#HRTechEurope: London 2015

HR Tech Europe logoI write this bleary eyed after a busy but brilliant couple of days at the HR Tech Europe event, London edition. Between the conference sessions, keynotes, exhibition and valuable conversations had, there is a lot to reflect on and my brain is still trying to process a lot of it. I am aiming to reflect on specific sessions here over the next few days.

HR Tech Europe in London

No mistaking HR Tech Europe was in London!

In terms of overall themes, it wasn’t as glaring as the October event in Amsterdam (moving to Paris this year). 6 months ago, the theme of employee engagement smacked every attendee in the face like a giant kipper. You literally couldn’t escape it in every single session. In London, there was less of an obvious stand out theme from my perspective and this isn’t a bad thing. I think it’s good when the conversation moves forward. One of the most interesting things for me was the fact that there wasn’t really any ‘new’ technology being discussed. None of the exhibitors were trying to dress up their wares as earth shatteringly new inventions (although there was some cool stuff to see). And in the opening keynote, Peter Hinssen talked about the fact that technology isn’t what’s new today, rather it is our behaviour and our usage of tech that is evolving. This resonates with me because most organisations aren’t in a position to adopt groundbreaking tech anyway (some exceptions like Zurich using Augmented Reality!) I had a number of conversations where people are still needing to work off seemingly ancient tech (IE6 anyone?) So what is useful is an exploration of how organisations can make use of what is already available rather than looking ahead to shiny new things they simply aren’t ready for. It’s not that I don’t believe in innovation, of course I do, but I am a bigger believer in being pragmatic.

Saba Software at HR Tech EuropeSo what was being shown at the exhibition you ask? Well there was loads to see! The swag was seriously impressive and is better covered by Andy Swann in his post. But as a marketing person I am never sucked in by just cool giveaways. I am always keen to have a chat with people and try to take a look at their tech where I can. From a learning perspective, the enthusiastic team at Pluralsight have got an exciting proposition around a huge library of IT and creative training online. Our CTO has used some of their courses already and was impressed (no mean feat) so it was good to see their offering in action.

Recruitment is not my area of expertise but there were some pretty funky jobs platforms on show with Indeed possibly being the glossiest. Workday is obviously a company you cannot miss and I heard it was standing room only at their breakout session. A lady I met on day one was at the beginning of a project to roll it out to 35,000 people worldwide. They are certainly a force to be reckoned with! Interestingly, because the platform doesn’t really have learning functionality, there is now a two way connector with Saba who were also in attendance. Their new Saba Cloud software is about much more than learning and includes talent management, performance and succession planning. But it is good to see a market leader like Workday recognising the importance of learning and partnering with another provider that has real expertise in L&D and is moving that agenda forward with functionality like machine learning.

Peter Hinssen at HR Tech Europe in LondonOn that note, I was reminded of how L&D is just one part of the puzzle during a panel session on day two. It was a sort of summary session from track chairs to reflect on the key themes and highlights from the content they had chaired during the conference. As the Future of Workforce Learning stream was summarised (track chair Fiona Leteney couldn’t be there unfortunately) both TinCan API and 70:20:10 were mentioned. And hardly anybody knew what they meant! It was left to analyst David Wilson to explain 70:20:10 which people seem to have at least heard of but TinCan appeared to be a brand new term! This demonstrates what we talk about a lot in L&D – and that is needing to speak in language the rest of the business understands without descending into jargon.

I also attended sessions on global learning, augmented reality, gamification, cloud technology, millennials (don’t get me started!) and a number of talks on the ‘future’ and ‘tomorrow’s world’ which had varying degrees of resonance for me. Collaboration and sharing as the future of work was another theme that emerged over the two days, culminating with Rachel Botsman’s closing keynote. This was a talk that threw up all sorts of reaction for me (good and bad) so I am going to try and dig into that in a separate post.

Panel discussion HR Tech Europe in LondonThe closing keynote on day one from Heidi Spirgi was a particular highlight for me. Spirgi has been in and around the world of HR technology for 18 years and by her own admission was jaded. But then she met Marcus Buckingham and what has emerged for her is a focus not on the technology (again, mirroring my earlier observations) and his view is that ‘There are no great organisations, only great teams. So goes the team, so goes the organisation’. And this set the tone for a session that explored the need to focus on team leaders (or line managers if you prefer) as a stakeholder group. They are often neglected but so important if organisations are to really engage their employees and harness their potential. I loved this because it was practical advice and we *all* know the difference a great manager can make to our performance (not to mention happiness) at work.

