The recent Learning Live Networks event hosted by the Learning and Performance Institute (LPI) in London on July 10th, was a melting pot of ideas and strategic insights for global leaders. Among the various sessions and discussions, several key themes emerged. Ones that can significantly impact how learning leaders navigate the evolving landscape of corporate learning.
A Cohesive Vision for the Skills Economy: AstraZeneca's Learning Evolution
Rosemary Hoskins, Global Capability Lead at AstraZeneca, shared an inspiring narrative of transformation within their L&D ecosystem. AZ, a global leader in bio-pharmaceuticals, streamlined its learning technology stack by reducing 80 platforms and tools to only 8. This strategic reduction was not just about cost-savings. It was about creating a unified, inclusive, and accessible learning environment.
By focusing on skills mapping and content strategy, AstraZeneca has been able to offer a cohesive learning journey. These journeys aligned closely with business goals. In only two years the team achieved 10K pathway completions, on the way to operating as a skills-based organization.
The process involved defining professional skills, building formal learning content, and engaging in an extensive impact measurement process. They designed effective learning experiences focused on narratives for each skill. Then, translated content into multiple languages. This approach underscores the importance of accessibility and relevance in learning. It ensures that learning interventions are both available and impactful across diverse global teams.
Strategic Metrics and ROI: Insights from Lloyds Banking Group
Stuart Brooks, formerly Head of Learning at Lloyds Banking Group, emphasized the importance of defining metrics based on business needs. He highlighted components that were valuable in demonstrating ROI. Active learning measures, product usage, cost reduction, client satisfaction and the implementation of knowledge, were all on the list. Brooks advocated for a shift from traditional training to creating more experiential learning opportunities.
The introduction of AI into the learning ecosystem was another area ripe for exploration. AI can drive personalized learning experiences. It enables adaptive learning paths that respect prior knowledge and individual learning needs. However, we must balance that with human-centric approaches. This will ensure technology enhances, rather than detracts from the learning experience.
Maintaining the Human Spark in Learning Content: Lessons from BBC Maestro
Spencer Gilman, Chief Strategy Officer at BBC Maestro, brought a fresh perspective on making learning content more human. He emphasized the importance of storytelling, emotional engagement, and surprise in creating memorable learning experiences.
Learners today, especially Gen Z and Alpha generations, have shorter attention spans and a preference for bite-sized content. We must adapt learning strategies to these consumption patterns.
Another consideration is the broad access and ease of content creation, now made possible with AI. However, short-form content should complement long-form learning frameworks.
Gilman shared the difference between “Head” and “Heart” motivation modalities. What one “needs to learn” is more effectively delivered in short form, just-in-time content. But when one “wants to learn” a topic, there is more capacity and motivation for long-form, in-depth learning. The example of lengthy podcasts consumed in mass by these generations was especially powerful.
Gilman's six principles for humanizing learning content offered a blueprint for creating effective learning interventions. His insights challenged learning leaders to rethink content delivery. Content should be informative, inspirational and emotionally resonant.
Adopting an Adventurous Mindset: Lessons from a Journey to the North Pole
Sue Stockdale, an accomplished adventurer and leadership coach, provided a compelling framework for thriving in uncertainty. Her "adventurous mindset" approach is based on her perilous journey to the North Pole. It includes curiosity, confidence, self-belief, tolerance of risk, action orientation, and resilience. For L&D leaders, fostering such a mindset can be transformative. It can encourage teams to embrace change, take calculated risks, and persist through challenges.
Stockdale’s metaphor of early adopters versus slow adopters was particularly relevant for organizational change management. Those who embrace change quickly, tend to experience less pain and more growth. Building a culture that values safety, collaboration, and shared goals can lead to more resilient and innovative teams.
Integrating Technology and Human Intelligence in Learning
The overarching theme at this event was the delicate balance between leveraging technology and maintaining the human touch in learning. AI and digital platforms offer unprecedented opportunities for personalized and scalable learning. However, they should amplify, not replace, human connection, emotional engagement, and the intrinsic motivations that drive learning.
Learning leaders must navigate this balance, use technology intentionally and choose it carefully. This requires continuous evaluation and adaptation of learning strategies. It also requires a focus on the learner's needs and experiences.
At Engageli, we enable meaningful learning with human connection and active learning experiences. Our platform is powered by AI and intelligent analytics. It enables facilitators to focus on their craft. We believe that combining cutting-edge technology with the magic of human learning leads to more connected, accomplished and knowledgeable teams. This is why the themes at Learning Live resonated with us and amplified our mission.
Conclusion
Meet the Engageli team at Learning Live London in September!
