The Learning & Development Podcast

As the world copes with the Coronavirus pandemic, L&D departments are adapting to lead with digital solutions, to engage a remote workforce and influence their working. In this episode, Alice talks about how she’s been leading with digital solutions, in her current and previous roles, and how she uses data, experimentation and a campaign approach to achieve real results. KEY TAKEAWAYS The new way of remote working is forcing innovation in digital learning through, which is a huge opportunity for L&D professionals to implement long-planned methodologies. We need to look at the problems before we attempt to fix them, analyse the data to see if the issue is authentic, evaluate the issues impact on people, and using our skills to ascertain the best way of making a difference. Every organisation is different. They are the composites of values, beliefs and core drivers, influenced greatly by the cultures we establish. They are as unique as a fingerprint. People will always approach challenges from their own perspectives, and through their own filters. It is the job of L&D to guide and engage people in doing so. L&D must always recognise that there are inefficiencies in any organisation, and unless we engage appropriately and at speed, we will only ever make peripheral differences. BEST MOMENTS ‘We have to be a little more thoughtful about what we’re trying to do’ ‘It’s about developing an experiment that will move the needle’ ‘You need to refine that part of you, otherwise this organisation is going to eat you up!’ ’We should be thinking about designing for performance first'    VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 ABOUT THE GUEST Alice is a thoroughly modern L&D professional with a background of leading with digital solutions and bringing her team and organisation along with her. Previously at ASOS and now with Monzo, Alice is a member of a team that operates in a way that is leading-edge and aspirational for many: Data-driven, performance-focused and agile. You can follow and connect with Alice via: LinkedIn: https://www.linkedin.com/in/alice-collier-niblett-849154b8/ 'Supporting People During COVID-19: Working In Sprints' Article: https://www.linkedin.com/pulse/supporting-people-during-covid-19-working-sprints-collier-niblett/?trackingId=dsrrK3dMwZjYtPXHlThPJA%3D%3D ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

It’s a strange and worrying time for us all at the moment and the role of L&D will need to adapt in response.  But will it be enough to send people to the online content we had before? Well, if it wasn’t before, how can it be the case now? Many of the changes we were beginning to see in our profession are likely to be required more quickly (data-driven decisions, performance-focused and user-centric digital solutions) as we seek to make a meaningful difference, remotely.  In this episode of the podcast, we’ve invited an experienced panel, Bob Mosher, Adam Harwood and Barbara Thompson, who will share their insights, alongside their challenges, hopes and fears. But, overall, we’ll be exploring the big opportunity for L&D to step up and achieve more. More than we might have hoped we could with the limitations thrust upon us. KEY TAKEAWAYS Businesses, having poured their energies in to developing new, remote ways of working, are now focussing on the processes and systems needed in order to be able to open their doors when the lockdown is over. Adaptive, responsive and iterative services within companies are helping remote workers the most. Many are rising to the challenge and are becoming highly productive. Content aggregation is something we will need to be open to, rather than curation. This will involve a whole new understanding of methodologies. Be there at the moment of need to influence the moment of apply, because that moment in order to ensure that people are fulfilling their requirements according to organisational expectations. Now is the time for e-learning, as well as other approaches, to find their proper place in L&D. It is up to us to regard the landscape and decide where they fit in this brave new world. Disruption allows us to innovate. The future of L&D must be people-based. We must start by listening, and subsequently addressing the needs of our teams, instead of pre-supposition and technology-based solutions. BEST MOMENTS ‘I’ve never seen so much dialogue about L&D, what we can do, what we can achieve’ ‘From now on, we make sure we pull up a chair and join the conversation’ ’The new normal is being created right now’ ’Too often we have pivoted on content - and it was always context’ ‘Disruption makes things new again. What might not have been possible, suddenly is’      VALUABLE RESOURC ES The Learning And Development Podcast - https://podcasts.apple.com/gb/podcast/the-learning-development-podcast/id1466927523 Adam Harwood Twitter - https://twitter.com/adamharwood26 Bob Mosher Twitter - https://twitter.com/bmosh Barbara Thompson Twitter - https://twitter.com/CaribThompson ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