I am going to sift through all the great takeaways zinging around in my head over the next few days, but suffice to say HR Tech Europe has once again been thoroughly worthwhile. The calibre of attendees is at a really high level and I enjoyed the breadth of conversation from gamification to global payroll. It was great to meet so many new people and see some lovely old faces too. I even got to finally meet Euan Semple and be a geeky fangirl (which I suspect I probably enjoyed more than him). I hear Sir Richard Branson is the opening keynote at the next one in October which should be fascinating – so I will hopefully see you in Paris!

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Women at the table

On Monday I was lucky enough to join an amazing line-up of speakers (pictured below) at an event hosted by the University of East London aimed at inspiring students ‘in honour and celebration of women’. Alex Watson kindly invited me to share my story as a working mum running her own business(es). But there were ladies on the panel with far more inspirational stories than mine to tell. There were women who are campaigning for victims of domestic abuse, heading up charities, working for large corporates, coaching executives, working with young people, teaching…the list goes on and it was the sort of day that made me proud of my achievements and spurred on to pay it forward wherever I can.

Photo credit: Jenni Steele

Photo credit: Jenni Steele

A common theme throughout the day was the concept of ‘imposter syndrome‘ which is classified as ‘feelings, epitomised by profound self-doubt and a sense of being a fraud…common among women of every age and every level of success’. Now this is particularly interesting to me because very recently I attended a pretty fancy round-table event with a very select invitee list. It was a stimulating and engaging discussion that took place around said table, but aside from the lady hosting the event, I was the only girl in the room. One of the other male attendees and I remarked on this afterwards and pondered why more women don’t put themselves forward for things like speaking slots at events for example, as this would raise their profile and ultimately mean more women at the table for high level discussions such as this. Maybe imposter syndrome is to blame?

All this is happening whilst I prepare to attend the HR Tech Europe event next week. Now during my session on Monday I referenced the fact that my main areas of focus are marketing, L&D and HR; three areas of business that are well represented by women. This has meant that I have been fortunate enough to encounter very little sexism or anti-female feeling directly throughout my career. However, my recent round-table experience shows that whilst it might not be a case of sexism per se, women are still often under represented in the public facing aspects of these industries.

So I am pleased to see that there are some pretty kick-ass ladies on the bill for next week’s conference. Some of them I know well, some of them I know by reputation and others I don’t know at all. But that they are on the agenda is a good thing. I’m not someone who’s really in favour of quotas, and as someone who organises a lot of events, you have to put the content first. But clearly women like Rachel Botsman, Heidi Spirgi, Fiona Leteney, Jas Johal and Nicole Le Maire have stories to tell and inspiration to share.

I also happen to know that one of my fellow blog squad members at HR Tech Europe, Faye Holland, is doing some digging to find out how the sponsors and vendors are promoting the careers of women in technology. That will be a great post to read once she has compiled all the answers!

None of this post is designed to be anti-men and I know a lot of guys who don’t really agree with the concept of things like International Women’s Day. For me it isn’t about bashing the other sex, it’s about championing what women can bring to the table. However, if we’re going to hear what they’ve got to say then we’ve got to get them into the room first.

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Learning trends: From hype to (augmented) reality

Having now been working in learning and development for more years than I like to admit (ahem), I have been exposed to varying degrees of hype surrounding new trends over the years. Once upon a time it was virtual classrooms, followed by mobile learning, social learning, collaborative learning, MOOCs…the list goes on. There’s possibly a point to be made about how we love to label things in L&D and just how appropriate – or necessary – those labels are but that’s for another post.

Crazy shoes...a wearable trend? Maybe not! Photo credit: Flickr CC.

Crazy shoes…a wearable trend? Maybe not!

Now I like a trend as much as the next girl (florals for Spring anyone?) but all too often, just like some of the wilder designer garments that brave the catwalks of Paris and London, the hype doesn’t translate into the real world. And the so called trends just aren’t practical or usable for the average Joe. So what pleases me is when some of the hype does actually start to trickle down into use within organisations and real applications are found for these clever ideas and innovations.

I’ve been pleased to see the guys at Rustici start to share case studies of how xAPI (or Tin Can API) is now being used within organisations. This has been a trend that’s been very popular in terms of chatter and discussion but with very few real world examples. Gamification and Open Badges are other trends that are seeping into the consciousness and becoming less hype and more a recognised approach to encourage learner engagement.

