Rogue L+D Hotshots with Tom Bailey

The most powerful learning does not happen in classrooms, it happens in the middle of the jobIn this episode of the Rogue L&D Podcast, Tom Bailey is joined by Andy Lancaster, Chief Learning Officer at Reimagine People Development and former Head of Learning at the CIPD.Andy reflects on over three decades in learning and development and explains why performance, not courses, should be the true focus of the profession. He explores learning in the flow of work, systemic thinking, psychological safety and how technology, including AI, should enable experienced practitioners rather than replace them.The conversation also dives into reflective practice, burnout, wellbeing, innovation under pressure, and why the best learning solutions often come from the people doing the work. Andy shares personal stories, career lessons, and practical advice for anyone working in L&D, HR or people development.Key TakeawaysLearning is most powerful when it supports performance in real work, not when it pulls people away from it.Technology and AI should amplify experienced practitioners, not replace human judgement and empathy.The greatest learning impact often comes from collaboration, reflection and drawing on hidden capability within organisations.Timestamps[00:00:00] Podcast introduction and positioning of Rogue L&D[00:01:14] Andy Lancaster’s background and learning philosophy[00:03:06] Instructional design, AI and why humans still matter[00:05:27] Why performance should be the real focus of L&D[00:08:02] Learning in the flow of work and systemic thinking[00:09:43] High impact L&D example created with minimal budget[00:14:58] AI as real time performance support in healthcare[00:17:36] Burnout, wellbeing and reflective practice[00:31:02] Creativity, silversmithing and rediscovering lost passions[00:38:57] Change, vision and the transtheoretical model of behaviour changeLinks Andy Lancaster on LinkedInReimagine People DevelopmentTom Bailey on LinkedInTom Bailey Website

What if AI isn’t threatening your job — but exposing how we work?AI isn’t just another tool rollout, it’s reshaping how people think, work, and relate to their jobs. This episode explores why most AI initiatives struggle, what really drives adoption, and how learning and people teams can lead change without fear, guilt, or burnout. It’s a practical and human conversation about mindset, skills, and designing work that actually supports people.Drawing on decades of experience across major UK brands and now as a consultant and author, Erica Farmer shares insights from large-scale transformation, neurodivergence, and the realities of running a modern L&D business. As co-founder of Quantum Rise Talent Group and author of AI for People Professionals, she brings a grounded, people-first lens to one of the biggest shifts facing workplaces today.Key TakeawaysI’ve learned that AI adoption fails when we treat it like a system rollout instead of a human shift. Hearts and minds always come before skills and tools.AI isn’t about working faster — it’s about removing mental load so people can do more of what actually matters. That’s the real productivity gain.If L&D doesn’t lead experimentation and mindset change, someone else will. And that’s how the function becomes irrelevant.Timestamps[00:00:00] Introduction & purpose of the podcast[00:01:45] Erica’s background and move from corporate to consultancy[00:06:10] The realities of running an L&D business[00:10:45] AI as more than productivity — the mindset shift[00:14:20] The personal “AI dividend” and neurodivergence[00:17:30] Why AI adoption fails in organizations[00:19:50] Best L&D experience and human-first change design[00:27:10] Career failure, neurodivergence, and growth[00:33:40] Comic-Con, Marvel, and leadership metaphors[00:42:30] Advice for L&D leaders facing AI disruptionLinks:Erica Farmer on LinkedInQuantum RiseTom Bailey on LinkedInTom Bailey Website