The Learning and Development Podcast Live   It’s a strange and worrying time for us all at the moment and the role of L&D will need to adapt in response.  But will it be enough to send people to the online content we had before? Well, if it wasn’t before, how can it be the case now? Many of the changes we were beginning to see in our profession are likely to be required more quickly (data-driven decisions, performance-focused and user-centric digital solutions) as we seek to make a meaningful difference, remotely. In this special upcoming episode of the podcast, we’ve invited an experienced panel, Bob Mosher, Adam Harwood and Barbara Thompson, who will share their insights, alongside their challenges, hopes and fears. But, overall, we’ll be exploring the big opportunity for L&D to step up and achieve more. More than we might have hoped we could with the limitations thrust upon us. Join us for this live podcast on Apr. 8, 2020 at 3:00 PM BST.  Register here:  https://register.gotowebinar.com/register/1871022850106365453 ABOUT THE HOSTDavid James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.CONTACT METHOD Twitter: https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

It’s not a case of ‘if’ but ‘when’ L&D fully jumps onboard with Data & Analytics. This is the view of Trish Uhl, who, in this episode, explores how data has already transformed organisations, industries and consumer expectations and why L&D can no longer wait until the hype has passed. L&D is late to the party but the good news is it’s not too late.  KEY TAKEAWAYS What few people in L&D really understand about how data can help their business practice is: It’s not just about having numerate skills It’s about quality, not just quantity Data should be formative, not just used in retrospect We need to have the right perspective in order to understand the urgency moving forward. Data and analytics have existed in L&D for decades. The period we’re in now is not the “early adopter” phase, but the mainstream. In businesses and organisations today, we’re in the largest IT migration in the history of humankind. We’re moving from information processing to cognitive computing. Data is not just for archives anymore, but also for dynamic use that allows us to anticipate. In much the same way that households are now using a more data-centric environment to determine things like energy usage, businesses too, should be using data in a more immediate way to determine direction. People are put off by the fact that data is seen as a monolith of numeracy, when in fact the figures themselves are a small percentage of how data should be translated and used. The first thing we have to do is change our minds about being right. We need to be willing to be wrong. We have to be willing to test and experiment to see if we’re on the right track. The world is moving whether we’re on board or not. Through productivity tools, we can see the data flowing through our business, and see how effective our on-boarding strategies are.  It starts with an assumption or a hypothesis. Ask the question, and instead of looking to previous, perhaps outdated methods of answering it, look to how we can find creative ways to seek out the solution.  If we fail to adopt and create new ways of learning, then how can we hope to implement new ways of working? To avoid it, we need an adaptable learning eco-system. BEST MOMENTS ‘It’s being a “citizen-data” scientist’ ’There is no big reveal at the end’ ’The early adopter phase is over’ ‘It’s no longer about aspiration, it’s about expectation’ ‘We’re putting intelligence into our households’ ’80% is coming up with the right questions of value’ ‘What you’re describing here isn’t the future of L&D, but the present, and we need to grab hold of’ ’This digital disruption requires that people in enterprises adopt new ways of working'   ABOUT THE GUEST Trish is a globally experienced strategist and consultant leveraging data science, artificial intelligence (AI), emerging technology, analytics and evidence-based actionable insights to deliver business value. Her work sees Trish keynote speaking at conferences, teaching workshops and working directly with client leadership teams across North America, Europe, Asia, the Middle East and Africa. You can follow and connect with Trish via: Twitter: @trishuhl LinkedIn: https://www.linkedin.com/in/trishuhl/ ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board. CONTACT METHOD Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/

