Member Since: 2nd Mar 2009
I am a senior learning and development practitioner with over 15 years of experience working across the public, private and non-profit sector.
Senior Learning and Development Advisor Jewish Care
10th Mar 2020
Thanks Nigel, very insightful article. I like the Network Rail example you used, and what came to me from it, is that we need to become more adept at collecting and using data to identify organisational issues. Also from your five steps I particular like the last one where you write that even if we have not been given permission we should implement part of our proposed solution. I think that what you are trying to tell us here is to develop an almost entreprenuerial mindset.
2nd Dec 2019
Great article with lots of food for thought. Thank you.
5th Nov 2019
Brilliant article which challenges our perception of leadership development and i believe provides a more practical way. Thanks.
30th Oct 2019
A very thought provoking article which I agree with. L&D needs to take the risk of investing in people continuously and worry less whether there is a ROI (even though that is important). We often talk about developing a learning culture. One way to help develop that is to make accessibility to learning and development easy and make everyone within the organisation believe that there are always opportunities to learn.
Thanks for the article.
18th Oct 2019
This is a reply two years later, but only because i missed your reply and I do apologise. I am not studying to be a full blown data scientist as i don't believe you need that for L&D. What i do mostly is take courses from MOOC platforms such as Edx, FutureLearn and Coursera and also read books. My aim is to be able to to identify what data is needed for any learning and development intervention and then be able to analyse it to arrive at the necessary conclusions. For example if the goal is to evaluate an intervention, then i would first want to know what the performance objectives are and what data needs to be collected to measure the performance objectives and how to collect the data. Then we can go ahead and analyse the data to see if the intervention met the performance objectives or not.
18th Oct 2019
Thanks for this article. While i do agree with some of the drawbacks that you mentioned in regards to the Kirkpatrick model, I am not so sure that the HCVP model you presented is the solution. In theory I think it's a useful model, but it looks complicated and even the graphic that you used to describe it has too many components. This is also partly the reason why the ROI model hasn't picked up, because of how complicated it is in reality. For evaluation to really be successful in L&D we need something that is simple to understand and implement, and I don't mean simplistic. We are never going to get a perfect model, but we do need a usable one.
16th Oct 2019
Thanks for another great article. You have a way of making what most of us think is really complicated look simple and straightforward. I do agree with you that with a bit of curiosity, asking the right questions and using basic descriptive statistics, we can do a lot of beneficial analytics for learning and development.
Again, thank you.
11th Oct 2019
Thanks for your article which presents a balanced perspective on using data and our intuition. Your article reminded me of a TED talk by Vera *** called, The human insights missing from big data, where she spoke about the importance of coupling human insights with data. Also thanks for your talk at the summer learning technologies conference i really enjoyed it.
10th Oct 2019
Top article Mark, really enjoyed reading this. I like your thinking around evaluation because it is simple to understand and practicable. Thanks.
9th Oct 2019
Thanks Jeff for this useful article which gives us some good ideas on how to improve our learning delivery with data.