What happens when you let someone interview you on your own podcast and ask what you really think about L&D?This episode dives into the real truth behind modern L&D, exploring what actually moves performance, what does not, and what most learning teams never say out loud. Listeners will hear how to shift from order taker to strategic partner, why measurement still gets ignored, and how to influence the business by talking the language senior leaders actually use. It is an honest, practical conversation that cuts through the fluff and gets to the heart of what makes L&D valuable.Kirsty Lewis, award winning founder of School of Facilitation, takes over the microphone and interviews Tom Bailey, ATD award winner and recognised L&D leader. Together they explore the mindset, skills and experiences that shape a high performing people development function, from commercial acumen and internal selling to the influence of AI and the role of real world experiences. For anyone who wants to elevate their L&D impact, this conversation offers grounded insights and fresh thinking without the jargon.Key TakeawaysI realised that the most powerful shift in my career happened when I stopped acting like an employee and started thinking like a consultant.I learned that the vehicle does not matter as much as the outcome, and that measuring real performance is the thing most L&D teams skip.I saw how much better my work became when I stayed connected to the outside world rather than repeating what had always been done.Timestamps:[00:00] Welcome to the takeover and setting the tone[01:00] Why Tom hates being a podcast guest[02:00] How Tom discovered his real motivation[03:30] Why business knowledge matters for L&D[05:15] Sales skills and commercial background shaping L&D success[07:30] The hidden reality of internal selling in L&D[09:00] Tom’s biggest soapbox about impact and measurement[12:30] Why AI will disrupt instructional design[15:00] The L&D experience that changed Tom’s career[32:00] Tom’s biggest fails, best lessons and advice for practitioners[40:00] Final reflections and why the L&D community mattersLinksKirsty Lewis on LinkedInSchool of FacilitationTom Bailey on LinkedInTom Bailey Website

What if the best learning event you ever ran didn’t have a single slide deck?In this episode of Rogue L&D, Tom sits down with Kirsty Lewis, founder of School of Facilitation and creator of SoFest, a three-day festival celebrating the art and energy of facilitation.Kirsty shares how her mission to bring connection back into corporate learning sparked a thriving global community of trainers and facilitators. From her Diageo days designing world-class experiential programs to creating SoFest in a literal field, Kirsty shows how real learning happens when people play, talk, and co-create.They dive into why L&D professionals are often the most professionally lonely people, how to design sessions that feel alive, and why most conferences still get learning completely wrong. Expect plenty of soapboxes, laughter, and hard truths about the future of facilitation, plus the infamous story of how chewing gum almost derailed her corporate career.If you’re in learning, leadership, or coaching, this episode will reignite your passion for how we teach, connect, and grow people together.Key TakeawaysExperiential beats instructional: Learning sticks when participants do, not when they’re taught.Community cures professional loneliness: Even L&D pros need people who “get it.”Design is everything: Great workshops start with structure, story, and emotional energy — not slides.Timestamps[00:00:20] Tom welcomes Kirsty and her facilitation obsession.[00:01:15] The three parts of School of Facilitation explained.[00:02:29] The birth of SoFest — why it had to happen.[00:04:40] “I’m not a mushroom!” — Kirsty’s rant on bad L&D events.[00:07:22] Designing experiential learning and fighting professional loneliness.[00:10:10] Why building community beats working solo in L&D.[00:12:12] Kirsty’s best-ever L&D program from her Diageo days.[00:25:15] Her proudest career moment — creating global Master Trainers.[00:26:24] Biggest fail: chewing gum while hungover in a workshop.[00:33:39] Final advice: nurture relationships — they shape your L&D legacy.LinksKirsty Lewis on LinkedInSchool of FacilitationTom Bailey on LinkedInTom Bailey Website

Most training fails because it forgets the human at the center.This episode dives deep into how learning becomes more than just training—it becomes an experience people want to be part of. Vanessa Trower, award-winning learning consultant and industry leader, shares her creative approach to designing programs that connect both to the heart and to business outcomes. From the power of storytelling to the importance of collaboration, her insights reveal how to create initiatives that don’t just tick boxes but truly move the needle.Along the way, Vanessa opens up about her proudest achievements, including winning L&D Professional of the Year, and even some epic failures—like the time an LMS mishap spammed an entire company. With humor, honesty, and practical wisdom, this conversation will leave you rethinking how learning works, what really matters, and how to design experiences people never forget.Key TakeawaysCreating learning that connects to both hearts and business outcomes is what makes programs stick.Collaboration and valuing other people’s strengths always lead to stronger results than going solo.Even mistakes and failures can become the spark for some of the best learning experiences.Timestamps[00:00] Introduction & Vanessa’s background[01:31] Why she focuses on meaningful learning experiences[03:20] What truly fires her up about L&D[05:20] Balancing creativity with business impact[07:11] Vanessa’s favorite campaign: “Homecoming”[11:06] Personal quirks: gestures, cooking, and food[13:36] Learning Spanish—and the reality of failure[15:55] Proudest career moments & major awards[20:47] Her worst L&D experience: the LMS email fiasco[29:01] Vanessa’s best advice for anyone starting in L&DLinksVanessa Trower on LinkedinNexperkTom Bailey on LinkedInTom Bailey Website

