We have compiled a list of some influential leaders in the L&D space that all our readers could follow for insights, trends, and interesting opinions on key matters pertaining to the HR world. These people have created a global reputation for their inspiring ideas and perspectives. They are helping several organizations across the world to prepare employees for the future of work.
INTRODUCTION
Organizations look up to the Learning and Development function to provide individuals with the skills they need to succeed in their current roles and get them ready for ones in the future. Additionally, the advantages are widespread. Traditionally, businesses who invest more in staff development are more profitable than those that do not.
Currently, and more so in times to come, organizations will need to deal with the effects of a changing labor market, skills gaps, hybrid work environments, and more. As a result, it will be more crucial than ever to prepare employees for the future.
Every new year ushers tremendous advancements in technology, changed workplace demographics, and concern about the future, especially when 2023 isn’t very far away. Business executives are increasingly turning to learning and development for assistance in overcoming these crucial problems. To help businesses achieve this we have compiled a list of some influential people in the L&D space in the UK. These leaders have carved a niche for themselves and are helping several organizations succeed by developing a future-ready and resilient workforce. Their expertise is backed by several years of first-hand experience, and they’re leaving no stone unturned to enhance the L&D experience for learners around the world.
Our list of influential L&D leaders in the UK (this list is just a selection and in no particular order or ranking):
1. Jane Hart
2. Laura Overton
3. Christopher Pappas
4. Charles Jennings
5. Donald Taylor
6. Mary Angela Moore
7. Sharon Benson
8. Juliette Denny
9. Nigel Paine
10. David Green
1. Jane Hart
The Center for Learning & Performance Technologies (C4LPT), one of the top websites in the world for learning trends, technologies, and tools, was founded by Jane Hart.
Jane has over 25 years of experience advising businesses, and she now focuses on assisting learning professionals and organizations in modernizing their approaches to workplace learning. This includes not only updating training procedures but also enabling and supporting continuous learning.
Modern Workplace Learning 2022 is one of the online tools written by Jane. She also lectures internationally on contemporary methods of workplace training.
Jane is a strong proponent of redesigning workplace learning and was given the 2013 Colin Corder Award for Outstanding Contribution to Learning by the UK-based Learning & Performance Institute (LPI).
To learn more about Jane, check out her Linkedin Profile
2. Laura Overton
Award-winning learning analyst Laura Overton is the founder and CEO of Towards Maturity, the benchmark company that conducts unbiased research to support businesses in enhancing performance via learning innovation. Author of more than 40 reports, her work is supported by independent research involving 41,000 employees and 6000+ learning leaders, as well as 30 years of real-world experience applying cutting-edge learning tactics for commercial advantage.
She is also a co-founder of Emerging Stronger, a tool designed to support L&D professionals in moving beyond developing learning activities to producing business impact.
Laura is a seasoned international speaker, celebrated L&D analyst, author, and facilitator who is constantly looking for fresh approaches to develop the next generation of leaders. She is passionate in influencing the direction of education. Laura is an academic member of the Learning and Performance Institute (CIPD) in the UK.
Laura later collaborated with Charles Jennings at the 70:20:10 Institute before co-founding Emerging Stronger. So what are you waiting for? Head to Laura Overton’s Linkedin profile to know more about her work!!
3. Christopher Pappas
As the founder and CEO of Elearning Industry, one of the largest websites devoted to all things eLearning, Christopher Pappas is a well-known eLearning blogger and analyst. Elearning Industry is jam-packed with articles, trends, best practices, free resources, platform reviews, and directories for all your L&D needs.
The goal of Pappas’ life’s work is to democratize the field and open access to knowledge, in his own words—not ours. Visit Elearning Industry to learn how.
Follow Christopher Pappas to learn more about his journey!
4. Charles Jennings
Charles Jennings has assisted international businesses and governmental organizations in successfully enhancing their learning strategies for more than 40 years.
He is also one of the founders of the 70:20:10 Institute, currently known as Tulser, which aims to give L&D services with genuine value by using evidence-based methods.
Charles has always worked to extend learning opportunities beyond conventional formal training and development initiatives. He is a supporter of the 70:20:10 model of learning. Instead of emphasizing learning to work, he concentrates on growing capability via experience in the workplace.
Learn more about him by heading to his Linkedin page!
5. Donald Taylor
Donald Taylor is a seasoned professional in the fields of education, skills development, and human capital as well as a well-known analyst and lecturer on learning and educational technologies.
He has served as the head of the Learning and Performance Institute, a global organization for L&D professionals, since 2010. Additionally, Donald also serves as the head of Learning Technologies, one of Europe’s largest conferences and exhibitions on learning.
He has written multiple books and frequently writes to periodicals and training journals. On a regular basis, he updates his blog with information about his keynote conference appearances and yearly learning surveys.
Additionally, he received an honorary doctorate from Middlesex University in recognition of his contributions to the growth of the L&D sector. Follow him to know about his incredible work!
6. Mary Angela Moore
With numerous outstanding titles to her name, including book author, international leadership trainer, expert in managing cultural diversity, personal development guru, business coach, etc., Mary Angela Moore stands out as a role model for not only women but for anybody aspiring to loom large.
Her talks on business, entrepreneurship, and life are really valuable. In her work as a business coach, Mary has motivated a number of talented female executives to excel in a male-dominated industry.
She also published Wealthopia Generation, the follow-up to From Passion to Profit, as a way to impart her excellent advice and inspire the next generation of female leaders.
