Speexx Exchange Podcast – Episode 15:
Learning About Learning in This New Normal with Helen Smyth
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Episode 15
Welcome to the Speexx Exchange podcast on “Learning About Learning in This New Normal”! In this most recent episode of the Speexx Exchange podcast, host Donald Taylor has a conversation with Helen Smyth, Group Digital Learning and Design Manager at a leading UK retailer. She shares what she learned about learning during the COVID lockdown period. Donald is nothing short of impressed when Helen details how her organization was able to onboard 25,000 people – online! – during this time. They also trade thoughts on how the pandemic has actually instilled some good learning behavior in all of us. Finally, Helen offers some of her thoughts on what’s to come next in this “new normal” – for instance, that we’ve probably accelerated lots of things in training and development, and actually utilized items in our “L&D toolbox” that we haven’t taken advantage of before. The pair explore how learning is likely to be much more embedded within what Josh Bersin calls “the flow of work” moving forward.
About Donald Taylor
Chairman of the Learning and Performance Institute since 2010, his background ranges from training delivery to managing director and vice-president positions in software companies. Donald took his own internet-based training business from concept to trade sale in 2001 and has been a company director during several other acquisitions. Now based in London, he has lived and traveled extensively outside the UK and now travels regularly internationally to consult and speak about workplace learning.
About Helen Smyth
Helen Smyth is a senior professional with over 20 years’ multi-sector experience creating effective learning and people development strategies and implementing them within global and local contexts. Commercially focused and results-driven with a strong track record of managing and developing delivery teams. Her experience extends across FTSE 100 global multi-nationals, UK small firms, the manufacturing and service sectors, and further and higher education.
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While access to revolutionary technology in learning is at an all-time high, many organizations still choose to implement archaic and ineffective tools for training and development. One way to close this gap for the modern learner is to focus on the entire learning experience using learning experience design principles.
Boosting the Business Impact of Learning
A strategic approach to employee experience must combine data with human, soft skills. Only when people are able to communicate effectively with other people across teams and borders, will HR and L&D be able to demonstrate a measurable business impact of learning.