Lucinda interviews Katy Walton from Make Real Progress, with a focus upon learning and development, particularly for HR professionals who may not have a background in L&D. Katy shares her expertise in helping HR professionals feel more comfortable and confident in handling training and development responsibilities.
They discuss the challenges HR professionals face in understanding the possibilities of L&D, diagnosing training needs, and creating effective learning experiences. Katy provides practical tips and insights on designing training courses, maintaining energy, and incorporating different learning methods
KEY TAKEAWAYS

Many HR professionals may feel lost or unsure about L&D because they have only experienced it as traditional training workshops. There is a need to educate HR professionals about the broader possibilities and potential of L&D.
L&D should be seen as a strategic enabler that can raise performance, engagement levels, and retention within an organisation. It is not just about delivering training workshops but about understanding the specific needs and context of individuals and designing tailored learning experiences.
Traditional training courses are not always the most effective or efficient way to facilitate learning. There are various alternative methods and approaches, such as virtual reality, action learning sets, digitised learning journeys, learning experience platforms, and artificial intelligence, that can be utilised to enhance learning experiences.
When designing a training course, HR professionals should focus on the desired outcome, understand the participants' background and experience level, prioritise content, and consider different ways to engage learners, maintain energy, and provide ongoing support and reinforcement after the training

BEST MOMENTS
"There's a lot of educating to do about what the art of the possible is with learning and development."
"It's not a one size fits all. And I think sometimes we're doing ourselves, the participants and the businesses disservice if we just think, right, here's a one size fits all thing that everybody goes through in exactly the same way”
"It's much harder to help people to explore and come to that realisation on their own through an activity or learning and then to draw that out and reinforce it and make sure that everybody gets that same learning, but they've got it more powerfully than you just telling”
"It’s about engaging people before the workshop even starts. But it doesn't finish when it ends. We also need to be thinking about what next, how to follow up with people, how to support them, how
VALUABLE RESOURCES
The HR Uprising Podcast | Apple | Spotify | Stitcher  
The HR Uprising LinkedIn Group
How to Prioritise Self-Care (The HR Uprising)
How To Be A Change Superhero - by Lucinda Carney
HR Uprising Mastermind - https://hruprising.com/mastermind/  
www.changesuperhero.com
www.hruprising.com           
Get your copy of How To Be A Change Superhero by emailing at info@actus.co.uk   Email address: katy@makerealprogress.co.ukWebsite: https://makerealprogress.co.uk/The Progress Place: https://www.facebook.com/groups/theprogressplace Linkedin: https://www.linkedin.com/in/katy-walton-make-real-progress/
CONTACT METHOD

Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising
HR podcast, The HR Uprising, Diversity, Equality & Inclusion, Learning and Development, Culture & Change: https://hruprising.com/hr-podcasts/