Learning & Development functions need to move beyond education if they are to fulfil their potential but what does that actually mean?

In this episode, Nick shares his Learning Maturity model and we discuss what this means practically for L&D, organisations and each stakeholder within it.

KEY TAKEAWAYS
Learning Maturity is Person-Centred Design.
Audience interest is critical. You need to address the things they care about in ways that transform.
Emotion plays a vital role in learning.
People prefer face-to-face to e-learning.
Being better and faster at their job is the No. 1 thing people want.
Training should help people to develop not just perform better. People stay if they feel valued and included.
L&D needs to facilitate and increase the availability of learning experiences that are already being used within an organisation.
Hybrid learning is different from blended learning. How is explained in the podcast.
Often managers are there for the rain dance and they don´t care if it rains.

BEST MOMENTS

'L&D is still largely set in an education mindset.'

'Understand what matters to your audience. That´s going to determine what they remember, It´s your key lever.'

'When the word learning is included in the communication, people are around 25% less likely to engage with it.'

'They were there for the rain dance, and they didn´t really care if it rains or not.'

VALUABLE RESOURCES

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

L&D Masterclass Series: https://360learning.com/blog/

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. 

ABOUT THE GUEST

Nick Shackleton-Jones Bio

Nick is a genuine thought-leader in Learning & Development, responsible for initiating the shift from ‘courses to resources’ and for 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 being the winner of 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/

Shackleton Consulting: https://shackleton-consulting.com/

CONTACT METHOD FOR DAVID JAMES
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 Masterclass Series: https://360learning.com/blog/

Learning &amp; Development functions need to move beyond education if they are to fulfil their potential but what does that actually mean?
In this episode, Nick shares his Learning Maturity model and we discuss what this means practically for L&amp;D, organisations and each stakeholder within it.
KEY TAKEAWAYS
<ul>
<li>Learning Maturity is Person-Centred Design.</li>
<li>Audience interest is critical. You need to address the things they care about in ways that transform.</li>
<li>Emotion plays a vital role in learning.</li>
<li>People prefer face-to-face to e-learning.</li>
<li>Being better and faster at their job is the No. 1 thing people want.</li>
<li>Training should help people to develop not just perform better. People stay if they feel valued and included.</li>
<li>L&amp;D needs to facilitate and increase the availability of learning experiences that are already being used within an organisation.</li>
<li>Hybrid learning is different from blended learning. How is explained in the podcast.</li>
<li>Often managers are there for the rain dance and they don&acute;t care if it rains.</li>
</ul>
BEST MOMENTS
'L&amp;D is still largely set in an education mindset.'
'Understand what matters to your audience. That&acute;s going to determine what they remember, It&acute;s your key lever.'
'When the word learning is included in the communication, people are around 25% less likely to engage with it.'
'They were there for the rain dance, and they didn&acute;t really care if it rains or not.'
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;
L&amp;D Masterclass Series: <a href="https://360learning.com/blog/">https://360learning.com/blog/</a>
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 Officer at 360Learning, David is a prominent writer and speaker on topics around modern and digital L&amp;D.&nbsp;
ABOUT THE GUEST
Nick Shackleton-Jones Bio
Nick is a genuine thought-leader in Learning &amp; Development, responsible for initiating the shift from &lsquo;courses to resources&rsquo; and for 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 &amp; BP. He&rsquo;s now a consultant and author of &lsquo;How People Learn&rsquo; (Kogan Page, May 2019) as well as being the winner of several awards for people development strategy, innovation, and learning content, including the Learning &amp; Performance Institute&rsquo;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/
Shackleton Consulting: https://shackleton-consulting.com/
CONTACT METHOD&nbsp;FOR DAVID JAMES
<ul>
<li>Twitter:  <a href="https://twitter.com/davidinlearning/">https://twitter.com/davidinlearning/</a></li>
<li>LinkedIn:&nbsp;<a href="https://www.linkedin.com/in/davidjameslinkedin/">https://www.linkedin.com/in/davidjameslinkedin/</a>&nbsp;</li>
<li>L&amp;D Collective:&nbsp;<a href="https://360learning.com/the-l-and-d-collective/">https://360learning.com/the-l-and-d-collective/</a></li>
<li>Blog: <a href="https://360learning.com/blog/">https://360learning.com/blog/</a></li>
<li>L&amp;D Masterclass Series: <a href="https://360learning.com/blog/">https://360learning.com/blog/</a></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/

The Learning & Development Podcast

In this episode, Nick shares his Learning Maturity model and we discuss what this means practically for L&D, organisations and each stakeholder within it.

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