Training is the laziest—and often the worst—solution organizations reach for.Most organizations rush into training without asking the most important question: what’s the real problem we’re trying to solve? In this episode, Tom Bailey, a seasoned people development maverick, breaks down why traditional training often misses the mark—and what to do instead.Listeners will discover how to separate real skill gaps from deeper organizational issues, why performance consulting models are essential, and how to create measurable outcomes that actually change behavior. Whether you’re in HR, leadership, or team development, this episode will shift the way you think about learning forever.Key TakeawaysTraining requests often mask deeper issues like resources, management, or structure—not just skills gaps.Real people development starts by clarifying the exact behavior change or outcome desired.Using a performance consulting model helps diagnose, address, and measure what truly matters.Timestamps[00:00] Don’t jump straight into training[00:09] Why organizations default to “more training”[00:22] Asking the critical outcome question[00:36] When the issue isn’t training at all[00:52] Examples of hidden causes: resources, pay, shifts[01:05] Why L&D often misses the real gap[01:15] The trap of traditional schooling bias[01:25] What real learning and development should do[01:35] Using performance consulting to diagnose issues[01:45] How to measure behavior change that mattersLinksTom Bailey on LinkedInTom Bailey Website

There I was, buried in a pile of buzzwords—‘capability,’ ‘instructional design,’ ‘OD’—wondering what L&D actually meant.Most people hear “learning and development” and immediately think of training sessions or workshops—but that’s only scratching the surface. In this episode, Tom Bailey, a passionate expert in people development, breaks down the real meaning of L&D and why it’s the most underleveraged tool in your company’s arsenal. From debunking the “training equals learning” myth to showcasing how L&D drives real business performance, this episode reframes how organizations should think about their people strategy.You’ll learn the broader toolkit behind successful L&D—from coaching and mentoring to experience-based learning—and how to apply it based on actual needs, not assumptions. If you’re tired of wasted training budgets and disengaged teams, this episode is the wake-up call that’ll help you build a smarter, more effective workplace.Key TakeawaysL&D is not just about training—it’s about driving real performance and behavioral change in teams and individuals.Training is only one part of a much broader toolkit that includes mentoring, resources, simulations, and more.To unlock L&D's true impact, organizations must shift from a content-focused approach to an outcome-based mindset.Timestamps[00:00] What is L&D and why it matters[00:23] The buzzword salad: how we confuse terms[00:55] L&D’s real goal: performance improvement[01:09] Where L&D sits in organizations[01:20] Why “training” is misunderstood[01:44] The true scope of L&D tools[01:58] Diagnosing the real issue behind performance gaps[02:10] Why L&D is crucial for organizational outcomes[02:25] Common misconceptions about “training”[02:45] The mindset shift L&D needs nowLinksTom Bailey on LinkedInTom Bailey Website

“It was just paper on a screen”—Jean-Marie on the dark days of e-learning.​What if training didn’t feel like training—but instead felt like a game, a story, or even a personal journey? In this episode, we explore how AI and immersive design are turning old-school e-learning into brain-igniting experiences. You’ll hear about what actually lights up the learner’s mind and how to rethink engagement from the ground up.Jean-Marie, CEO of Cognant AI and a veteran of marketing, gaming, and behavioral design, shares a radically human vision for development. From Burning Man insights to launching fragrances at L’Oréal, he connects tech, purpose, and creativity in a way that will challenge how you think about learning—forever.Key TakeawaysAI is finally capable of making learning experiences feel deeply personal, interactive, and unforgettable.Traditional e-learning methods fail because they ignore joy, play, and the human need for engagement.Tools like Ikigai help connect meaningful work to purposeful living—especially in leadership and development.Timestamps[00:00] The core philosophy behind fun, choice, and change[00:39] Jean-Marie’s background and mission with Cognant AI[01:02] Why most training fails—and how immersion changes everything[01:59] Gaming as the “MetaMedia” and its power in L&D[02:51] The AI revolution that’s finally making learning “stick”[03:58] What Corsican hand gestures taught about perspective[04:30] Learning music without learning theory—and what that means for L&D[05:14] The worst thing about early e-learning—and how AI is the antidote[07:40] Burning Man, Cory Doctorow, and digital ethics[10:47] Why Ikigai isn’t just philosophy—it’s a design blueprint for happinessLinksJean-Marie Guitera on LinkedinCognentAI WebsiteTom Bailey on LinkedInTom Bailey Website