‘To solve real problems requires challenge, and a change in mindset and skillset’ Is L&D really prone to solving problems that are only really problems for L&D and neglecting the real problems that our organisations and employees need addressing? In this episode, the topic is explored and examples given of where L&D are guilty and what we all need to do instead. In this episode, David is in conversation with Rob Moors who has considerable experience in Learning and development and is passionate about connecting L&D professionals with real problems and equipping them with the understanding and skillset to make a difference.   KEY TAKEAWAYS A non-problem is a symptom and in L&D it is still the symptoms that are dealt with. Why do L&D attempt to solve non-problems? L&D measure themselves through how many people apply to do their courses and don’t always align themselves to the vision and organisational goals of the company. How many training courses have been supplied rather than how many problems been solved. It’s about concentrating on what important not what’s urgent. To solve real problems requires challenge and a change in mindset and skillset that L&D may not have. It’s not just L&D professionals who need to change its also a requirement of the stakeholders to change to uncover the real problems. L&D need to be performance partners understanding what they are trying to achieve within and for the organisation. Switching from the language of training to the language of performance is critical if you want to uncover real problems. By understanding what’s really going on and what needs to go on, the blockers and what is actually being experienced by people working in the situation L&D can then influence and do something that actually works. The key actions are; Trust in the positive intention of others – reconnect everyone with the vision and goals of the organisation. Believe in people to help you  find the answers – L&D professionals often only ask other L&D people Understand your team and you are your responsibility -  you need to be your own case study to move forward and develop.   BEST MOMENTS ‘L&D professionals are not intentionally getting up every day intending to be ineffective’ ‘There will be 3 or 4 critical things going on in an organisation at any time and its vital L&D prioritise those’ ‘Look to achieve the greatest value over the greatest number of people’   VALUABLE RESOURCES The Learning & Development Podcast    ABOUT THE GUEST Rob Moors Rob has been Learning & Development professional for over 20 years; with large organisations such as Sky, TalkTalk and the NHS, as well as a number of smaller tech security enterprises. Rob’s passion is that of bridging the gaps between training and learning; learning and performance; and performance and people. 
 Rob is now Chief Learning Officer with Learn Do Get. 
 CONTACT METHOD You can follow and connect with Rob via: LinkedIn: https://www.linkedin.com/in/bobbymoors/ Company LinkedIn: https://www.linkedin.com/company/learn-do-get/ Website: https://www.learndoget.com/   ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.   CONTACT METHOD Twitter:  https://twitter.com/davidinlearning?lang=en LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/  

In this fascinating episode packed with thought-provoking content David is in conversation with Guy Wallace, Performance Analyst and Instructional  Architect for Enterprise, Training and Development. With more than 40 years in the field of Learning & Development, Guy Wallace knows that focusing on performance and taking the time to analyse the performance context is essential for making meaningful change. The problem is, he’s been banging this drum for decades and the profession is still yet to fully switch on to this. In this episode, David and Guy explore the current state of L&D, what it’s going to take for the profession to refocus and Guy’s rich experience.   KEY TAKEAWAYS Our clients come to us because they think that the training will solve their problems. They really want to improve the performance impact and they see training and learning as a means to that end. A lot of content is focused on topics. We don’t teach reflecting the performance orientation We don’t look at the current performance state or the variables and the barriers. In Learning and Development, we give the hard work to the learner expecting them to be able to transfer the learning into their context. When you have reviewed and created a gap analysis if you can’t resolve the gaps you need to teach the novice performers what the master performers already know. In a facilitated group process 8-12 subject matter experts along with supervisors, management work together to produce a performance output model and then review what’s missing, what are the barriers. You need to account for what people already know and then provide self-paced content training. Teams that aren’t afraid to ask the difficult questions are those that make the most difference. The more that is explored in discovery and analysis, the higher the chance of doing things that will make an impact. With technology Learning and Development can centralise job/performance aids making them easily accessible and evergreen. The question is do we understand the performance context? do we understand things as a system flow? Learning and development professionals initially learn in the classroom, learning from delivery onwards so it takes time for them to be able to have conversations around performance. A pivot is required from learning focus to performance focus   BEST MOMENTS ‘Learning and Development  will either disrupt or be disrupted’ ‘The research shows that all of us operate on non-conscious knowledge – we don’t even know what we know’ ‘We are opportunity-rich and legacy poor’   VALUABLE RESOURCES The Learning & Development Podcast    ABOUT THE GUEST
 Guy Wallace Bio
 Guy Wallace is a Performance Analyst and Instructional Architect and has been designing and developing Instruction/ Training/ Learning and Performance Support content for Enterprise Learning and business-critical target audiences since 1979. In 2010 he was the recipient of ISPI’s Highest Award, approved by two successive Boards of Directors, Honorary Life Member, for his contributions to the technology of Performance Improvement, and for his contributions to the Society. 
 You can follow and connect with Guy via: Twitter: https://twitter.com/guywwallace LinkedIn: https://www.linkedin.com/in/guywwallace/ Website: https://eppic.biz/   ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.   CONTACT METHOD Twitter:  https://twitter.com/davidinlearning?lang=en LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/  

