improves retention.
• Maintaining up-to-date, high-quality skills data is essential. How that can be done is discussed in-depth during the episode.
• Demonstrating that the skill has been learned to a point where it can be practically applied is important. Simulations are one way to do this.
• Making it easy for people to learn, motivates them to learn even more.

BEST MOMENTS

'Skills' is the first top-down initiative that individuals have latched onto. '

'The vast majority of people in the workforce can expect to reskill during the next 8 to 10 years,'

'Create more of that daily learning. '

'Start with solving problems. '

Peter Sheppard Bio

Peter is the Global Head of L&D Ecosystems at Ericsson. He has a broad HR background in L&D, talent management, employee relations, and general HR. Working with all aspects of several businesses including sales, manufacturing, research, and development, Peter has built up great experience in "blue chip" tech companies: IBM, Philips Electronics, and now Ericsson.

VALUABLE RESOURCESThe 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/

See omnystudio.com/listener for privacy information.

In the final episode of this series, we welcome back Mirjam Neelen, Carl Binder, Teemu Lilja, Fredrik Peterson Herfindal, and Judith Hale to answer your questions.

KEY TAKEAWAYS

• Being agile means we have to provide personal/career development and performance improvement. The two are closely connected, doing well in your job leads to career development.
• The opportunity for people to learn is all around them, we need to tap into the fact their peers and supervisors have a lot of knowledge to impart and provide content that helps them to learn on the job.
• The list of skills people need includes things like capabilities, talent, and mindset.
• Identify the experiences people need to be exposed to so that they can develop the right skills. Then make sure they get to do that type of work.
• There is still a tendency for stakeholders to expect L&D to do what they are told. To get results, this has to change. The panel discusses ways to drive that change.
• We all need to look at performance as the output and make that our starting point.
• Identifying critical business issues and addressing them is essential.

BEST MOMENTS

'The issue is really about; I call it bench strength; how agile we are. '

'We need to address skills in context'

'When we offer suites of generic content, we leave people hanging. They can master that content, but they may not know how to apply it in their jobs

'Talk to the people who will talk to you. Start there.'

GUEST RESOURCES

HR Goes Agile – Harvard Business Review article - https://hbr.org/2018/03/hr-goes-agile

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/

See omnystudio.com/listener for privacy information.

In this episode, Judith Hale, Performance Improvement expert, and thought leader will be sharing her experience and approach to working with stakeholders and clients to make a real impact on performance and results.

KEY TAKEAWAYS

• Building a strong relationship with stakeholders is essential. How to do that is covered in-depth during the episode.
• Why work to solve a symptom when you can solve the underlying problem?
• Your analysis needs to start at the first point of contact, not once the contract is signed. They don’t self-censure as much at that stage.
• Help your clients to improve the physical environment in which people are working e.g. improve ventilation or stop subtle bullying behaviour.
• People are terrible writers, but great editors. Giving them something to work with in writing is a fast way to get things started.
• Don´t be afraid to ask tough questions.
• The phrase “Oh by the way other companies have found that XYZ helps with …”, is a great way to plant seeds.
• Sometimes the only way to influence an intransient executive is through their peers.

BEST MOMENTS

'I pay a lot of attention to the physical environment. '

'Play the long game, work on the relationship and incrementally build currency with your stakeholders. '

'We think that people have the information that they need, but they don´t. '

'When your client gets what they need, rather than what they asked for, then we're all better and richer all around for it. '

GUEST RESOURCES

You can follow and connect with Judith via:

LinkedIn: https://www.linkedin.com/in/judith-hale-halecenter/

Website: https://tifpiedu.org

The Performance Consultant´s Fieldbook by Judith Hale - https://www.amazon.co.uk/Performance-Consultants-Fieldbook-Techniques-Organizations-ebook/dp/B008O5JZPY/

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/

See omnystudio.com/listener for privacy information.

In this episode, Teemu Lilja and Fredrik Peterson Herfindal speak about their pivot to a performance-oriented approach at their organisation, the Swedish company Telia, and how this has led to both incredible business impact and recognition by their colleagues and the industry.

Theirs is an inspiring story that started by listening to podcast conversations just like this...

KEY TAKEAWAYS

• You have to measure the impact training is having on the company to demonstrate that it has positive business outcomes. If it is not producing that, there is little point in doing it. Taking this approach also secures the future of your department.
• Steer things in the right direction from the first planning conversation you have. Using The Programme Performance Path from Brinkerhoff is a good way to ensure you do this. In the episode, Teemu explains how he does this.
• When designing training it is essential that you use the people who actually do the job to show and explain the workflows to you. As well as share what they need to get from the training. Tap into their expertise to tweak things, but don´t forget to speak to low performers too so you can include what not to do in your training.
• Create a user story and make sure everyone can respond appropriately regardless of what the customer does. In the episode, Teemu shares, in detail, how they did this to double the sales of their streaming services. An example anyone, regardless of industry, can use to create laser-focused and effective training.

