L&D Symposium Reflections

When you put a bunch of senior L&D people together, with a program put together by a bunch of even senior L&D people and the Ashton Media team, it’s no surprise that some serious learning happens!

The L&D Symposium ran over two days in the Hunter Valley. Tough gig, but the separateness of the event contributed to people being more present. And it was SO GOOD to gather in person!

Here’s what I learnt:

1. Connection beats networking. One of the interesting things about the program was the time and tech devoted to making connections. Prior to arriving, delegates nominated sponsors they’d be interested in. Introductions were made, and meeting times set up. An in-house app ‘Whova’ also helped find people, with topic discussions, photo sharing, Q&A, and more. Shared experiences (wine tasting, digital phone photography/editing, golf) gave more time to connect. Keynote presentations led to table discussions. I’ve done plenty of ‘networking’ things, but making real connections, having time to talk and reflect and just be together – so much better.

2. Get outside your bubble. It’s too easy to end up in an echo chamber. The social media algorithms show you more content from those you interact/engage with, but it’s often the voices outside those you regularly listen to that provide new perspectives and extend your thinking.?

3. Get inside your bubble. At the same time, this conference was by invitation. You applied for a spot. Senior roles only – CLOs, Global L&D Leads, Heads of L&D, and Learning Design. People who speak the same language, who are kept up at night by the same things, who wonder and dream in the same spaces. L&D often flies solo, so it’s good to have ideas confirmed, to share frustrations and ways through them. To hear case studies of success, failure, and in-between.

4. Learning is very personal, and human. Naphtali Bryant (Netflix, Director L&OD) encouraged us to find our edge – to build our community, discover our strengths and authentic self, relentlessly pursue growth and elevate our BS! (Belief System :)). It was good to focus on who we are, and model what we want for others. This dovetailed nicely with Ekpedeme “Pamay” Bassey (CLO Heinz Kraft) and building a culture of learning – ‘We need to drink our own cool-aid, why would they, if we won’t?’. Her daily, year of learning posts led to company transformation. Coaching, resilience, relational elements, will all contribute to responding well to the great resignation (or perhaps more accurately, the great disconnect, as some won’t resign).

5. L&D is about the organisation, not about L&D. This theme has been gaining traction over I’d say the last 5 years, but with COVID, was thrust into the spotlight. The last two ‘you’re on mute’ years have pushed L&D to demonstrate ROI, partner, performance consult, build a culture of continuous learning, speak the language of the c-suite, create the vibe (Dianah Ward, Global Head of Learning, Canva)(Canva has a handstand club!), improve employee engagement, all of which improves shareholder return and the bottom line.

6. Fluffy skills matter. The ideas of wellbeing, resilience, belonging, and psychological safety have taken centre stage. ‘Where’s your battery at?’ (Beth Hall, Head of People Experience & Development, Cotton On Group) and 'How do you recharge?' are no longer optional questions for organisations. Leadership development has to keep pace with this and upskill people for this.

There’s more than a few people in my world who wonder what an L&D person does.?‘L&D is like the tardis – it’s bigger on the inside’ (Debbie Key, Head of L&D, Forty Winks).?

It was great to spend time inside the L&D tardis, with some great minds and people. I’m hoping to put Nadine Champion’s ‘10 seconds of courage’ (https://youtu.be/r1Zfscuv_YE) into practice, to get out of the locker room, and put some of these ideas into the ring.?