3. Expert Track http://3.67.246.251/series/expert-track/ Welcome to a collection of thoughtful conversations with renowned experts on a variety of L&D-related topics. We take a look at everything from the purpose of L&D today, how the industry is changing to how L&D can stay relevant in an increasingly unpredictable future. Mon, 19 Jan 2026 13:52:36 +0000 en-US © 2022 Nifty Learning Welcome to a collection of thoughtful conversations with renowned experts on a variety of L&D-related topics. We take a look at everything from the <span class="color-blue">purpose of L&D</span> today, how the industry is changing to <span class="color-blue">how L&D can stay relevant</span> in an increasingly unpredictable future. Nifty Learning Welcome to a collection of thoughtful conversations with renowned experts on a variety of L&D-related topics. We take a look at everything from the purpose of L&D today, how the industry is changing to how L&D can stay relevant in an increasingly unpredictable future. Nifty Learning victor@niftylearning.io false yes 21721dc2-e0a1-5459-b99a-9c4f99209c94 https://wordpress.org/?v=6.9.4 L&D’s place and purpose in the organization http://3.67.246.251/podcast/lds-place-and-purpose-in-the-organization/ Fri, 27 Oct 2023 15:36:51 +0000 https://niftylearning.io/?post_type=podcast&p=2461 In this episode, we tackle some of the most important aspects of L&D work, answering questions about:

* L&D's internal customers

* how to improve L&D's understanding of the business

* the access to the company's strategy and how L&D can contribute

* the multidisciplinary aspect of L&D work

* whether the function should be rebranded

* how to work together with the other People functions

* personal development for L&D professionals

]]> In this episode, we tackle some of the most important aspects of L&D work, answering questions about:

* L&D's internal customers

* how to improve L&D's understanding of the business

* the access to the company's strategy and how L&D can contribute

* the multidisciplinary aspect of L&D work

* whether the function should be rebranded

* how to work together with the other People functions

* personal development for L&D professionals

]]> http://3.67.246.251/wp-content/uploads/2023/10/LD-Spotlight-Episode-304-LDs-place-and-purpose-in-the-organization.jpg L&D’s place and purpose in the organization false no 49:53 No no Impostor Syndrome in L&D http://3.67.246.251/podcast/impostor-syndrome-in-ld/ Fri, 12 Aug 2022 14:20:46 +0000 https://niftylearning.io/?post_type=podcast&p=2090 http://3.67.246.251/wp-content/uploads/2022/08/LD-Spotlight-Episode-303-Impostor-Syndrome-in-LD.jpg Impostor Syndrome in L&D false no 49:53 No no L&D and the Value Chain http://3.67.246.251/podcast/ld-and-the-value-chain/ Fri, 12 Aug 2022 14:12:30 +0000 https://niftylearning.io/?post_type=podcast&p=2085 A breakdown of the episode's topics has been graciously created by Bülent, and you can find it by following the link below:

https://www.bulentduagi.com/podcast-notes-links-between-l-d-strategy-and-value-creation/

]]> A breakdown of the episode's topics has been graciously created by Bülent, and you can find it by following the link below:

https://www.bulentduagi.com/podcast-notes-links-between-l-d-strategy-and-value-creation/

]]> http://3.67.246.251/wp-content/uploads/2022/07/LD-Spotlight-Episode-302-LD-and-the-Value-Chain.jpg L&D and the Value Chain false no 55:48 No no Changing the Face of L&D http://3.67.246.251/podcast/changing-the-face-of-learning-and-development/ Wed, 15 Jun 2022 18:10:14 +0000 https://niftylearning.io/?post_type=podcast&p=2024 Highlights: * Learning experience design should consider that humans are driven by emotion rather than logical reasoning and incorporate ways to be impactful and effective (aka “sticky”). Reading recommendation: Motivational Design for Learning and Performance. * To make learning meaningful, L&D needs to create a relatable story around a specific piece of organizational knowledge (a procedure, process, business rule, tool/functionality). This is the core of Dr. Quinn’s latest book: Make it meaningful. * L&D should design impactful learning experiences regardless of company culture. Reading recommendation: Drive by Daniel Pink on purpose as a component of relatedness. * L&D must internally practice the appropriate mechanisms that create a learning culture to improve its credibility in the business. * L&D is crucial in an organization’s ability to tackle future innovation and competitiveness. Reading recommendation: Revolutionize Learning & Development.

Data sources to support L&D business cases: - in-house experiments, run with the support of sponsors/champions - anecdotal data or examples from other industries that show converging results - academic research and books (for example, for the value of social media, you can read The New Social Learning)

Quick wins that L&D can start working on today: A. Switch the approach of designing new learning experiences: instead of teaching the audience through a series of presentations, L&Ds could try other methods: problem investigation, collaboration, answering questions, and solving tasks that require the participant to apply the knowledge learned. B. Change the indicators that L&D measures: instead of attendance rates, time spent learning, course reviews, and time to course delivery, L&D should focus on the business metrics it supports. C. Find an enthusiastic adopter willing to work with L&D on designing a learning experience; present to management the improved business metrics. D. A learning experience should offer ample practice context - currently, only 80% of the content is theoretical, and 20% is practical; L&D should switch the proportion.

]]> Highlights: * Learning experience design should consider that humans are driven by emotion rather than logical reasoning and incorporate ways to be impactful and effective (aka “sticky”). Reading recommendation: Motivational Design for Learning and Performance. * To make learning meaningful, L&D needs to create a relatable story around a specific piece of organizational knowledge (a procedure, process, business rule, tool/functionality). This is the core of Dr. Quinn’s latest book: Make it meaningful. * L&D should design impactful learning experiences regardless of company culture. Reading recommendation: Drive by Daniel Pink on purpose as a component of relatedness. * L&D must internally practice the appropriate mechanisms that create a learning culture to improve its credibility in the business. * L&D is crucial in an organization’s ability to tackle future innovation and competitiveness. Reading recommendation: Revolutionize Learning & Development.

Data sources to support L&D business cases: - in-house experiments, run with the support of sponsors/champions - anecdotal data or examples from other industries that show converging results - academic research and books (for example, for the value of social media, you can read The New Social Learning)

Quick wins that L&D can start working on today: A. Switch the approach of designing new learning experiences: instead of teaching the audience through a series of presentations, L&Ds could try other methods: problem investigation, collaboration, answering questions, and solving tasks that require the participant to apply the knowledge learned. B. Change the indicators that L&D measures: instead of attendance rates, time spent learning, course reviews, and time to course delivery, L&D should focus on the business metrics it supports. C. Find an enthusiastic adopter willing to work with L&D on designing a learning experience; present to management the improved business metrics. D. A learning experience should offer ample practice context - currently, only 80% of the content is theoretical, and 20% is practical; L&D should switch the proportion.

]]> http://3.67.246.251/wp-content/uploads/2022/06/LD-Spotlight-Episode-301-Changing-the-Face-of-LD.jpg Changing the Face of L&D false no 38:49 No no