Key Quotes:

“Skills volatility isn't just about learning new things. It's about the fact that skills are eroding, reshaping, and moving often faster than organizations are designed to respond.”

Time Stamps:
(01:06) The importance of skills volatility
(20:23) AI at Work: Don’t wait for permission
(22:18) Future Ready: The paradox of anxiety and excitement
(24:46) The Learning List

Links:
Brandon on LinkedIn:https://www.linkedin.com/in/brandoncarson/ 
Julia on LinkedIn:https://www.linkedin.com/in/julia-n-24836723/

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In this episode, Julia sits down with Obi James, a leadership coach, to discuss how moving beyond traditional replacement planning to fostering a culture of leadership across all levels of an organization creates more resilient and inclusive workplaces, ultimately building a sustainable leadership pipeline.

Key Quotes:
“Where are you holding on when letting go might be just the opportunity that someone else needs to be able to step up and grow?” 

Time Stamps:
(00:45) Succession planning and the role of letting go
(19:39) AI at Work: You are irreplaceable
(21:14) Future Ready: Tech-enabled work and navigating complexity 
(22:57) The Learning List

Links:

Obi on LinkedIn: https://www.linkedin.com/in/obijamesuk/

Julia on LinkedIn:https://www.linkedin.com/in/julia-n-24836723/

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Key Quotes:
“ More change is what's coming. We need a human support system. Reach out and network with other learning and development and talent development people across your organization…reach out to others in the industry.”

“ I started to sort of see AI instead as more as a coworker, as that eternal intern. Forever my thinking partner.”

Time Stamps:
(00:27) Leadership during times of rapid change
(15:47) AI at Work: Leveraging the eternal intern
(17:52) Future of Work: Rapid change will continue
(19:27) The Learning List

Links:

Betty on LinkedIn: https://www.linkedin.com/in/ifyouaskbetty/

Julia on LinkedIn: https://www.linkedin.com/in/julia-n-24836723/

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Key Quotes:
“Communication when we train it is a two-way street. So it's about how people are responding backwards and forwards and how we interact with the people around us, whereas marketing is very much what can I do and how can I interact with someone to get them to make the choices and take the actions that I need them to take?”

“Marketing is about changing small parts of the campaign to see what changes you get in the outcome or the actions of the team members. So you don't wanna just go, ‘well that didn’t work,’ and can all of the work that you've done when all you need to do is go, ‘man, I used email to deliver it. What I should have used is our intranet, or I should have gone through the leaders and had them deliver it to their team.’”

Time Stamps:
(00:27) The role of marketing in building learning environments
(15:47) AI at Work: Using technology to work smarter
(17:52) Future of Work: Staying up with Tech Advancements 
(19:27) The Learning List

Links:
Melissa on LinkedIn: https://www.linkedin.com/in/melissa-adeson-1303b08/ 
Julia on LinkedIn:https://www.linkedin.com/in/julia-n-24836723/

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Key Quotes:

“One of the big things that we're focusing on at Seek is using AI responsibly. So human judgment, critical thinking, those are really key skill sets to have as we're thinking about how we embrace and embed AI in our daily work. Because ultimately, as leaders of the organization and even as seekers, our role is to keep our organization safe. And if we don't use AI responsibly then we put ourselves and our organization at risk.”

“ We've gotta think about our role in the organization. L&D is no longer a cobwebbed backroom function that only does induction and compliance training. We can and should be active supporters and enablers of strategy. So the focus, very much, is on helping P&C teams rethink workforce strategies more broadly, which is built by borrow, bot and balance. And we've got a really important role to play in the building element of workforce. So really helping seekers think about not just the skills that they need for today, but the skills that will carry our organization through the future.”

Time Stamps:

[00:00] Introduction: Rethinking L&D's Role

[13:33] Supporting Strategy and Workforce Development

[14:09] Adapting to Rapid Market Changes

[14:19] Staying Ahead with Industry Trends

Links:

Melody on LinkedIn: https://www.linkedin.com/in/melody-wong-cphr/ 

Julia on LinkedIn:https://www.linkedin.com/in/julia-n-24836723/

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Key Quotes:

“Knowledge and skills have become the currency of the workforce.”

 

“Thriving, for me, is when more people choose to be in this profession, want to stay, see the impact they are making, and possess a skillset that makes them irreplaceable to business.”

 

“AI isn’t about tools—it’s about thinking differently about how work and learning get done.”

 

“We need both AI fluency and the ability to connect as humans. That paradox is what will define the future of work.”

