“Data is the new black” according to Laura Overton. So how do we differentiate the fad from the facts? Laura has a unique perspective on L&D, which is as broad as it is deep. In this episode of The Learning & Development Podcast, we explore the applications of data and evidence-based practice in L&D, what these are and why we all need to pay attention. 

KEY TAKEAWAYS 
What’s different now? Unlike in the previous years where we have just started modernising some practices, the main focus lately has been on how companies can keep up with the rapidly-changing technologies present. A business must sought to study and analyse if a new technological solution might increase their business value. 
What do ‘evidence’ and ‘data’ mean in L&D? Data is just a plain input (a numerical figure, a fact, etc.), but proper handling of it will greatly improve efficiency. It’s easier to gather and analyse data when we have the evidence, which involves the opinions, the observations, and the hypotheses. 
Data analytics, Machine Learning (ML), and Artificial Intelligence (AI) are just a few of the buzzwords we hear recently if we ask about emerging technologies. But remember to remain cautious and inquisitive of the systems you wish to adapt in your company. Being trendy does not equate to being the best. 
According to Rob Briner’s The Role of Scientific in Evidence-Based HR, we can base our evidences on four different sources: scientific research findings, organizational data, professional experience and judgment, and stakeholder’s values and concerns. These can help answer questions you have in the business. 
Dealing with organisational changes can be very difficult. But, the use of the available data can help ease the transitions happening without disrupting the work culture and work environment. 
Some stakeholders would immediately suggest some solutions without even knowing the entirety of a certain situation. As an HR practitioner, it’s your job to present the actual data and the possible solutions based on it and some evidences. 
What can L&D learn from marketing? Marketing is capable of gathering huge amounts of information, from the tidbits to the most critical ones. One of the known marketing experiments is A/B testing, which tests variations of a campaign so a company can know what’s best to use. The same experimentation can be adapted when choosing the best HR practices. 
For Laura, the secret ingredient in the engagement between data and evidence are the questions you have in the current situation that you’re willing to challenge. They’ll help you gain the information you need to arrive at the best HR practices. 

BEST MOMENTS 
“The market dictates strongly where the practitioners should be going rather than it being an equal relationship which increases the amibiguity, as well as anxiety in the profession.” 
“Data on its own is potentionally dangerous.”  
“It’s about the questions we ask.” 
“It’s not taking one set of data, but it’s looking at range of data.” 
“Data can really shift conversations.” 

VALUABLE RESOURCES 
Sentiment Analysis | https://monkeylearn.com/sentiment-analysis/  
The Role of Scientific Findings in Evidence-Based HR | https://www.cebma.org/wp-content/uploads/Briner-Barends-The-Role-of-Scientific-Findings-in-Evidence-Based-HR.pdf  
Center for Evidence-Based Management (CEBMa) - https://www.cebma.org 
How to Start Thinking Like a Data Scientist | Harvard Business Review | https://hbr.org/2013/11/how-to-start-thinking-like-a-data-scientist  
The Learning & Development Podcast: Agile L&D | Apple | Spotify | Omny 

ABOUT THE GUEST 

Laura Overton is an award winning learning analyst dedicated to uncovering and sharing effective practices in learning innovation that lead to business value. Her work is based on 30 years of practical experience and a commitment to supporting evidence based learning decisions and has shared her ideas as author of over 40 reports and hundreds of articles over that time. As the founder of Towards Maturity, she is also known for leading the first 15 years of a longitudinal study programme (2004 – February 2019) respected for uncovering and share learning strategies that lead to business success. 

You can follow and connect with Laura via: 
LinkedIn: https://www.linkedin.com/in/lauraoverton/  
Twitter: @lauraoverton 

ABOUT THE HOST 

David James  

David has been a People Development professional for over 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/ 

 

