Today on The Learning & Development Podcast, David talks to Nick Shackleton-Jones, the author of How People Learn and a genuine thought leader on Learning & Development, to talk more about how we can improve our learning and training strategies for our employees. It must be centred on how they could grow and develop themselves so we can expect high performance. Discover in this episode how we can use simulations to determine solutions, the pull and push method, producing content, and many more. 

Start changing your perspective on learning for the better when you tune in. 

KEY TAKEAWAYS 

• How can a genuine thought leader be differentiated from a fake one? Genuine thought leaders don’t say what you want to hear; they say what you need to hear. Be ready to what they say even though some truths might be unpleasant. 
• When producing content for learning, it’s important to know how it can help. Know the main concerns first, so you’ll know what can be the solutions to present. Do an analysis of what worked and what didn’t work for them in the past. 
• How can Learning & Development align better to the business? “Solve their problems first, not translate them into your solutions.”  
• Models that exist today only serve those who are at the top, not the people who really need the service. Find out who your audience is.  

• The effective context model is supposed to underpin all learning phenomena for all in different contexts. The pull and push approach is useful since we only react to things we care.  
• What to Consider When Redesigning L&D Strategies: 

• Creating resources 
• Experience design—responding to challenges and creating challenges 

• The Learning & Development sector should be ready for disruptions that could boost the strategies and services. For example, technology is becoming more functional for everyone. 

BEST MOMENTS 

• “I’d like to think that people entering the world of learning development believed that it was an antidote to the weirdness and bureaucracy.” 
• “Our challenges drive our learning.” 
• “The only way to get them to efficiently to just know it is to find out what they care about today.” 
• “Let’s not come to people with PowerPoint presentations when we have some time to have valuable time together to talk about what they think, to share experiences, and to learn from each other.” 

• “We are eliminating learning in the interest of making everything more usable.” 

ABOUT THE GUEST 

Nick Shackleton-Jones 

Nick is a genuine thought-leader in Learning & Development, responsible for coining the ‘courses to resources’ shift and the affective context model of learning.  

He began his professional life as a psychology lecturer and went on to lead learning functions at Siemens, BBC & BP. He’s now a consultant and author of ‘How People Learn’ (Kogan Page, May 2019) as well as winning several awards for people development strategy, innovation, and learning content, including the Learning & Performance Institute’s Award for Services to the Learning Industry, 2017.  

You can follow and contact Nick via: 

• Twitter: @shackletonjones 
• LinkedIn: https://www.linkedin.com/in/shackletonjones/ 
• How People Learn: https://www.amazon.co.uk/How-People-Learn-Designing-Performance/dp/0749484705 

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 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/