BEST MOMENTS

'I was oriented to performance from day one. '

'Evaluate the outputs you produce, the business outcomes.'

'By involving people in our analysis, we create ambassadors and champions for further initiatives. '

'Knowing your competitors is a big success factor. '

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/

See omnystudio.com/listener for privacy information.

In this episode, Carl Binder talks about Pivot to Performance, and his methodology, and brings this to life with real-life examples. Carl is CEO of The Performance Thinking Network, helping organisations accelerate results through the performance of their people. 

A widely published author, keynote speaker, and consultant, Carl began as a Ph.D. student with B.F. Skinner at Harvard, and has spent over 40 years bringing behaviour science into practical, down-to-earth application.

KEY TAKEAWAYS

• You can deliver fantastic training, but if the business does not make changes to provide the right conditions to enable people to apply what they have learned, better results will not be generated.
• What you want is ongoing accomplishment-based talent development. 
• Using plain English is essential for making your training accessible to all and getting stakeholder buy-in.
• Design is all about the stuff that supports behaviour. In particular, the conditions people work in.
• To get engagement, you need to evangelise about the process and benefits. Without it, people will not understand and will not buy in.
• You need to give people the time and space to become fluent in using tools.
• Delivering training at the right pace and in bursts that prevent fatigue is essential.

BEST MOMENTS

'You need to define performance first. '

'An accomplishment has to be an accountable thing.'

'Generic training, and development, I think is just enormously wasteful.. '

'People who are just going to do the same old thing, the same way they always do as a checkbox, probably are not going to be my clients.. '

GUEST RESOURCES

You can follow and contact Carl via:

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

Website: https://www.performancethinking.com

ABOUT THE GUEST

Carl Binder Carl is the CEO of The Performance Thinking Network. He was one of the last graduate students of BF Skinner at Harvard University. 

He has published dozens of articles, chapters, and books and presented dozens and dozens of times, and workshops and presentations at conferences. Carl is the recipient of two of ISPs highest awards, the Thomas F Gilbert Award, and the honorary life member award. He's also received the Fred s Keller Award from the American Psychological Association for his work in education. And he's received a lifetime achievement award from the organisational behaviour management network, a sub-discipline of ABA, the Association of Behaviour Analysts.

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/

See omnystudio.com/listener for privacy information.

Welcome to series 2 of L&D’s Pivot to Performance and the first of 5 conversations. 

As with series 1, Guy Wallace and David James are speaking with esteemed guests about their own pivot from ‘Learning-focused’ practice towards a ‘performance orientation’ that more predictably and reliably, let alone efficiently and successfully, achieves demonstrable results for both employees and organisations.

In this episode, Mirjam Neelen talks about her pivot to performance, her approach to analysis, design, and stakeholder management. 

KEY TAKEAWAYS

• Get stakeholders involved from day 1.
• Asking gently probing questions is a diplomatic way to get stakeholders to properly identify the business problem and sign off on training that works instead of simply ticking a box.
• Periodically ask – “what´s the deliverable?” as a way of ensuring that the focus remains in the right place i.e., solving the problem. It is easy to get side-tracked.
• Asking questions that prompt the stakeholders to think more deeply about the work and how it is carried out helps them to realise what is needed.
• It can be difficult to get objective data from stakeholders, but you must persist in asking for it.
• Using task analysis reminds or informs the stakeholder about how the work gets done so they can 100% understand what type of training is needed.
• Asking stakeholders to create examples for the training really focuses them on what needs to be taught and how.

BEST MOMENTS

'I pick with my team, one or two projects each quarter so that we're actually solving real business problems. Then, from that, we extract things like case studies, but also frameworks, models, and more. '

'You have, which I don't think could be understated, diplomacy.'

' I really try to focus on what they are trying to always achieve and keep that front and centre. '

'In the end, it just really helped to move from what I call a training focus to a capability building focus. '

ABOUT MIRJAM NEELAN

Mirjam Neelen is the Head of Global Learning Design and Learning Sciences in Novartis. She is part of a team that redefines how Novartis Associates build competence. With 15 years of industry experience, she has worked in a wide variety of learning design roles in organisations such as Accenture, Google, and Houghton Mifflin Harcourt.

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/

See omnystudio.com/listener for privacy information.

With global economic uncertainty and hardship, organisations are likely to be making tough decisions in 2023, and if Learning & Development departments are going to survive and succeed, they are likely to be challenged to achieve more with fewer resources. In this episode, David explores his experience of leading L&D at Disney during the post-2008 banking crisis and shares lessons on how he rose to the challenge of achieving more with less.