HR Tech Europe logoWith the HR Tech Europe event coming up next week, I was struck by the fact that much of the Future of Workforce Learning stream consists of case studies that are also talking about recent trends. One on augmented reality stands out a mile. Now my eLearning Network colleague Andy Nock has done some clever stuff with AR in the automotive industry but I have heard of very little else taking place within corporate L&D. I shall be waiting to see how it’s being applied in Zurich with baited breath!

Fiona Leteney‘s session will also touch on Tin Can API and how Bupa is successfully harnessing a social approach to learning internally. And a case study from Ericsson will share how trendy technologies are completely transforming their learning function – including video sharing (an internal YouTube), webinars (used to such an extent they have created a ‘virtual campus’) and a resources (not courses) based approach consisting of shorter pieces of online content.

I always enjoy conference sessions on theory with insight from the experts, but case studies that share experiences of implementation, successes and even mistakes are the sessions I find most useful. I’ll be sharing what I hear on Tuesday 24th and Wednesday 25th March via the hashtag #HRTechEurope and some reflections right here on my blog. Stay tuned for updates!

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Learning as part of the bigger picture

I am currently undertaking the Exploring Social Learning MOOC thanks to Martin Couzins and Sam Burrough. It is all about looking at the realities of social learning and how we can get the approach really working in the context of organisations today. What I expected about this topic was that it would draw on lots of ‘learning’ related content I had either read or seen referred to in the past. What I didn’t expect was for it to draw on some of the broader organisational challenges I am seeing more widely debated beyond the L&D space in HR and talent circles.

Two of the videos featured in the first week of the course were by speakers who keynoted at HR Tech Europe in the Autumn and I discuss their frankly brilliant sessions in a previous post here. Aside from the fact that the evolution of organisational structure and hierarchy is anthropologically interesting, the bit about this type of content that intrigues me most is where L&D fits into the bigger picture.


There seems to be agreement amongst today’s leading thinkers that we are going about our everyday lives in a very uncertain and volatile world (VUCA – to coin the phrase – Volatile, Uncertain, Complex and Ambiguous). And that social change, technological advances, world wide networks and instant connectivity have apparently altered everything forever. Although, in a tweet chat last week for #exploresocial there was indeed a bit of consensus that things have probably always been uncertain throughout the ages, but it is the way in which we are now interconnected and ‘always on’ that has accelerated the pace of change and added to the overall volatility we seem to be feeling today.

Why is this relevant to learning? Well prior to embarking on the MOOC I am not sure I would have drawn immediate parallels. But myself and fellow MOOCers were challenged from the beginning to consider if traditional learning and development approaches are well suited to helping people deal with the challenges our uncertain world presents. Or could social learning hold the key to success? If L&D becomes more agile in its approach, does that help our people do the same, thanks to learning that is easily found at the point of need and up to date information always available as a result of more collaborative approaches to working and learning, peer to peer sharing and interconnected networks of like minded people?

The MOOC and the debate is still ongoing and I will keep you updated on how that continues. But as I look ahead to the next edition of HR Tech Europe which touches down in London next month, the same debate is being played out across the agenda to a much broader audience which includes not just L&D folk but HR generalists, payroll specialists, recruiters and more. The opening keynote will explore how organisations can adopt network thinking to stay ahead of the game in an uncertain world. And sessions throughout the event are delving into the impact of social collaboration and prepping us for ‘tomorrow’s world’. It’s pleasing that the Future of Workforce Learning has a stream in its own right. But it is the inclusion of learning in these wider debates that is even more exciting. Could it hold the key to organisations’ ability to adapt, survive and thrive in a VUCA world?

I’m looking forward to once again be part of the blog squad for this event and bringing you some insights on all of this. I’ll also be interviewing some of the speakers and learning experts between now and kick off on 24 March 2015. And I’ll have finished the MOOC by then too. Stay tuned for updates… Unless the world turns upside down in the meantime and someone pulls the plug. In which case I’m pretty certain even more volatility would kick in, but maybe that’s for another post :)

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On awards

learning awardsI’m lucky enough to have been invited along as a guest to tomorrow night’s Learning Awards hosted by the Learning and Performance Institute. I feel incredibly privileged as I love awards night, not because of the glamour of the posh frocks and dinner jackets (although I do love all that of course) it’s the joy and recognition of good work that tickles me pink.