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Time stamps:

(00:53) The evolution of HR and L&D in the age of AI

(14:22) AI at Work:  Workplace shifts to prepare for

(18:42) Future Ready: Educate, Equip, Expose, Elevate

(22:16) The Learning List

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Links:

Dieter on LinkedIn: https://www.linkedin.com/in/dieterveldsman/

Julia on LinkedIn: https://www.linkedin.com/in/julia-r-24836723/

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In this episode, Julia sits down with co-authors of the book “Think Like a Marketer, Train Like an L&D Pro” to discuss. They discuss understanding audience behavior, using emotional design and the importance of learner personas. 

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Key Quotes:

“  Oftentimes we assume that we have people's attention by default, and it kind of leads to titles like leadership training, which not only is that boring, but it's literally invisible to people. We're asking people to pay attention in the context of YouTube and TikTok and thousands of impressions from ads everywhere you turn. Marketers understand what they're competing with and they've sort of cracked this code a long time ago.” - Mike 

“ How do I actually understand motivations and emotions? And that is actually where learner personas come in. So they are a representation of your typical learner. And they certainly go above, you know, your regular target audience analysis, where usually we just focus on demographic information and learner personas.

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Time stamps:

(01:20) Effective marketing strategies for L&D 

(14:14) AI at Work: 

(16:19) Future Ready: 

(20:28) The Learning List

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Links:

Bianca on LinkedIn: https://www.linkedin.com/in/biancabaumann/ 

Mike on LinkedIn: https://www.linkedin.com/in/miketaylor/

Julia on LinkedIn: https://www.linkedin.com/in/julia-r-24836723/

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 In this episode, Julia sits down with Devon McDermott, Enablement Leader. Devon shares the ways that L&D and enablement overlap and the opportunities they have to support each other's objectives and initiatives to drive impact. 

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Key Quotes:

“ The strongest partnerships that I've seen are where L and D sets the what and enablement is driving the how.”

“When the two are working together in lockstep, they really have the power to create that full ecosystem where skills, behaviors, and performance are actually supporting and reinforcing each other.”

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Time stamps:

(00:46) The intersection of L&D and enablement

(15:36) AI at Work:  Building just smarter, more scalable, more targeted programs

(18:23) Future Ready: Content design and development is faster than ever

(21:13) The Learning List

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Links:

Devon on LinkedIn: https://www.linkedin.com/in/devonmcdermott/

Julia on LinkedIn

: 

https://www.linkedin.com/in/julia-r-24836723/

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Key Quotes:

“ The microlearning factor has been around since the 1800s, but now everybody's talking about it because it's the perfect time for microlearning to fit into the problems in the market, which is time and budget.”

“I can watch one of our one-minute videos on my phone before I'm about to go into a coaching session, just to remind myself, walk straight into that meeting, sit down, apply those skills, and see the immediate results and feedback.”

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Time stamps:

(00:55) The do’s and don’ts of microlearning

(17:54) AI at Work: How to be irreplaceable 

(19:32) Future Ready: Let your internal team focus on niche training

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Links:

Craig on LinkedIn: https://www.linkedin.com/in/craigmcfadyen/

Learning Planet: http://www.learningplanet.tv/

One-minute video on ‘What is Microlearning?’ - https://vimeo.com/lplanet/microlearning

Two-minute video ‘LearningPlanet versus YouTube’ - https://vimeo.com/1053167709

Julia on LinkedIn: https://www.linkedin.com/in/julia-r-24836723/

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Key Quotes:

“ One of the misconceptions that I see over and over again is that leaders believe they need to have learning in a formal setting… where in reality, learning happens in micro moments over time, over days, within a day, within an hour.”

”I believe that leaders play the most critical role in fostering a culture of learning and keeping it at the forefront in terms of cadence and consistency.”

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Time stamps:

(00:46) Engaging teams in a journey of learning 

(15:51) AI at Work: Using AI as a self-coach

(18:37) Future Ready: Increased budget needs for in-person events 

(20:08) The Learning List

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Links:

Jackie on LinkedIn: https://www.linkedin.com/in/jackiesydgoldberg/

Jackie’s website: https://www.cbjleadership.com/

Julia on LinkedIn: https://www.linkedin.com/in/julia-r-24836723/

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You’re spending your work days upskilling teams, boosting retention, and improving employee engagement.

But what about you and your growth?

That’s where L&D in 20 comes in! 

We’re the go-to podcast for learning and development leaders who are short on time, but full of motivation.