KEY TAKEAWAYS

• Whenever there is a recession, it is normally the L&D and marketing departments that are cut.
• Becoming more visible is an important part of ensuring the organisation appreciates the value of L&D.
• The fact that employment rates in the UK are high means that developing people is going to be important for businesses. L&D is not a perk, it is essential.
• L&D must stop leaning on generic online content that is not effective. If they don´t they will fail, and the department will be slimmed down.
• Focus on addressing issues that impact the organisation’s profitability and solve real problems.
• Technology is expensive, it must be a solution that is designed to solve the actual business problems your organisation has.

BEST MOMENTS

'My stock internally rose because I grasped the nettle, and I knew what needed to be done.'

' Help stakeholders to address critical points of failure in their operation, what's not working, what's costing them opportunity? what's costing them good people?'

'Any good digital product needs to work with a notepad and a pen first, if you can't make it work with a notepad and a pen, it's not gonna work with a website. '

'If you're laser-focused on solving real problems, then your solutions are smaller, thinner, lighter, and more agile,

ABOUT ADAM HARWOOD

Adam Harwood Bio

Adam is Associate Director of Talent & Culture at Genomics having previously led L&D at luxury hospitality brand D&D and challenger bank Revolut. Adam has also worked in the L&D departments at ASOS and Ted Baker.

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/

See omnystudio.com/listener for privacy information.

The market for off-the-shelf content and programmes for the L&D profession is huge. This is despite it equating to next to no demonstrable return on investment. It’s seductive to think we can plug in a ready-made ‘solution’ but what does it really solve? And is our dependency on it going to be our downfall?

KEY TAKEAWAYS

• The purpose of L&D has to be to make it easier for people to do their jobs. Anything that does not contribute to this is usually just a tick-box exercise.
• What is provided needs to create meaningful behaviour change. In most cases, a standardised training course doesn’t do that.
• If people are sent on mind-numbing courses, they tend to assume it is all going to be rubbish and just switch off to all of it.
• The examples used must be relevant to what each department does. A one size fits all approach does not work.
• Only 29% of people think that the online learning they have completed has been effective.
• Off-the-shelf training can be useful, but only in limited circumstances, Stewart provides some examples in the podcast.
• Asking people what is stopping them from doing their job is an effective way to identify training needs.

BEST MOMENTS

'Until we understand the reason for poor performance, you can't really move the needle on it. '

' I do think there is a reluctance to dig deep, we kind of fear what we might find sometimes, I think all organisations are guilty of that.'

'Unless there's a way to relate the material to someone's world, there's always going to be a mess, '

'There is such an over-reliance on solutions that don't understand the problem. '

ABOUT STEWART EVERSON

Stewart Everson Bio

As manager of the National Bank Independent Network learning team, Stewart is responsible for driving the digital adoption of the company’s technology and ensuring employees have access to skills training and development opportunities, to grow their careers.

EPISODE RESOURCES

Nigel Paine’s work and resources - https://www.nigelpaine.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/

See omnystudio.com/listener for privacy information.

John Helmer is the host of two outstanding Learning & Development podcasts: The Learning Hack and Great Minds On Learning. In this episode, John condenses his insights and learning from the conversations he’s led with Donald Clark about the people and approaches that have informed so much of the L&D profession.

KEY TAKEAWAYS

• Experts tend to forget the gaps they had in their knowledge when they knew less, so tend to skip over things. It’s a form of educated incapacity.
• A surprising amount of learning is unlearning some of the things that are almost instinctive to us.
• Learning and development professionals don't know or aren't aware of as much of learning theory and science as perhaps you'd expect.
• Our job as learning professionals, as special as any field, is to disentangle what is valuable about the new and not be scared of innovations.
• There is a tendency for the industry to repackage old approaches. That is only OK if it has been updated and tweaked to work in a modern setting.

BEST MOMENTS' The expert has difficulty unpacking. So, my job is to help Donald unpack. ''How do you know that it works, and if you don't know that it works, does it work, and then do less of the stuff that you don't know works,'' There's a whole lot of counterintuitive stuff involved in learning, which is sort of something we talk about in the learning theory, that has to be to get around to make learning work. ''You should be ambitious for your profession. '

ABOUT JOHN HELMERJohn Helmer is a writer, editor, and communications strategy expert specialising in the fields of learning, training, education, and publishing, with a particular focus on digital technology innovation. He has led many programmes bringing together thought leaders and practitioners for knowledge sharing and debate, and writes for and edits numerous blogs, as well as producing many white papers and research reports (including articles for peer-reviewed journals).

GUEST RESOURCESYou can follow and connect with John via:LinkedIn: https://www.linkedin.com/in/johnhelmer/Great Minds On Learning: https://greatmindsonlearning.libsyn.comThe Learning Hack: https://learninghack.libsyn.com

VALUABLE RESOURCESThe 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/

See omnystudio.com/listener for privacy information.