I have been an entrant, a winner, a loser and a judge of industry awards in my time and when you win (or nowadays when a client wins) it is such a high and such an honour that it’s enough to make anyone’s head spin. But it’s not about getting up on stage, collecting a trophy and having your photo taken (although again, obviously that’s all great). It’s about the culmination of months or years of work, it’s about taking something back to your colleagues that gives everyone a pat on the back and makes them feel proud of their work. And as time goes on, it’s about hopefully sharing your story so others can learn from what you’ve done and make a success of what they’re doing.

LEARNING AWARDS 2011 (3)Some might not be so keen on awards as a concept, and indeed as the parent of a one year old I have been doing a lot of reading about the benefits of praising effort rather than achievement. And there is doubtless a lot of great work out there that goes unsung. Probably because when learning projects start, I don’t know of anyone that says ‘Right, this is going to be an award winning project’. But what most people *do* do at the outset is set out to deliver something that makes a difference. And if retrospectively when something has been a success, what better way of thanking everyone involved and acknowledging the contribution of your colleagues, partners, suppliers and stakeholders than gaining industry-wide recognition?

More than that though, I believe it’s important to share best practice and understand what leads to the success of certain projects, initiatives and individuals. I have learned so much over the years from listening to and reading about award winning projects and what has made them fly. It is inspiring. And what I love is that a small organisation can look at the achievements of a larger one and think ‘Well I don’t have their budget, but I could replicate X, Y or Z part of what they did’. Then go on to break through their own performance barriers. Also one of the nice aspects of the awards in recent years has been more new categories that recognise the changing face of L&D and the learning professional to encompass areas like live online learning and social learning. And it is in sharing best practice that we can continue to evolve and improve.

New winners and new stories will emerge at The Dorchester this week and I for one, can’t wait to hear all about them.


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Another year over at Learning Technologies #LT15UK

IMG_20150129_171540932Some people feel the blues when Christmas is over but for me that feeling is always a month later when Learning Technologies has finished. Maybe I need to get out more but there’s little doubt that this is learning’s Glastonbury and to see how it has grown and grown over the years is pretty astonishing. In recent years there are more and more ‘space only’ stands and we’ve seen some of the established players grow bigger and bigger (City & Guilds Kineo, Brightwave and MindClick for example), mergers and acquisitions (LINE and Epic as one at LEO as a prominent instance) and excitingly lots of up and coming players coming to the party (Netex and eLearning Brothers stood out on the floor). And whilst the exhibition continues to expand, the conference continues to go from strength to strength too.

This was my fourth year heading up the social media team for the event, a role it is my privilege to take on every year, working with Don Taylor and his excellent team to share as much as we can of the content and insight over the two days. Many event organisers are scared of social media – some even still ask attendees to switch their phones off before the start of a session! But the team at Closer Still have to be commended in their openness and willingness to share.


IMG_20150129_144042673_HDRContent wise there were a few highlights for me. I enjoyed the mobile learning session from Geoff Stead of Qualcomm who had a good story to tell complete with interesting examples driven by the interests of the audience. Their internal app store looks like a great resource and they have specifically avoided squishing elearning modules onto a smaller screen and focused more on creating performance support resources which is always good to see. He also showed some of the games they have created to drive employee engagement with the app store. Their spin on Angry Birds increased traffic significantly after its launch – a nice example of some creativity to help make their vision for mobile learning fly (see what I did there?)

The case studies in the mandatory training session might not have sounded sexy at the outset, but these three examples from Channel 4, BT and Getty Images (brilliant to see my ex-colleague Kim George presenting) really demonstrated the common challenges that organisations are up against and how with different techniques, they have managed to make some seriously dry topics engaging. I am going to Storify that session to share the details.

Paul Morgan from O2 (who it turns out is the ex boss of one of my best friends – small world) delivered some no-messing insights on developing an L&D team for the future, in a session spearheaded by Don Taylor. This session really drove the point home that performance consultancy skills are *critical* to L&D but they are often in short supply. Morgan said that in recent times, digital skills such as using Storyline have been in demand but it is the ability to talk to the business and align L&D goals with those of the organisation that are what we need right now.

It was also useful to hear about the new Elearnity 9-Grid reports straight from the horses’ mouth in a session with David Wilson and David Perring. These reports provide an independent analysis of the solutions available across four key areas – Learning Management Systems (LMS), Talent Management, Authoring Tools and Bespoke elearning. For ANYONE who was ‘shopping’ at the exhibition, these reports are a must-read and act like a Which? guide to learning technologies.