Head to Mary Angela Moore’s profile to learn more!
7. Sharon Benson
Sharon Benson has about 20 years of expertise in the sector and serves as the
Transformation & People Director (Interim) at Edison Young People. She has a track record of collaborating with boards to turn around underperforming businesses by initiating and directing transformational culture change. She is a commercial and strategic Executive Director. Find Sharon on Linkedin here
8. Juliette Denny
At Growth Engineering, one of the top producers of gamified learning software worldwide, Juliette serves as the Managing Director.
She foresaw the potential of fusing online learning with gaming dynamics, social groups, and epic significance when she created Growth Engineering back in 2004. As a result of this perspective, the L&D sector is in a much better position.
Growth Engineering Authoring Tool, Growth Engineering Learning App, and Growth Engineering LMS were all introduced thanks in large part to Juliette. Along the process, she has worked with some of the biggest and brightest organizations in the world and has assisted Growth Engineering in winning more than 100 industry awards.
Connect with her on Linkedin here!
9. Nigel Paine
For more than 25 years, Nigel Paine has worked in the corporate learning industry. He was chosen to lead the BBC’s learning and development department in April 2002. The team changed the learning function and elevated it on the corporate agenda under his direction. In September 2006, he left the BBC to form a business that aims to create exceptional workplaces by fostering innovation, creativity, values-based leadership, learning, and researching the connections between these factors.
With a focus on maximizing human potential, innovation, and performance at work, Nigel focuses on the utilization of learning technology, organizational growth, leadership, and creativity. Nigel is a strategic thinker who can inspire, guide, and propel organizations to accomplish their training and business goals.
Nigel has spent more than twenty years working in corporate learning. In the past, he has created educational software, CD-ROMS, and multimedia materials. More recently, he has provided development and support to businesses of all sizes in more than 30 different nations.
Connect with Nigel on Linkedin to learn more about his work!
10. David Green
In the fields of people analytics, data-driven HR, and the future of work, David Green is a renowned author, speaker, conference moderator, and executive consultant. He collaborates with HR professionals and businesses to make the most of analytical insights from employee data in order to achieve business outcomes, boost performance, and enhance employee satisfaction and wellbeing.
He works with international organizations to leverage people data and analytics to strategically and morally add greater cultural and financial value as an Executive Director at Insight222. David was the Global Director of People Analytics Solutions at IBM Watson Talent before to joining Insight222 and accepting a board advisor position at TrustSphere. He has a lot of experience assisting businesses in starting and accelerating their People Analytics journeys.
David is frequently invited to chair and speak at industry forums, conferences, and seminars across the world and has spoken at or chaired conferences in more than 25 cities worldwide over the past 18 months, earning him a reputation as one of the most prominent people analytics experts.
Get in touch with award-winning trainer David Green on LinkedIn. You’ll be amazed by his vivacious persona and incredible talent!
CONCLUSION
L&D emerged as a critical tool for navigating multi-year transitions that occurred quickly in 2021 and 2022, all while preserving employee engagement while they worked remotely.
Here are a few reasons why the value of learning and growth will remain more clear than ever in the following year as well:
1. The Great Resignation
Much attention has been given to the “Great Resignation,” in which at least 4.2 million Americans departed their jobs in August 2022 and 40% of employees thinking about leaving their jobs within the next three to six months in 2022. This trend may be detrimental to enterprises, but it also presents a unique opportunity for development and learning.
One of the things driving the Great Resignation is a desire for more options for personal development, which can aid workers in taking advantage of better income opportunities and staying competitive in their industries. By creating learning opportunities that meet this demand, businesses can improve employee retention.
Teams dedicated to learning and development (L&D) can help learners identify viable career paths, the skills necessary to succeed in those roles, and the necessary first steps. Curated learning opportunities and unique learning routes frequently lead to more engagement and motivation.
2. Growing need for resilience
When there is significant change, resilience—the capacity to overcome obstacles, bounce back swiftly from hardships, and triumph in the face of adversity—matters most. Learning activities that aid people in comprehending and using resilience are crucial this year. These chances should be made available to all employees of the organization because most people are inherently resistive to change.
Learning leaders should also take into account how community and engagement contribute to employee resilience. As firms grow more cross-generational, providing opportunities for employees to interact will be crucial.
3. Generational change in the workforce
By the end of 2022, Gen Zers are expected to account for a sizable portion of the workforce. Despite stereotypes about this generation and their frequent use of social media, Gen Z employees take ownership of their work and actively seek out criticism to advance their careers. Their belief that engagement “is the key to retention and higher performance” is also reported.
Additionally, Gen Z is not the only generation transforming the workplace. By 2025, it is expected that millennials will account for half of the American workforce. The majority of them state that “workplace learning and development is crucial.” In order to stay with their employer longer and explore advancement chances within their current company, they will reject the stereotype of the job hopper.
The time is now for your business to implement data-driven tactics to create better learning experiences and evaluate program efficacy.
Everyone, from chief learning officers to local instructional designers, should be considering whether the learning experiences they are developing and providing could be more closely linked to overall business goals and whether there might be a more affordable (yet still effective for people) way to deliver any training.
Others might feel scared, but many leaders will see this challenge as a chance to further cement learning and development as the foundation of the workplace. However, those that accept the challenge will see the results of their labor throughout the entire organization.
CALL TO ACTION
Are you prepared to develop your employees and turn them into resilient workers? If so, KNOLSKAPE can support you. Speak with us right away to see how our specialized journeys might boost your organization’s talent.