&ldquo;Data is the new black&rdquo; according to Laura Overton. So how do we differentiate the fad from the facts? Laura has a unique perspective on L&amp;D, which is as broad as it is deep. In this episode&nbsp;of The Learning &amp; Development Podcast, we explore the applications of data and evidence-based practice in L&amp;D, what these are and why we all need to pay attention.&nbsp;
KEY TAKEAWAYS&nbsp;
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="1" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">What&rsquo;s different now? Unlike in the&nbsp;previous years where we have just started modernising&nbsp;some practices, the main focus&nbsp;lately has been on how companies can keep up with the rapidly-changing technologies present.&nbsp;A&nbsp;business must sought to study and analyse if a new&nbsp;technological solution&nbsp;might increase their business value.&nbsp;</li>
</ul>
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="1" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">What&nbsp;do &lsquo;evidence&rsquo;&nbsp;and&nbsp;&lsquo;data&rsquo;&nbsp;mean in L&amp;D?&nbsp;Data is&nbsp;just a plain input (a numerical figure, a fact, etc.), but&nbsp;proper handling of&nbsp;it will greatly&nbsp;improve efficiency. It&rsquo;s easier to gather and analyse data when we have the evidence, which involves the opinions, the observations, and the hypotheses.&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="1" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">Data analytics, Machine Learning (ML), and Artificial Intelligence (AI) are just a few of the&nbsp;buzzwords&nbsp;we hear&nbsp;recently if we ask about&nbsp;emerging technologies. But&nbsp;remember to&nbsp;remain cautious and inquisitive of the systems you wish to adapt in your company. Being trendy does not&nbsp;equate to being the best.&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="1" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">According to Rob Briner&rsquo;s The Role of Scientific in Evidence-Based HR, we can base our evidences on four different sources: scientific research findings, organizational data, professional experience and judgment, and stakeholder&rsquo;s values and concerns. These can help answer questions&nbsp;you have in the&nbsp;business.&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="1" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1">Dealing with organisational changes&nbsp;can be very difficult.&nbsp;But,&nbsp;the use of the&nbsp;available data can help ease the transitions happening without disrupting the work culture and work environment.&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="1" aria-setsize="-1" data-aria-posinset="5" data-aria-level="1">Some stakeholders would&nbsp;immediately suggest some solutions without even&nbsp;knowing&nbsp;the&nbsp;entirety&nbsp;of&nbsp;a certain&nbsp;situation. As an HR practitioner, it&rsquo;s your job to present the&nbsp;actual&nbsp;data and&nbsp;the&nbsp;possible&nbsp;solutions based on&nbsp;it and some evidences.&nbsp;</li>
</ul>
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="1" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">What&nbsp;can&nbsp;L&amp;D learn from marketing? Marketing&nbsp;is capable of gathering&nbsp;huge amounts&nbsp;of information, from the tidbits to the most critical ones.&nbsp;One of the known marketing experiments is A/B testing, which tests variations of a campaign&nbsp;so a company can know&nbsp;what&rsquo;s best&nbsp;to use. The same experimentation can be adapted when choosing the best&nbsp;HR practices.&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="1" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">For Laura, the secret ingredient&nbsp;in the&nbsp;engagement&nbsp;between&nbsp;data and evidence are the questions you have in the current situation&nbsp;that you&rsquo;re willing to challenge. They&rsquo;ll help you gain the information you need to arrive at the best HR practices.&nbsp;</li>
</ul>
BEST MOMENTS&nbsp;
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="2" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">&ldquo;The market dictates&nbsp;strongly where the practitioners should&nbsp;be going&nbsp;rather than it being an equal relationship which increases the amibiguity,&nbsp;as well as&nbsp;anxiety in the profession.&rdquo;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="2" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1">&ldquo;Data on its own is potentionally dangerous.&rdquo;&nbsp;&nbsp;</li>
</ul>
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="2" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">&ldquo;It&rsquo;s about the questions we ask.&rdquo;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="2" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">&ldquo;It&rsquo;s not taking one set of data, but it&rsquo;s looking at range of data.&rdquo;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="2" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">&ldquo;Data can&nbsp;really shift conversations.&rdquo;&nbsp;</li>
</ul>
VALUABLE RESOURCES&nbsp;
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="9" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1">Sentiment Analysis |&nbsp;<a href="https://monkeylearn.com/sentiment-analysis/">https://monkeylearn.com/sentiment-analysis/</a>&nbsp;&nbsp;</li>
</ul>
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="9" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">The Role of Scientific Findings in Evidence-Based HR |&nbsp;<a href="https://www.cebma.org/wp-content/uploads/Briner-Barends-The-Role-of-Scientific-Findings-in-Evidence-Based-HR.pdf">https://www.cebma.org/wp-content/uploads/Briner-Barends-The-Role-of-Scientific-Findings-in-Evidence-Based-HR.pdf</a>&nbsp;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="9" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">Center&nbsp;for Evidence-Based Management (CEBMa) -&nbsp;<a href="https://www.cebma.org/">https://www.cebma.org</a>&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="9" aria-setsize="-1" data-aria-posinset="3" data-aria-level="1">How to&nbsp;Start Thinking&nbsp;Like a Data Scientist&nbsp;| Harvard Business Review |&nbsp;<a href="https://hbr.org/2013/11/how-to-start-thinking-like-a-data-scientist">https://hbr.org/2013/11/how-to-start-thinking-like-a-data-scientist</a>&nbsp;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="9" aria-setsize="-1" data-aria-posinset="4" data-aria-level="1">The Learning &amp; Development Podcast: Agile L&amp;D |&nbsp;<a href="https://podcasts.apple.com/gb/podcast/agile-l-d/id1466927523?i=1000447874447">Apple</a>&nbsp;|&nbsp;<a href="https://open.spotify.com/episode/1cGowBtnvzXffqhJgDJUqh">Spotify</a>&nbsp;|&nbsp;<a href="https://omny.fm/shows/the-learning-development-podcast/agile-l-d">Omny</a>&nbsp;</li>
</ul>
ABOUT THE GUEST&nbsp;
Laura Overton&nbsp;is an award winning learning analyst dedicated to uncovering and sharing effective practices in learning innovation that lead to business value. Her work&nbsp;is based&nbsp;on 30 years of practical experience and a commitment to supporting evidence based learning decisions and has shared her ideas as author of over 40 reports and hundreds of articles over that time. As the founder of Towards Maturity,&nbsp;she is also known&nbsp;for leading the first 15 years of a longitudinal study programme (2004 &ndash; February 2019) respected for uncovering and share learning strategies that lead to business success.&nbsp;
You can follow and connect with Laura via:&nbsp;
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="6" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">LinkedIn:&nbsp;<a href="https://www.linkedin.com/in/lauraoverton/">https://www.linkedin.com/in/lauraoverton/</a>&nbsp;&nbsp;</li>
<li data-leveltext="" data-font="Symbol" data-listid="6" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">Twitter: @lauraoverton&nbsp;</li>
</ul>
ABOUT THE HOST&nbsp;
David James&nbsp;&nbsp;
David has been a People Development professional for&nbsp;over&nbsp;20 years, most&nbsp;notably as Director of Talent, Learning &amp; OD for The Walt Disney Company across Europe, the Middle East &amp; Africa.&nbsp;&nbsp;
As well as&nbsp;being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&amp;D&nbsp;as well as&nbsp;an active member of the CIPD L&amp;D Advisory Board.&nbsp;&nbsp;
CONTACT METHOD&nbsp;&nbsp;
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="3" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">Twitter: <a href=" https://twitter.com/davidinlearning/&nbsp;"> https://twitter.com/davidinlearning/&nbsp;</a></li>
</ul>
<ul>
<li data-leveltext="" data-font="Symbol" data-listid="3" aria-setsize="-1" data-aria-posinset="1" data-aria-level="1">LinkedIn: <a href="https://www.linkedin.com/in/davidjameslinkedin/&nbsp;&nbsp;">https://www.linkedin.com/in/davidjameslinkedin/&nbsp;&nbsp;</a></li>
<li data-leveltext="" data-font="Symbol" data-listid="3" aria-setsize="-1" data-aria-posinset="2" data-aria-level="1">Website: <a href="https://www.looop.co/&nbsp;">https://www.looop.co/&nbsp;</a></li>
</ul>
&nbsp;