Workflow Learning, Learning In The Flow of Work, or Learning at the Point Of Work? However we wish to call it, guidance and support at the moment they need it is a sure fire way of gaining engagement in L&D solutions and, more importantly, helping people do more of the right things in order to get results. In this episode, Conrad Gottfredson, a true pioneer in this field, shares his insights and experience of this methodology and approach. 
  KEY TAKEAWAYS Workflow learning environments 1 Experience acceleration model The real environment for learning is the workflow and real learning happens when people apply what they have learnt in the workflow. The greatest skill an employee can have is adaptiveness, Its about the transition from formal learning and the reach into the workplace. 2 Flow of work People learn exclusively in the flow of work, this is where we build a digital culture This enables individuals to initiate their learning in the flow of work 3 Gear G – gather online to learn E – expand understanding A – apply what you have learnt R – report back and receive feedback When we build a workforce solution we draw on all 3 of the models. It is around creating an environment where it is seen as a complete solution. You are with them when they need guidance and support the most. The discipline of performance support This is about understanding that when you build an infrastructure that supports people I the flow of work that carries with it the ability to gather data about how they are doing This has opened up our ability to truly measure impact in every way possible If you provide people with what they need when they need it then engagement is the least of your problems. Having performance support infrastructure enables a move towards workflow learning and also supports more formal learning At the heart of the skill set is being able to map the moment of apply, as it occurs in the flow of work. We focus on the point of apply at the work flow level. Once you have a map and you know what it is you need people to do then you can orchestrate the tasks to fit.   BEST MOMENTS ‘You are missing the tools that are needed to measure’ ‘Organisations waste a lot of time searching for the right tools and resources to do the job’ ‘Half of what is done formally could be pushed into workflow learning. ‘You have to know how to design a solution that encompasses all 5 moments of need’   VALUABLE RESOURCES The Learning & Development Podcast    ABOUT THE GUEST Conrad Gottfredson
 Conrad Gottfredson has more than 30 years of experience in the field of Learning & Development and holds a PhD in Instructional Psychology and Technology. His consulting work has helped governments, non-profits, and multi-national organisations wisely employ emerging technologies and methodologies to help people achieve personal and organisational goals. Conrad has pioneered methodologies (The 5 Moments of Need) for developing and delivering Workflow Learning to those who need it, when they need it, in the language and form they require.    CONTACT DETAILS 
 You can follow and connect with Conrad via: LinkedIn: https://www.linkedin.com/in/conrad-gottfredson-84149255/ Website: https://www.applysynergies.com/   The 5 Moments of Need (including White Paper): https://www.5momentsofneed.com/     ABOUT THE HOST David James David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa. As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.   CONTACT METHOD Twitter:  https://twitter.com/davidinlearning?lang=en LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/ Website: https://www.looop.co/  

‘We are not always the best at learning in learning’  David is in conversation with James Poletyllo, Director of the Learning Effect, he has extensive experience in people development and champions the development of the profession and brings challenge to ineffective practice.  Is Learning and Development sleepwalking into extinction?  This is an uncomfortable question to be asking - let alone to be answering - but it’s an important one. One that James Poletyllo explored in a recent article. In this episode, we dive deeper into our experiences of L&D to seek examples of this and where our profession might need to more consciously evolve to stay relevant.  There is a blurring of boundaries as we move into a more connected world and this is an opportunity for L&D to do things differently and in a more agile way, listen in and hear more.     KEY TAKEAWAYS  It seems to be different modes of delivery but the same old stuff.  Sometimes you get excited by and driven by the newness of something regardless of whether it is the right solution.   A good learning professional is really involved in the business and there to make sure the change that is being implemented will resonant with those on the front line who are trying to make it work and it’s not just one hit and will have real value to the business  We are still viewed as not having a real impact on the business  We need to get better at creating an architecture and infrastructure that allows a business to learn and share knowledge more quickly and to impart knowledge and information across the business more quickly.  There is an opportunity to look at things and ask how we can identify learning opportunities in a more agile way?  How can we get solutions out there more quickly?  How can we drive personalisation  How can we really make adaptive learning work  As a L&D professional, we don’t have to know everything but we have to be facilitators of the organisation  A myriad of skills are needed in L&D including engagement, data, curation of content, technology and being able to create experiences that add value.  Get close to what’s important in the business and ask how are you going to create purpose for the learner.     BEST MOMENTS  ‘We should work on being solution-focused to solve problems at the speed  business needs’  ‘Let’s step back and look at what we are trying to achieve’  ‘We can’t just rebrand we have to do things differently’     VALUABLE RESOURCES  The Learning & Development Podcast   Article ‘Ten reasons why learning and development is sleepwalking into extinction’     ABOUT THE GUEST  James Poletyllo Bio  James has almost 20 years of experience in People Development in sectors as diverse as Telecoms, Local Council, Healthcare, and Hospitality, with many of his roles at a senior level. Now, as a consultant, he champions the development of the profession, whilst challenging ineffective practice that seems to be holding us back.  
  CONTACT METHOD  You can follow and connect with James via:  LinkedIn: https://www.linkedin.com/in/jamespoletyllo/  Website: https://www.thelearningeffect.co.uk/  Article ‘Ten reasons why learning and development is sleepwalking into extinction’: https://www.trainingjournal.com/articles/opinion/ten-reasons-why-learning-and-development-sleepwalking-extinction     ABOUT THE HOST  David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.     CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning?lang=en  LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  Website: https://www.looop.co/ 

