Deeper, Learning

Last year I attended the facilitation shindig run by Julie Drybrough. The shindig is designed to provide a space to explore different aspects of facilitation, for facilitators to practice their craft, to learn some new things, and go deeper in thinking about how they work with groups. It was a really good learning event.

Through his Emotion At Work podcast, Phil Willcox has been exploring lots of facets of emotions, emotional intelligence, and different ways we can understand the human condition. What I really appreciate about his podcast is how he allows the conversations to go really deep and for his guests to really explore what they want to talk about. His guests are either highly qualified, highly experienced, or their research is really interesting. It’s proper good quality content.

The world of L&D isn’t getting any easier. We are required as learning professionals to do more, at pace, across a range of needs, with multiple learning tools or techniques, and in some way hope and pray some of it makes a diffefence.

What Phil and Jools provide for, is that we don’t have to make learning happen in certain set ways. They provide alternative routes to helping people learn. Jools’ approach follows a traditional in-person mode. For the purpose of the content and the depth of content she invites people to explore, she doesn’t throw content at you, teach you models galore and force you into action planning. Hers is a more deliberate approach of design where you slow down, take your time and reflect deeply. It’s also not delivered in traditional 2-4 day slots. It’s done once every two months (ish).

Phil, with his podcast, invites guests to share what they are researching, the insights they’ve realised and what they’ve read, and allows for real deep exploration. It’s not micro-learning by any stretch – typical episodes are at least an hour long. It’s proper discussion and development of thought. The digital format means I listen on my commute when I can focus on the content and take my time with it.

These two approaches are different to how we ordinarily design and think about learning. They also go against the grain of fast paced, more now, micro everything, video everything, bitesize everything, social everything. They both demonstrate that for better learning to happen, better design and better execution matter too.


Published by

Sukh Pabial

I'm an occupational psychologist by profession and am passionate about all things learning and development, creating holistic learning solutions and using positive psychology in the workforce.

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