You will never succeed in L&D if you don’t understand the business.What happens when a seasoned L&D leader is fired by HR but instantly rehired by the business? In this high-impact episode, we dive into the strategic, gritty, and sometimes controversial truths behind learning and development in the corporate world. This isn’t about theory—this is about what really works when you're trying to drive results, earn respect, and survive the shifting sands of internal politics.Dirk Rossi—former CHRO, private equity director, and ex-head of L&D for JP Morgan across Asia Pacific—shares stories that redefine what success looks like in the people development world. From firing 5,000 employees to sending ignored “Cassandra” warnings that proved true, his experience proves one thing: real influence comes from understanding the business better than HR does.Key TakeawaysTrue business credibility for L&D professionals comes only from stepping outside HR and diving into operational roles.Dirk’s proudest and most painful moments show how being too aligned with HR can cost you—and how the business often sees your value more clearly.The "Cassandra Emails" metaphor reminds us of the danger of foresight without influence in corporate environments.Timestamps[00:00] Why You Need to Leave L&D to Truly Succeed[00:00:42] Dirk Rossi’s International Career and Background[00:01:52] His Obsession With Business Results in L&D[00:02:28] Project Panter: The Most Successful L&D Campaign[00:03:23] The Hand Gesture That Changed His Divorce and Life[00:04:18] The One Skill Dirk Still Struggles With After 30 Years[00:04:50] Winning a Change Management Award for a Merger[00:05:12] Getting Fired by HR—Then Rehired by Business Heads[00:06:03] Cassandra Emails: Foresight With No Influence[00:07:00] Final Advice: Step Out of HR to Earn Real RespectLinksDirk Rossey on LinkedinTom Bailey on LinkedInTom Bailey Website

Humility—not knowledge—is the most underrated skill in learning and development.This episode gets real about the ups and downs of learning and development, breaking down what it takes to create strategies that actually work. We’re talking about the power of sharp analytical and consulting skills, why old-school training often misses the mark, and how trailblazing leaders are shaking things up. Whether you want to wow your stakeholders, align L&D with business goals, or dodge some common (and costly) mistakes, this chat is packed with practical tips you can start using right away.Key Takeaways:The value of consulting skills in L&D: Identifying problems first ensures meaningful and aligned solutions.Agile approaches in L&D: How Sky redefined management training by ditching traditional methods.Personal and professional growth in L&D: The importance of humility, adaptability, and continuous learning.Timestamps:[00:00] Best advice: Investing in analytical and consulting skills[00:36] Introduction to Rogue L&D Hot Shots podcast[01:04] David James shares his background and passion for impactful L&D[02:27] The most inspiring L&D campaign David witnessed at Sky[08:30] Worst L&D experience: Missteps at Lehman Brothers[09:31] Best celebrity moment: Sharing a flight with Paul Stanley of Kiss[10:53] A belief David holds: Performance-oriented L&D is timeless[12:45] Tools and frameworks for effective L&D consulting[14:50] How analysis drives stakeholder credibility and lasting impact[16:09] Closing thoughts and call to connect on L&D development practicesLinks & Future Learnings⁠David James on LinkedIn⁠⁠David James 360 Company⁠⁠Tom Bailey on LinkedIn⁠⁠Tom Bailey Website⁠⁠360 Learning Masterclass Video Courses by David James⁠