The Learning & Development Podcast is a fortnightly topical podcast show for L&D professionals hosted by David James and presented by 360Learning.

In each episode David James discusses and debates topics affecting the profession alongside expert guests.  David is the Chief Learning Officer at 360Learning and a highly respected voice in the Learning & Development industry. With a focus on harnessing technology to drive impactful learning strategies, David is recognised as one of the top 10 global influencers in the L&D space. His expertise lies in helping organisations modernise their approach to workplace learning, ensuring measurable results and business alignment.

The Learning & Development Podcast has amassed over 500,000 downloads and ranks in the top 1% of podcasts globally. With nearly 30,000 LinkedIn followers, David continues to shape the conversation around L&D innovation and best practices, drawing on his deep experience, including his time as Director of Learning, Talent & Organisational Development at The Walt Disney Company.

LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.360learning.com/

The Learning &amp; Development Podcast is a fortnightly topical podcast show for L&amp;D professionals hosted by David James and presented by <a href="https://360learning.com/">360Learning</a>.
In each episode David James discusses and debates topics affecting the profession alongside expert guests.&nbsp; David is the Chief Learning Officer at 360Learning and a highly respected voice in the Learning &amp; Development industry. With a focus on harnessing technology to drive impactful learning strategies, David is recognised as one of the top 10 global influencers in the L&amp;D space. His expertise lies in helping organisations modernise their approach to workplace learning, ensuring measurable results and business alignment.
The Learning &amp; Development Podcast has amassed over 500,000 downloads and ranks in the top 1% of podcasts globally. With nearly 30,000 LinkedIn followers, David continues to shape the conversation around L&amp;D innovation and best practices, drawing on his deep experience, including his time as Director of Learning, Talent &amp; Organisational Development at The Walt Disney Company.
LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.360learning.com/

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