Rogue L+D Hotshots with Tom Bailey

While much of the L&D world is focused on AI, Andrew Lawson has doubled down on neuroscience and the results speak for themselves.What makes learning truly stick?In this episode of Rogue L&D, Tom Bailey sits down with 2026 AITD Learning and Development Professional of the Year, Andrew Lawson, to explore the neuroscience behind effective workplace learning.Andrew shares his journey from struggling through school as a neurodiverse learner to becoming one of Australia's most respected L&D practitioners. He explains why he believes learning should be delivered in short, focused bursts, how neuroscience can dramatically improve learning transfer, and the six elements that underpin his learning design model.The conversation covers facilitation, curiosity, performance consulting, workplace application, and why understanding the real business problem is often more important than delivering training.Whether you're an L&D professional, facilitator, consultant or people leader, this episode offers practical insights into creating learning experiences that people actually remember and use.Key Takeaways1. Learning works best in small, focused burstsAndrew believes 90 minutes is the optimal maximum learning window, allowing facilitators to work with the brain rather than against it.2. Learning transfer matters more than learning deliveryThe real value comes from helping people apply ideas back in the workplace through simple experiments and deliberate practice.3. Curiosity is one of the most important skills in L&DGreat practitioners resist jumping to solutions and instead spend time understanding the real business problem.Timestamps:[00:00:00] Welcome to Rogue L&D[00:00:45] Andrew's origin story: struggling at school, falling for how memory works[00:03:00] David Rock, the AGES model, and standing on giants' shoulders[00:04:15] Winning L&D Professional of the Year 2026[00:06:00] Betting on neuroscience while the industry chases AI[00:07:15] Bite Size Learning: why 90 minutes is the ceiling[00:12:00] The program that beat "eight years of learning in eight months"[00:13:40] The special sauce: contracting, context, and tiny experiments[00:15:15] Interlude: the three-tier thumbs up (and when it offends)[00:18:20] The facilitation skill he never trained for[00:21:00] Proudest moment, and why peer validation hits different[00:24:00] Starstruck: the day a Brumbies legend walked into his workshop[00:27:00] The thing nobody knows: economics, surf lifesaving, and a career pivot[00:31:30] The model: Time, Attention, Relevance, Generation, Emotion, Retention[00:36:15] Best advice: stay curious, don't jump to the solution[00:38:00] When half the room got laid off on Friday[00:41:00] ATD America and the bucket-list conference[00:43:30] Where to find AndrewLinks:Andrew Lawson on LinkedInThe Learning ZoneJust NinetyBest Practice ConsultingTom Bailey on LinkedInTom Bailey Website

Most L&D teams are solving the wrong problems and Natal Dank explains whyA pioneer in business and HR agility, Natal Dank joins the Rogue L and D Podcast to challenge everything you think you know about learning and development.Natal is a globally recognised workplace transformation specialist, author of Agile HR and Agile L&D, and Executive Director at PXO Culture. Known for her evidence based, value led approach, she works with organisations worldwide to improve performance, productivity, and the experience of work.In this episode, Natal shares why L&D must stop jumping to solutions and start solving real business problems. She breaks down what it means to work product led, how to prioritise the right challenges, and why Agile as an industry may have lost its way.If you want to move from delivering training to driving measurable impact, this conversation is essential listening.Key TakeawaysYou need to stop treating requests as learning problems and instead focus on solving real business challenges that impact performanceYou should prioritise ruthlessly because there are always more problems than capacity and not all are worth solvingYou must test and validate solutions early rather than jumping straight into building full programmesTimestamps[00:04:10] Delivering value vs delivering training[00:05:15] Employee experience as a product[00:06:20] Why onboarding is a shared problem[00:07:10] The real skill is prioritisation[00:08:05] Stop jumping to solutions[00:11:35] It is not a learning problem[00:13:10] Design thinking in L&D[00:14:05] The internal job marketplace experiment[00:18:00] Measuring real performance outcomes[00:19:15] Agile HR is dead explainedLinks Natal Dank on LinkedInNatal Dank’s WebsiteTom Bailey on LinkedInTom Bailey WebsitePXO Culture

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 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

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

“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

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

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

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

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 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

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

Flexible work isn’t just for parents—and companies still don’t get it.In this episode, we explore the intersection of leadership, flexibility, and personal growth with Cherry Ward, founder of Bluebird Leadership. From groundbreaking L&D programs that were ahead of their time to surprising leadership lessons from weightlifting, Cherry shares what truly makes a difference in workplace learning and culture.We dive into why flexibility isn’t just for parents, how purpose-driven leadership can transform organizations, and the biggest mistakes companies still make when rolling out training programs. Plus, Cherry’s unexpected career journey—from stockbroking to a job at AOL that kickstarted her passion for learning and development.Key TakeawaysFlexibility at Work Is for Everyone – Companies often assume workplace flexibility is only for parents, but when applied to all employees, it boosts engagement and performance.Purpose-Driven Leadership Is the Future – Leadership should not only focus on individual success but also drive societal change and long-term impact.L&D Can Be a Game-Changer—If Done Right – Many learning programs waste money due to poor design, but when executed well, they can set organizations apart.Timestamps:[00:15] – Introduction to Cherry Ward & Bluebird Leadership[02:42] – Why purpose-driven leadership matters[06:10] – A game-changing L&D program from 2009[10:23] – The surprising impact of workplace flexibility[14:57] – Lessons from weightlifting that apply to leadership[18:30] – Why "Thrive Under Pressure" is making waves[22:12] – The biggest mistakes in corporate L&D programs[26:45] – How Cherry fell into L&D from a tech job at AOL[30:20] – Why learning should always evolve with time[34:05] – Cherry’s best career advice for anyone in L&DLinks & Future LearningsCherry Ward on LinkedinBluebird LeadershipTom Bailey on LinkedInTom Bailey Website