This is what a broken L&D system sounds like — and Dan Hill has lived through it all.Vocational training is broken in subtle but powerful ways — and Dan Hill has spent the last two decades trying to fix it. In this episode, he reveals the messy reality of what happens when training goes wrong, the traits that define a world-class trainer, and the difference between learning outcomes that stick versus those that evaporate.From teaching in the military to co-authoring a bestselling textbook used by over 50,000 students, Dan brings a unique blend of rigor and real-world relevance. Listeners will walk away with a better understanding of how to design impactful L&D programs, the role of personal accountability in growth, and the future of individualized learning in a digital-first world.Key TakeawaysCoding left me behind, and I learned it’s okay to drop what no longer aligns with my path.Great training starts with the trainer — not tech, not curriculum, but presence and preparation.You can’t teach resilience with handouts; learners need grit, not entitlement.Timestamps[00:00] The harsh truth about entitlement in the workplace[00:38] Dan’s career journey from Air Force to L&D[01:50] Why quality trainers matter more than tech[02:50] The future of training: personalization and AI[04:00] The skill Dan regrets not mastering — and why[05:00] The proudest moment: publishing a training bestseller[06:11] The nightmare training session Dan can’t forget[08:00] A shocking story about a student walking out forever[09:50] Sitting next to Bryce Courtenay on a pirate ship[11:09] The advice Dan wants every future hire to hearLinksDan Hill on LinkedinInstitute for Learning & Performance Asia PacificSpecTrainingTom Bailey on LinkedInTom Bailey Website

I had no idea what I was doing when I started podcasting.This episode breaks open the often-overlooked truth in learning and development: formal training rarely creates real impact. Instead, we hear how genuine curiosity, performance-focused design, and unexpected life experiences shape transformative L&D practices. Whether you're a newcomer or a seasoned pro, this conversation will push you to rethink what works—and what’s just wasting time and budget.Tom Bailey, Dr. Alistair Ritt L&D Professional of the Year 2025 and creator of the Rogue L&D Podcast, shares his journey from category manager to award-winning learning leader. With stories ranging from childhood kite contests to professional breakthroughs at Blackmores, Tom unveils the mindset shifts and tactical changes that power high-impact development in modern organizations. If you're ready to ditch the old models and learn from someone who’s actually done it, this one’s for you.Key Takeaways;Great L&D isn’t about training—it’s about enabling behavior change that impacts business outcomes.Most professionals in L&D never studied it formally; real growth comes from experience and community.Building genuine, trust-based relationships in L&D opens doors to innovation, collaboration, and transformation.Timestamps[00:00] — The energy cost of networking (and why it’s worth it)[00:51] — Who is Tom Bailey, and why he’s on the mic this time[01:40] — What drives real behavior change in L&D[02:40] — Why Nick Shackleton-Jones’ book changed his life[03:48] — Microlearning, space repetition, and why Yanu works[05:18] — How most of us learned L&D through the side door[07:01] — Building the award-winning Blackmores Commercial Academy[08:45] — The L&D fail that cost a company big (and why it still hurts)[10:50] — Renting vans to childhood heroes: the Keith Harris story[13:25] — The Lurpak kite, Dutch radio, and other strange origin storiesLinksTom Bailey on LinkedInTom Bailey Website

Turns out, balloon phobia and coaching have more in common than you'd think.This episode digs into one of the most overlooked truths in workplace learning: human-centred L&D isn’t a nice-to-have—it’s the only way forward. With real stories, practical insights, and a sharp lens on coaching and leadership, this conversation explores how to design learning experiences that actually change behaviour and build long-term culture. It also takes a brutally honest look at what happens when organizations skip personalization in favour of generic, one-size-fits-none training.Tia Chau, a seasoned leadership and culture strategist with 15+ years in people development, dives deep into why traditional content dumping fails, how AI is misunderstood in HR, and what it actually takes to influence resistant stakeholders. From coaching missteps to rethinking ROI, this episode is a call to rewire the way we see performance, development, and leadership from the inside out.Key TakeawaysMost leadership programs fail because they ignore the human behind the role—Tia lays out how to change that through identity and coaching-first approaches.Coaching isn’t just for execs anymore—when used early and often, it becomes a culture-building engine rather than a corrective tactic.L&D must stop chasing shiny content and start collaborating cross-functionally with marketing, IT, and HR to create true behavioural change.Timestamps[00:00] Introduction to Human-Centred L&D[00:06] Vulnerability, Burnout, and Personal Growth in Leadership Development[00:07:35] Exploring AI’s Role in HR and Coaching[00:10:00] Automation vs AI: Misconceptions and Strategic Use[00:13:00] The Problem with Content Dumping in L&D[00:16:00] Applying Agile Methods in Learning Development[00:20:00] Handling Difficult Stakeholders in Learning Projects[00:42:54] Coaching vs Mentoring: What’s the Real Difference?[00:55:00] Personalizing Leadership: Identity and Early Coaching[01:00:00] Personalized Learning Journeys & Humanized LeadershipLinksTia Chau on LinkedinTia in InstagramTom Bailey on LinkedInTom Bailey Website

