The aim of this series is to highlight the important shift that some L&D leaders and practitioners have made in order to more predictably and reliably affect individual and organisational performance, achieving much more as a consequence. 

For the second episode, Guy Wallace and I speak with Sebastian Tindall, Head of Learning & Development at Vitality. Sebastian has also held strategic roles in Santander Bank and The Co-Operative Bank. Over recent years his work with global L&D functions in South Africa, India, and the USA have catalysed his passion for creating a diverse range of innovative high-impact learning solutions.

KEY TAKEAWAYS
You need more than training in your arsenal to solve an organization's problems.
A resource that improves performance could be anything, for example, a tool or a system tweak.
Ask what people need to do to get it right every single time. This approach identifies impossible or inefficient processes.
Training should not be the go-to. Processes should be so simple and intuitive that training is not necessary.
People should not be over-trained and boxed in. The aim is to make them intuitive, flexible, and agile.
The initial conversation should always be about the business performance issue. Ask managers to explain exactly why they want the training.
Sebastian´s team typically turns a project around in 7 days.
Taking a lego block approach enables any team member to pick up and work on any stage of any project, which greatly reduces delays.
Analyze how people use your systems to make sure they can find information fast.
Sharing good results provides you with instant permission to change and improve things even more.
Managers need to see the training and to have more access to L&D while their teams are being retrained, so they do not get blind-sided.

BEST MOMENTS

'I don´t have a training bias, I have a performance bias.'

'Typical turnaround for a project for us is 7 working days. We are built for speed. '

'Our definition of performance is the ability to complete a task correctly, every time. '

'Flip it and ask what will support them in their role'.'

 

VALUABLE RESOURCES

The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 

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/

The aim of this series is to highlight the important shift that some L&amp;D leaders and practitioners have made in order to more predictably and reliably affect individual and organisational performance, achieving much more as a consequence.&nbsp;
For the second episode, Guy Wallace and I speak with Sebastian Tindall, Head of Learning &amp; Development at Vitality. Sebastian has also held strategic roles in Santander Bank and The Co-Operative Bank. Over recent years his work with global L&amp;D functions in South Africa, India, and the USA have catalysed his passion for creating a diverse range of innovative high-impact learning solutions.
KEY TAKEAWAYS
<ul>
<li aria-level="1">You need more than training in your arsenal to solve an organization's problems.</li>
<li aria-level="1">A resource that improves performance could be anything, for example, a tool or a system tweak.</li>
<li aria-level="1">Ask what people need to do to get it right every single time. This approach identifies impossible or inefficient processes.</li>
<li aria-level="1">Training should not be the go-to. Processes should be so simple and intuitive that training is not necessary.</li>
<li aria-level="1">People should not be over-trained and boxed in. The aim is to make them intuitive, flexible, and agile.</li>
<li aria-level="1">The initial conversation should always be about the business performance issue. Ask managers to explain exactly why they want the training.</li>
<li aria-level="1">Sebastian&acute;s team typically turns a project around in 7 days.</li>
<li aria-level="1">Taking a lego block approach enables any team member to pick up and work on any stage of any project, which greatly reduces delays.</li>
<li aria-level="1">Analyze how people use your systems to make sure they can find information fast.</li>
<li aria-level="1">Sharing good results provides you with instant permission to change and improve things even more.</li>
<li aria-level="1">Managers need to see the training and to have more access to L&amp;D while their teams are being retrained, so they do not get blind-sided.</li>
</ul>
BEST MOMENTS
'I don&acute;t have a training bias, I have a performance bias.'
'Typical turnaround for a project for us is 7 working days. We are built for speed. '
'Our definition of performance is the ability to complete a task correctly, every time. '
'Flip it and ask what will support them in their role'.'
&nbsp;
VALUABLE RESOURCES
The Learning And Development Podcast - <a href="https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523">https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523</a>&nbsp;
ABOUT THE HOST
David James&nbsp;
David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning &amp; OD for The Walt Disney Company across Europe, the Middle East &amp; Africa.&nbsp;
As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&amp;D as well as an active member of the CIPD L&amp;D Advisory Board.&nbsp;
CONTACT METHOD&nbsp;
<ul>
<li aria-level="1">Twitter:  https://twitter.com/davidinlearning/</li>
<li aria-level="1">LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/&nbsp;</li>
<li aria-level="1">Website: https://www.looop.co/</li>
</ul>

This 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 a Learning & Talent leader of 25 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. LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.360learning.com/

This 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.  David is a Learning &amp; Talent leader of 25 years, most notably as Director of Talent, Learning &amp; OD for The Walt Disney Company across Europe, the Middle East &amp; 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&amp;D. LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.360learning.com/

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