I’m Julia Nieradka, Manager of Customer Success at Go1 and I am thrilled to be your host.

I’ll be sitting down with industry leaders to share insights that’ll help you excel in your work, in just 20 minutes.

Whether you’re building a business case, designing training, or fostering a culture of learning, we’ve got you covered.

This podcast dives into everything from elevating compliance training, to creating high-performing work cultures.

One podcast, 20 minutes, packed with new learnings every other week. 

That’s L&D in 20, presented by the team at Go1.

Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

Key Quotes:

“ If you look at the investment in an individual’s sort of lifelong learning, you know, unsurprisingly, that investment drops off a cliff  after someone turns about 24, 25…  there is a growing need for skill development, but the institutional support is lacking and therefore companies need to step up and fill that gap.”

“ When I think about what's important and what opportunities are available for companies in market, I think about, do you have an L&D program that is available and frictionless? People want to be learning where they are, not where you want them to be.”

“What does a strong learning culture look like? It is something rooted in three things: one is curiosity, one is velocity, and one is a high-trust team. And those three things together will accelerate business outcomes.”

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Time stamps:

(00:46) The evolution of learning and how to adapt 

(11:05) 60-seconds budget breakdown 

(12:18) Lifelong learning

(15:05) Self-development hacks 

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Links:

 Chris Eigeland on LinkedIn

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Key Quotes:

“Looking at, what is it we could do as baby steps, I call it small quick wins, to demonstrate that delivery? And rather than taking six months to build something, where is it you can run in an agile sprint and turn something around in four weeks and drop it back into the business?”

“The sponsorship of somebody in those initial conversations is really, really important.  I would never go in cold to a number of those senior stakeholders and do introductions. I actually let one of my peers or my boss do those initial introductions and provide the context of why I'm here and what I'm here to work on.”

“ And so when you are saying you are going to do something, you need to follow up with evidence of doing it and very quickly. Don't overcommit… bring it all the way back to something that's really simple, really achievable and you can then show those small improvements… whilst building towards that bigger picture.”

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Time stamps:

(01:05)  Proving ROI and making the L&D Case to the C-Suite

(13:54)   60-second budget segment 

(16:36)   Lifelong learning segment

(19:22)  Self development hacks

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Links:

 Donna Verdi on LinkedIn

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Key Quotes:

“One track you see a lot of is people talking about is, we launched this many training programs and this was the completion rate and this is the frequency of using the content. But if the business hit isn't hitting its goals, none of that matters. And so it's this alignment to how do we accelerate the business's ability to hit revenue plan to hit margin plan? And how are we measuring every single initiative or activity that we launch to ensure that it goes and does that?”

“Far fewer organizations educate people on a P&L or what I call customer value chain. At the end of the day, your way to drive customer value is to make sure that your champion in your customer account can get promoted. So what are they trying to do?”

“ We talked about the importance of P&L here and a lot of people will say, well, I never took a class in this. There's lots of stuff you can read online for it, but the number one way to understand it in your business is to ask someone on the finance team to go to lunch.”

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Time stamps:

(01:05)  Running successful global learning programs.

(13:52)   60-second budget segment 

(15:46)   Lifelong learning segment

(18:13)  Self development hacks

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Links:

Cassie Young on LinkedIn

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Key Quotes:

“ I don't think that you could have a learning culture in your organization if you didn't have regular knowledge sharing or that there was, and this is particularly important, very intentional commitment from the organization, um, to have time carved out for learning.”

“ I think another element of a really thriving learning culture is that leaders model and promote learning actively across the organization. That we hear leaders at all levels of the organization talking about learning that they have recently done, the impact that it's had on them, and then sharing that in some way.”

“ I'm not sure that's necessarily something that we have nailed as an L&D community yet, is this idea of people coming together and picking up skills through casual interactions and shadowing or impromptu discussions that happen in the flow of real conversation. I think we're getting there… but we're still working out how to do that really, really effectively in a digital world.”

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Time stamps:

(01:09) Fostering a culture of learning in hybrid environments

(12:54) 60-second budget segment 

(15:10) Lifelong learning segment

(16:52) Self development hacks

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Links:

Dan MacPhail on LinkedIn

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Key Quotes:

“Building the accountability into the training is vital to get the results”

“We call that application activities. That's really how to start to apply those skills. Immediately after you do the training, you translate that into your personal situation or your business situation.”