What’s the real reason great leadership programs fail to make an impact?What does it take to create truly impactful learning programs? In this episode, we explore why even perfectly designed leadership programs fail when culture and relationships aren’t prioritized.You’ll learn how starting L&D initiatives early, building strong workplace relationships, and asking the right questions can transform your organization's approach to development. We’ll also uncover the role of evidence-based practice in solving real business challenges.Key TakeawaysLeadership programs fail when culture and environment aren’t addressed, no matter how well-designed the curriculum is.Starting L&D early in product or solution development creates more impactful learning outcomes.Building strong relationships and asking “how do you know?” ensures solutions solve the right problems.Timestamps[00:00] – Introduction and Michelle's career journey from teaching English in Japan to founding Kairo Modern Learning.[02:54] – What Michelle is truly passionate about in L&D and why early involvement is crucial.[05:13] – The role of L&D in the age of AI and why curating and consulting skills are non-negotiable.[07:00] – How organizations risk being left behind by asking for “faster horses” instead of real innovation.[09:11] – Michelle shares a powerful story of a leadership program that failed due to poor learning culture.[11:57] – On embracing the power of a “thumbs up” and the accidental hilarity of her first big stage moment.[16:24] – A vulnerable reflection on trusting too easily and learning to say no in business.[19:02] – Michelle’s proudest professional moment: facilitating a critical DEI conversation post-George Floyd.[23:18] – Her biggest L&D fail and the lesson in leaning into discomfort during live speaking.[32:02] – Michelle's final and most important advice for anyone in the field of L&D.Links Michelle Parry-Slater on LinkedinMichelle Parry-Slater’s latest book - The Learning and Development HandbookTom Bailey on LinkedInTom Bailey Website

This episode will challenge everything you thought you knew about effective learning and developmentMost training programs fail not because of poor content—but because they miss the one thing that matters: performance. In this episode, you’ll discover how to build training that delivers measurable business impact, the secrets behind immersive simulations, and how to filter out L&D noise that does more harm than good.With over four decades in the field and clients like NASA, General Motors, and AT&T, Guy Wallace shares real stories, controversial truths, and actionable frameworks to help you escape buzzwords and build training that actually works. Whether you're leading L&D or just trying to make your workshops matter, this episode brings clarity and conviction to how real learning happens.Key TakeawaysBuilding truly impactful learning means focusing on performance, not just content—hands-on practice with feedback is non-negotiable.Not all expertise is equal; knowing how to validate credible sources in your network can prevent major missteps.Great training doesn't just deliver knowledge—it aligns with job realities and provokes behavioral change through simulations and context-specific experiences.Timestamps[00:00] – Introduction and Guy Wallace's career origin story in L&D.[04:36] – Transition from journalism and radio/TV/film to performance development.[10:00] – The pivotal concept of job aids and performance support.[15:20] – Discussion on "what’s old is new again" in learning trends.[21:23] – Learning from past methods and the loss of historical insights in L&D.[27:27] – Guy’s most impactful L&D program at the Defense Information School.[35:09] – Facilitated group processes and the importance of disagreement in learning environments.[43:11] – Guy’s proudest moment: 8-day AT&T course with measurable impact.[58:22] – Worst experience in L&D and lessons learned from a failed training rollout.[01:06:04] – Surprising personal detail: Guy Wallace’s brief stint as a child model.Links & LearningsGuy Wallace on LinkedinGuy Wallace ArchivesTom Bailey on LinkedInTom Bailey Website