Important Information About The Learning & Development Podcast This is a very short episode announcing that new episodes of The Learning & Development podcast will be released fortnightly for a while with the next episode being with you on Tuesday 21st of January.   ABOUT THE HOSTDavid James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  Website: https://www.looop.co/

“The field of play has evolved for L&D and now includes supporting a dynamic learning performance ecosystem. If the field of play changes, it implies we must evolve and adopt new rules of engagement.”  What Gary is referring to here is the the Point Of Work. In this episode, the point of topic is the Point Of Work, which is broader than workflow learning and an essential area of focus if we (L&D) are to make a real difference in our organisations.  KEY TAKEAWAYS Workflow learning is learning in the workflow where the worker does not have to disengage with the work in order to resolve a moment of need.  The concept of learning in the workflow is one where learning is accessible, but you have to disengage with the actual work to go and find it.  Point Of Work is not necessarily a destination. It’s a discipline. The whole concept is a mind-shift, a strategic re-think of how we are going to approach a dynamic learning performance eco-system.  “Changing the conversation” is one of the key objectives that a Point Of Work assessment is designed to facilitate. It has to start at the top.  The question we should truly be asking is what is that operationally, people-wise, or systemically, might actually be the problem that is preventing your people from doing what they are here to actually do?  If you go down through from a senior leadership position to an individual contributor, you have multiple points of work, and you have multiple perspectives that are influencing those points of work.  The shift from learning to performance is one that comes up more and more these days. In a study, only 26% of respondents said that the ability to support performance was prevalent within their function.  We need to pick the greatest pain-point that we’re dealing with and figure out how to resolve that. What that will then become is proof-of-concept. Conversations will arise from this, which will fundamentally shape development. BEST MOMENTS ‘It’s in the workflow. It’s in the application. There’s no downtime’  ‘Off-task time is required in order to engage in learning in the workflow’  ’No. I want it all’  ‘What is the problem that we are truly seeking to address here?’  ’There was a landmine there of a different kind!’  ‘It starts small and it scales’  ‘Human performance outfitters drives living and learning’      ABOUT THE GUEST Gary Wise is an established Workforce Productivity Strategist and Coach with over 35-years of cross-industry leadership experiences in corporate Learning & Development. During the first 20-years he amassed an impressive string of failures; not failures in team leadership or poorly designed Training solutions, but failures to recognise a blind spot – the myth that Training solutions drive and sustain workforce performance.   During the next 15-years, he postured a reality that Training only promotes potential; measurable workforce performance does not manifest until knowledge workers reach a new ground zero – Point-of-Work  You can follow and connect with Gary via:  LinkedIn: https://www.linkedin.com/in/garywiseprofilemyca/  Website: https://livinginlearning.com/  ABOUT THE HOST David James  David has been a People Development professional for more than 20 years, most notably as Director of Talent, Learning & OD for The Walt Disney Company across Europe, the Middle East & Africa.  As well as being the Chief Learning Strategist at Looop, David is a prominent writer and speaker on topics around modern and digital L&D as well as an active member of the CIPD L&D Advisory Board.  CONTACT METHOD  Twitter:  https://twitter.com/davidinlearning/ LinkedIn: https://www.linkedin.com/in/davidjameslinkedin/  Website: https://www.looop.co/