Room of Reflection

Nigel Paine interviewed by Kate Graham

Photo credit: Donald H Taylor

One of the aspects of learning we have been conscious of whilst organising the backchannel is that of reflection. The nature of the social media coverage is instantaneous and the event itself acts like a formal learning intervention, which present the challenge that we all go back to work on Monday and carry on as we were. We’ve been keen to create space for exploring some of the conference sessions further – and to also bring more content to those not able to actually be at Olympia. And so with the modern miracle of Google Hangouts, the Room of Reflection was born. I was delighted to interview Nigel Paine about his new book and his earlier session on effective workplace learning. It was a fantastic opportunity to delve into some of the key aspects of his presentation and ask questions from far and wide too. You can see the video here. A massive thanks needs to go to Alex Watson and Barbara Thompson for hosting these sessions and working with the brilliant tech guys at Dreamtek who managed the streaming. Hopefully it will be back next year.

Organised chaos?


Regular readers might be aware that I’m not a massive fan of keynote sessions. I generally prefer the practical insight and advice provided by case study type sessions, but the headliners were both very interesting this year. Both are – I think it’s fair to say – household names with a certain amount of fame attached to them, particularly Professor Robert Winston and his various series on the BBC. But it was Professor Sugata Mitra discussing the learning of the future and his notorious ‘Hole in the wall’ experiment that grabbed my attention. Given the coverage that particular story has had, I expected more dissent on the backchannel, but not so. Most were simply fascinated to hear his experiences first hand. He talked about ‘Self Organised Learning Environments’ which you may or may not agree with, but he believes that this type of eco system ‘exists on the edge of chaos’. This resonated with me in terms of the corporate world’s current love/hate battle with informal learning. Chaos is scary, order is good. That’s what we’re brought up to believe right? So putting the keys to knowledge and learning in the hands of the learners is like letting the lunatics out the asylum and letting go of law and order? I think this point shows the sorts of mental barriers organisations still have to overcome to let go of some what has traditionally been seen as L&D’s turf.


In terms of trends emerging from the event, there was no one central theme as we’ve had in previous years. There was still a sense that L&D is in a period of consolidation and trying to leverage recent trends in the most effective way rather than needing anything ‘new’ to distract them. Neuroscience is a topic that has emerged strongly in the last couple of years and this was emphasised right from the top with Professor Robert Winston’s keynote exploring synapses and neurons pretty closely. Attempts to properly utilise xAPI (or TinCan as it was once better known) dominated a lot of the technical conversations and discussions around an embedded social approach were lively and in abundance. Machine, or intelligent, learning is a trend that has bubbled up in the last 12 months, with more predictive analytics and big data style understanding and recommendations creating a more tailored learning experience. And informal learning continues to pose a challenge to L&D teams that feel they ought to be managing this as a process. David Wilson made the point that we don’t need to be scared of it ‘just because L&D doesn’t have its arms wrapped around it’. New platforms like Fuse and Tessello are popular for supporting a more social approach, whilst LMS’s like Saba have evolved to take on 70:20:10 style learning. But as experts like Paul Matthews and Charles Jennings say, succeeding with informal learning depends a lot on an organisation’s mindset. The technology needs to come later.


IMG_20150129_133444533-SMILEThis year, all the members of the social media team will be sharing their key takeaways from the event. I am looking forward to reading them and then passing on some real gems. All of the team did an amazing job of tweeting throughout the event and there are some really useful summaries and Storifies floating around. For the definitive set of curated resources, check out the awesome David Kelly’s blog. Curation at its finest!

And as ever, it’s the conversations that take place in the corridors, at lunch and over a glass of wine that make this event so special. There are so many fantastic L&D professionals achieving astonishing results and it is just a privilege to hear their stories first hand. Ascot Communications was also thrilled to host an evening get together to support Learn Appeal which is an exciting charity using learning technology to make a real difference to people’s lives.

As for me, I will be reflecting on how we can continue to evolve the backchannel for 2016 and hoping my feet recover in time to don some killer heels for the Learning Awards on Thursday. But if you have any thoughts or comments please do share them here.

Thanks for coming on yet another learning journey with me. Until the next one…


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Learning Technologies 2015 Backchannel #LT15UK

LT logoAhead of this week’s Learning Technologies event, here are the details on how to make the most of the backchannel from near or far. This is being published a little later than usual because Don Taylor and I have been cooking up some new ideas to help share as much of the action as possible. But things will run along the same lines as in previous years to make it as easy as possible to tune into the sessions or speakers you most want to hear from.

