Nick Shackleton-Jones' Background and Entry into L&D Started as a psychology lecturer with a deep interest in learning theory. * Moved into corporate learning through roles at Siemens, BBC, BP, Deloitte, and PA Consulting. * Developed groundbreaking approaches such as the Courses to Resources shift and the Affective Context Model. * Published How People Learn* and has since led consulting projects transforming corporate L&D strategies.
Why Traditional Workplace Learning is Broken* Organizations spend millions on LMS platforms, courses, and training—but employees still rely on Google, peers, and self-discovery. * Traditional training methods fail because they focus on content delivery rather than real performance outcomes. * The overload of e-learning courses often creates passive learning experiences that lack engagement or relevance.
The Role of Emotion in Learning: The Affective Context Model* Learning is not about information retention—it is about emotional engagement. * The Affective Context Model explains that emotion drives memory formation—if there’s no emotional reaction, the content is forgotten. * Real learning happens through experiences, challenges, and meaningful interactions—not through passive consumption of content.
Courses to Resources: Rethinking Corporate Training* Instead of pushing courses, organizations should create resources that employees can access at the point of need. * Example: A one-page checklist often outperforms a two-week training course because it’s immediately useful. * Many organizations make the mistake of creating "resources" that are just repackaged courses, which don’t solve real problems. * Performance support tools (like job aids, chatbots, and interactive guides) are often more effective than formal training programs.
The 5Di Model: A Modern Learning Design Approach* Traditional instructional design models like ADDIE are outdated and ineffective. * 5Di (Define, Discover, Design, Develop, Deploy, Iterate) follows a human-centered design approach: 1. Define business goals and expected behavior changes. 2. Discover learner needs and real-world challenges. 3. Design solutions that either build experience or provide performance support. 4. Develop, Deploy, and Iterate based on feedback and performance impact. * Companies that follow 5Di can prove ROI instead of just measuring course completion rates.
How to Measure Learning Impact & ROI Effectively* L&D teams often struggle to show impact because they focus on the wrong metrics (e.g., course completion rates). * ROI is not difficult to measure—it’s about tracking the real behavior changes defined at the beginning of the program. * Examples of measurable learning outcomes: + Increase in sales conversions after a sales training program. + Reduction in safety incidents after a compliance program. + Faster time-to-productivity for new hires in an onboarding program. * Without a clear business outcome, a training initiative is just content delivery, not learning.
AI in L&D: Where It’s Headed (and Why Most AI Tools Miss the Mark)* Most AI applications in learning today are focused on content generation, but that’s not the real problem L&D needs to solve. * AI should be used for: 1. Performance support (e.g., AI-powered assistants that provide instant answers). 2. Simulated learning experiences (e.g., AI-based coaching for negotiation or leadership skills). * The biggest mistake L&D teams make is dumping content into AI systems instead of designing AI-driven learning experiences.
If We Had to Build L&D From Scratch: Nick’s Ideal L&D Strategy* L&D should be structured like a high-performance engine, consisting of: 1. Performance Support Team – Builds resources that employees pull when needed. 2. Experience Design Team – Creates immersive learning experiences for skills that require practice. 3. Business Consultants – Engage with leadership to define real business goals. 4. Impact Measurement Team – Tracks behavioral change and ROI metrics. * AI and automation should support this structure, not replace human-centered learning.
Final Thoughts* L&D must move beyond "training programs" and focus on real-world learning solutions. * Emotion and relevance are the key drivers of learning—not just information delivery. * Companies that embrace performance support, experience-driven learning, and measurable outcomes will create real business impact.
Nick Shackleton-Jones’ Books & ResourcesHow People Learn - https://bit.ly/4hpircj
5Di Learning Design Toolkit - https://bit.ly/4hn2JOS
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