What happens when your L&D program is the only reason a $14,000 problem becomes a $1,000 fix?Discover how making learning fun and memorable can lead to real-world business impact—like turning a $14,000 mistake into a $1,000 solution. In this episode of Rogue L&D Hotshots, you’ll hear a high-energy, insight-packed conversation about why behavior change matters more than ticking boxes, and how simple, well-designed digital training outperforms traditional methods.Mark Eggers, co-founder of Yarno and lifelong advocate for engaging, impactful learning experiences, shares stories from cricket fields, digital agencies, and oil forecourts to reveal what actually makes a training program stick. Whether you’re tired of boring courses or looking for results that move the needle, this episode is packed with surprising lessons and inspiration.Key TakeawaysBehavior change and learner enjoyment aren't mutually exclusive—they’re essential to real business impact.Overcomplicated training is costing companies time, money, and attention—clarity wins.The best validation of training isn't awards—it's what learners say when no one's watching.Timestamps:[00:00] Intro to Podcast & Host — Tom Bailey introduces the Rogue L&D Hotshot format and what to expect.[00:27] Meet Mark Eggers — Mark shares his background from project management to co-founding Yarno.[00:59] Why He’s Passionate — The joy of behavior change and positive feedback from learners.[01:15] $14,000 to $1,000 Case Study — A real-world example of how Yarno’s training saved a company money.[01:53] Favorite Hand Gesture — Mark introduces the quirky “Rigi Dig” from an ‘80s TV show.[02:00] One Thing He Didn’t Learn — Cricket, courage, and hitting sixes with your eyes closed.[02:41] Proudest Moment — Hearing that learners truly enjoy the training and want more.[02:55] Worst L&D Experience — A 45-minute online training that could’ve been five bullet points.[03:25] Celebrity Moment — A nostalgic childhood encounter with racing legend Dick Johnson.[03:46] When No One Believed Him — Predicting the failure of a funded platform no one else questioned.[04:16] Closing Thoughts & Call to Connect — Tom wraps up and invites listeners to connect via his website or LinkedIn.Links and Learnings:Mark Eggers on LinkedinYarno WebsiteTom Bailey on LinkedInTom Bailey Website

What if your organization’s biggest performance issues aren’t due to talent—but bad learning models?Learning isn’t about sitting in classrooms or ticking boxes—it’s about embedding growth into the real, messy challenges of everyday work. In this episode, listeners dive deep into how transformative learning can drive genuine performance change across organizations. You'll discover why traditional models are failing, and why courageous, purpose-driven approaches to development are the future.Leonie Rothwell, co-founder of Encounters and Sprout and a global expert in leadership and organizational performance, shares her bold vision for what learning should be—and the pitfalls that many companies fall into when they don’t evolve. From live learning challenges to virtual coaching revolutions, this conversation will inspire you to rethink everything you thought you knew about L&D.Key TakeawaysReal change in organizations happens when learning is embedded into real work, not isolated training rooms.Redefining performance around purpose, motivation, and problem-solving transforms companies at every level.True learning requires action—knowledge without application doesn’t drive real change or growth.Timestamps[00:00] Why Knowing Isn’t Enough Without Action[00:49] Meet Leonie Rothwell: Learning Innovator[01:22] Passion for People and Systemic Change[02:11] How Development Is Changing Globally[03:00] High-Stakes Learning: Real World Applications[04:00] Filmmaking Lessons and Learning by Doing[05:00] Solving Career Challenges for People with Disabilities[06:13] The Dangers of Non-Expert L&D[07:03] Meeting Robbie Williams and the Leadership Lesson[08:32] How Virtual Leadership Coaching Changed the GameLinks & Future LearningsLeonie Rothwell on LinkedinEncountasSproutaTom Bailey on LinkedInTom Bailey Website