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Time stamps:

(00:50) Best practices for effective online learning 

(11:05) 60-second budget segment 

(13:07) Lifelong learning segment

(14:54) Self development hacks

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Links:

Peter on LinkedIn

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Key Quotes:

“I want to invite  leaders in learning and development to position themselves as partners to the operation. And the first way that you can support your operations partners and the people in your units, whether they're retail stores or hair salons or oil change facilities or restaurants, is to make it easy. Simplify the operation as much as possible.”

“The biggest problem I see in organizations is that often everyone's doing the job of the person underneath them. And so you have shift managers who can't really run shifts. They're just team members with keys, and then your restaurant manager isn't really running the business, running the restaurant, she's busy running shift to shift just to survive. The place to invest is to build self sufficiency starting at the bottom level.”

“I would challenge, especially L&D organizations, find out what is it that the top tier does and then train the rest of the organization to do that, build the rest of those skills into your wiring, your compensation, your incentives, what you measure.”

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Time stamps:

(00:11 ) Empowering frontline leaders 

(12:23) 60-Second budget segment 

(16:21) Lifelong learning segment

(18:58) Self development hacks

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Links:

Monica on LinkedIn: https://www.linkedin.com/in/monicarothgery/

Lessons from the Drive-Thru: Real Life Wisdom for Frontline Leaders, by Monica: https://www.amazon.com/Lessons-Drive-Thru-Wisdom-Frontline-Leaders/dp/B0CWYWXRXL

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Key Quotes:

“That, ultimately, is what AI is about... getting people the right content through these intelligent learning experiences.”

“The benefit of personalized learning is those magical learning experiences that happen to us all occasionally. Part of our job is to make those experiences happen more frequently.”

“See your role as facilitating, not so much the learning of your workforce, but the performance of the workforce, and learning as a means to an end. And if you see it that way, and if you buy some of the studies that say [AI] can enhance the speed of knowledge workers by 25 percent, improve the quality by 40 percent – even if you dispute those numbers a lot, let's say you bring them both back down to, 10 percent – it makes you 10 percent quicker and 10 percent better at what you're doing… It really is incumbent on us to help the workforce make sooner,  better, safe use of the technology.”

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Time stamps:

(00:52) Practical AI Use and Personalized Learning 

(15:59) 60-second budget segment 

(18:16) Lifelong learning segment

(20:00) Self development hacks

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Links:

Marc on LinkedIn: https://www.linkedin.com/in/marczaosanders/

How People Are Really Using GenAI (HBR article by Marc Zao-Sanders): https://hbr.org/2024/03/how-people-are-really-using-genaiMarc 

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Key Quotes:

“The way we want to think about compliance training is it's an opportunity to develop skills. Every moment that you engage your employees, and especially in a compulsory fashion where you have to do a mandatory training, is an opportunity to engage the employee or the learner and give them something additive and valuable that not only they can apply in the business but in their lives.”

“In sales training, you learn a lot about how marketing engages the audience, you learn a lot about how you're engaging your buyer, your prospective buyer. We learn about personas, and we learn about the motivations of buyers. Your learners are buyers. Your learners are another audience.” 

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Time stamps:

(00:58) Elevating skills through compliance training

(13:25) 60-second budget segment 

(17:11) Lifelong learning segment

(20:51) Self development hacks

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Links:

Jennifer on LinkedIn: https://www.linkedin.com/in/jenniferdowdy/

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Key Quotes:

“In order to draw out that creativity, that energy, that innovation from people, you have to teach [employees] that this is a safe place to be.”

“How do you get people to be more creative? My answer is, they are. They are now in their book clubs, in their guitar, in their writing, in the things that they're passionate about. How do you tap into that?”

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Time stamps:

(00:39) Interpersonal skills in the workforce 

(12:14) 60-Second budget segment 

(13:22) Lifelong learning segment

(17:28) Self-development hacks

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Links:

Shawn on LinkedIn: https://www.linkedin.com/in/gshunter/

WEBINAR RACP: Translating psychological safety for learning and development: https://www.linkedin.com/in/gshunter/

ARTICLE: Investing in psychological safety leads to creativity and innovation: https://www.go1.com/blog/investing-in-psychological-safety-leads-to-creativity-and-innovation

Learning strategies for a multigenerational workforce: https://www.go1.com/blog/learning-strategies-for-a-multigenerational-workforce

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This show gives you everything you need in only 20 minutes.

Upskilling? Got it. Increasing employee retention? You bet. Industry trends? Oh yeah. Showing the ROI of learning? We got you.

One podcast, practical real-world examples, unlimited learning.

Presented by the team at Go1.

Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.