Room of reflection
For the first time this year there will be a ‘Room of Reflection’. You might have already joined one of the Google Hangouts that Don has been hosting in the build up to LT. Now at the event itself we are using this model to provide space for reflection (as the name implies!) after some of the conference sessions. We will be bringing speakers in for a live chat that draws on the key points of their session and allows for deeper insight and analysis. This will be streamed online for people following the backchannel and not attending the conference. And conference delegates will also have the chance to be in the room if they’d like to find out more. Each of these sessions will also be covered by the backchannel so do tweet in your questions for the speakers in question, especially if you have followed or attended their main conference session.

20140129_101722Each conference session has an individual hashtag that will be used in addition to the main #LT15UK hashtag. So if you’re following using TweetChat or a similar application, you can search on the specific sessions to keep your focus on a particular topic. Below is a list of these hashtags and which of our tweeters is covering those sessions. Hopefully you can start following them in advance and really hone in on any areas of interest during the event. Note, the keynotes and opening and closing addresses won’t have individual hashtags. For the full conference programme, click here.

Day one: Keynote: A brave new world: how the cloud is revolutionising our learning, Professor Sugata Mitra

The world renowned, TED prize winning speaker – thanks to his Hole In The Wall project which you can find out more about here – will unsurprisingly be focusing on education, but should provide some fascinating insights on how the next generation is learning and the role technology will play in teaching. There are a few detractors out there so the reaction to what he has to say could be interesting!

Day one: 11.10 – 12.20

  • #T1S1 – Future learning: how our learning landscape is all set to change, Gerd Leonhard (Covered by Nic Laycock and Marco Faccini)
  • #T2S1 – Creating high impact blended learning, Clive Shepherd, Sarah Lindsell, Brid Nunn (Covered by Sam Taylor)
  • #T3S1 – Learning strategy, Nigel Paine and Gary Bellamy (Covered by Joan Keevil)
  • <#T4S1 – Creativity and learning, Tony Buzan (Covered by Susie Finch and Julie Drybrough)
  • #T5S1 21st century enterprise learning, David Wilson and David Perring (Covered by Kate Graham)
  • #RRS1 – The first of the new Google Hangout sessions – The future of learning is the future of work, Martin Couzins (Covered by Barbara Thompson)

Day one: 13.50 – 15.00

  • #T1S2 – Does instructional design have a future? Patti Shank (Covered by Sam Taylor)
  • #T2S2 – Making a success of enterprise-wide learning, Jane Daly, Velda Barnes, Jason Simeon (Covered by Susie Finch)
  • #T3S2 – Storytelling and video, Mark Davies and Gemma Critchley (Covered by Barbara Thompson)
  • #T4S2 – Successful working and learning across countries and cultures, Fons Trompenaars (Covered by Nic Laycock and Joan Keevill)
  • #T5S2 – Transforming learning, Andrew Jacobs and Garry Hearn (Covered by Julie Drybrough)
  • #RRS2 – The challenge of effective workplace learning, Nigel Paine (Covered by Ollie Gardner)

Day one: 15.30 – 16.40

Day two: Keynote: The expanding mind, Professor Robert Winston
As a justly famous expert for his work in medicine and numerous television programmes on the BBC, Professor Winston will be talking about the human mind and exploring the hot topic of neuro science. It promises to be a fascinating and thought provoking session.

Day two: 11.30 – 12.30

Day two: 13.50 – 15.00

Day two: 15.30 – 16.40

Meet the team
I am delighted to be joined by a fantastic team of L&D folk who will all bring their unique insights and perspectives to the backchannel. Here are all the Twitter handles of the team covering the sessions:

Me – @kategraham23
Barbara Thompson – @CaribThompson
Nic Laycock – @alc47
Alex Watson – @s0ngb1rd
Joan Keevill – @designs_joank
Susie Finch – @susiefinch
Ollie Gardner – @olliegardener
Sam Taylor – @samt_el
Marco Faccini – @marcoable
Julie Drybrough – @fuchsia_blue
Martin Belton – @martinb66

Also the official event feeds:

Learning Technologies official feed – @LT15UK
Learning and Skills official feed – @LAS15UK

I hope you’ll join in this coming week, whether it’s just reading the Twitter stream or joining in with the tweets or adding further thoughts and reflection through your own blog posts, I’m looking forward to a week of sharing and connecting. Tweet me @kategraham23 or drop me a comment below if you have any suggestions for how we can make this the best Learning Technologies yet.


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