What if being good at your job isn’t enough anymore?Confidence might just be the most overlooked skill in your professional toolkit. In this episode, we dive deep into what truly drives growth and fulfillment in the learning and development space—from the power of community, to the ways artificial intelligence is reshaping how educators work. It’s a conversation packed with vulnerability, real-world insights, and surprising moments of transformation.Inna, a fifth-generation educator and learning strategist at Eli, shares the personal and professional stories that shaped her approach—from hosting her own Ed Talks podcast and building AI tools, to mentoring traumatized refugee children through karate. Whether you're stuck in your current role or seeking that next spark of inspiration, this episode offers both grounding wisdom and a fresh perspective on L&D today.Key TakeawaysConfidence often outweighs talent, especially when it comes to how you're perceived in your career.Belonging to a knowledge-sharing community can drastically enhance professional growth and help escape stagnation.Real transformation can come from unexpected roles—like teaching a language you barely know or using martial arts to rebuild broken lives.Timestamps[00:00] Confidence is more valuable than professionalism[00:44] Inna’s background: educator, AI builder, and volunteer leader[02:00] Why talking to different departments fuels her passion[02:13] The power of the L&D Showcase community[04:00] Avoiding stagnation in small orgs through community[05:00] How teaching English before mastering it unlocked true learning[06:00] Using AI to reduce hours of work to seconds[07:00] Helping a traumatized child become a karate world champ[08:26] The Zoom lecture with 0 interaction—and what came of it[13:08] Why “acting like you understand” is a learned superpowerLinks and Future Learnings Inna Horvath on Linkedinelai - L&D Essentials: A Starter’s HandbookTom Bailey on LinkedInTom Bailey Website

Leadership isn’t about information—it’s about transformation.What if leadership programs stopped focusing on “fixing” individuals and started designing for the real system they operate in? This episode unpacks why most L&D initiatives flop, what actually drives behavior change, and how to create a learning culture that sticks. Through vivid stories—from Ericsson’s transformation to Zoom cooking fails turned learning insights—Jennie Brown shares a refreshing take on how to do development that matters.Jennie Brown, Managing Consultant at LIW, brings her strategic insights and deep experience leading transformative leadership initiatives across global organizations. In this conversation, she breaks down the mindset shift from pushing information to enabling real practice, and how flipping the usual learning sequence (context > team > self) unlocks meaningful performance. Whether you're in HR, L&D, or a leader looking to elevate your team—this episode is your blueprint for smarter, more human development.Key TakeawaysBuilding leadership from system to self makes development meaningful and measurable.Real change happens through practice and experimentation—not perfection or theory.Strong L&D programs demand line manager involvement and contextual, actionable learning.Timestamps:[00:00] Choose what you care about in L&D[00:51] Jennie introduces herself with personality and purpose[02:00] Why work experience needs to change—and how leadership shapes it[03:00] Deep dive into Ericsson’s cultural transformation program[05:00] Why experimentation beats perfection in leadership[07:00] The cooking story: what didn’t work, and what that teaches us[09:00] Proudest moment leading a first-time intern to real impact[12:00] The worst kind of L&D: overwhelming, unlinked, and manager-less[16:00] Jennie’s contrarian take: reverse the order of leadership programs[19:00] Best advice: Practice, curiosity, and intentional careLinks and Future Learnings Jennie Brown on LinkedinLIW WebsiteTom Bailey on LinkedInTom Bailey Website

This episode will challenge everything you thought you knew about effective learning and development. Most training programs fail not because of poor content—but because they miss the one thing that matters: performance. In this episode, you’ll discover how to build training that delivers measurable business impact, the secrets behind immersive simulations, and how to filter out L&D noise that does more harm than good.With over four decades in the field and clients like NASA, General Motors, and AT&T, Guy Wallace shares real stories, controversial truths, and actionable frameworks to help you escape buzzwords and build training that actually works. Whether you're leading L&D or just trying to make your workshops matter, this episode brings clarity and conviction to how real learning happens.Key TakeawaysBuilding truly impactful learning means focusing on performance, not just content—hands-on practice with feedback is non-negotiable.Not all expertise is equal; knowing how to validate credible sources in your network can prevent major missteps.Great training doesn't just deliver knowledge—it aligns with job realities and provokes behavioral change through simulations and context-specific experiences.Timestamps[00:00] The dangerous myths still lingering in L&D[01:00] Guy’s L&D journey from TV to training legend[03:00] How a lucky first job shaped 40+ years of performance-first thinking[05:00] The most effective training experience Guy ever went through[07:00] Hands-on, feedback-driven learning: the key to real performance[09:00] Using gestures to build trust and facilitate honest group feedback[12:00] The lesson Guy learned as a 10-year-old paperboy[14:00] The 8-day course that triggered managers—but produced real results[21:00] A total training failure—and how Guy turned it into a massive win[27:00] From child modeling to L&D transformation—surprising moments revealedLinks & Future LearningsGuy Wallace on LinkedinGuy Wallace ArchivesTom Bailey on LinkedInTom Bailey Website