LT24 Conference Programme

This year’s Women in Learning lunchtime session will inspire, exasperate, and ENERGIZE you! Stats on ...

In a time of increasing impact of climate change, many organisations worldwide are taking steps to reduce their carbon footprint and operate more sustainably. This requires substantial organisation-wide change. If only there was a team available who were skilled in the combined arts of engagement, learning and behaviour change who could help…

Every day we hear of advances in AI, with new systems taking on activities that, until recently, we ...

In a changing world, the importance of learning becomes increasingly pivotal. This provocative but e ...

It’s always the best-attended session at the Learning Technologies Conference. It sets the scene for the technology side of the event by not just discussing what’s happening in the marketplace and exploring what’s trending, but also by examining the implications of all this for L&D as a profession.

It’s difficult not to see AI being a huge disruptor in corporate learning for the foreseeable future. In a similar way that elearning impacted classroom training over the past 25 years – AI in corporate learning is going to bring significant change for us all – as learners, as L&D professionals and organisations.

In an era where digital transformation is paramount, how do we ensure our workforce keeps pace? This session tackles a pressing issue in Learning and Development (L&D) – technologies that support performance, enhance just-in-time learning and provide practice for further skills development.

Everyone’s talking about it but no many people are actually doing it. Welcome to the world of AI. But with weekly and sometimes daily changes in what AI makes possible, it’s vital to keep up. Join us for an update on what AI makes possible, what it doesn’t, and the next steps you could take to keep yourself ahead of this transformational technology.

It’s no longer the stuff of technological dreaming. Virtual Reality (VR) is here today and being put to good use in learning and development. In this session, we explore the strengths and practicalities behind implementing VR to support learning for a range of applications. And, as always, it’s never just about the technology. Good communication is an essential part of any implementation.

A learning culture is difficult to define, but when you’ve got it, you know it. This session is all about obtaining that elusive goal where learning is part of an organisation’s daily life. The key, of course, is the people, and ensuring they feel fine not just about learning formally, but about learning from each other.

In a world increasingly guided by data, and technology, it’s still people that make things happen. Join this session to learn how to turn raw data into exciting, compelling narratives that inspire people to take action. People need stories to grasp the real impact of data – learn how to tell those stories in a way they will never forget.

We know learning is more effective when personalised but how do you manage that at scale? With technology. If there is one area where AI, machine learning and the better use of data can help us improve L&D, it’s in the field of learning personalisation. Join this session to hear how this is being pursued, along with an honest assessment of some of the issues uncovered on the way.

Every learning systems implementation stands or falls on the reactions of the people it affects. That reaction will be influenced by many factors, but the most important long-term influences are whether the system helps people do their jobs better, and whether it is trusted. Join this session to learn how to build for the business and establish trust in L&D along the way.

Looking to navigate the complexities of large-scale learning technology implementation? Here we address how challenges multiply when you’re working across differing cultural and business landscapes as well as sprawling IT infrastructures. The start at localization and go well beyond it. Join us for tips on making your multi-national implementation fly.

Organisational L&D needs to go beyond providing individual learning at scale. This session explores what it means when you take that seriously and do it at scale. It emphasises the importance of a collaborative approach to learning and covers strategies for fostering a culture that is open to innovation and learning from mistakes. It’s the way of future L&D – are you curious, agile and brave enough to make the change?

The world has changed, and L&D has to change, too. The L&D department no longer only provides a schedule of training. Its role is wider, including not just training delivery, but understanding the needs of the business, getting buy-in for new investment in systems, and shifting the culture and perception of learning in the workplace. If L&D wants to avoid the trap of only delivering training to order, it has to change, and that change starts here.

Skills have been called the ‘new oil for business’ – the essential part of an organisation that keeps it successful in the modern era. But we’ve been here before, in the 1990s and 2000s, when competencies were all the rage. What’s different today? Does AI and Software as a Service make it possible to get a handle on skills today, or is it just the new snake oil?

In L&D, we often find ourselves reinventing the wheel, rediscovering lessons already learned by others. To meet today’s rapidly changing business needs, we must move beyond swirling hype cycles, and reimagine L&D to be a modern, adaptable, and nimble practice connecting the changing landscape of business to a highly productive and satisfied workforce. Come hear from, and talk with, a seasoned learning leader with experience across technology, transportation, and retail as he shares lessons learned on how to build a flexible L&D playbook that delivers both a transformative approach to the practice while enabling a strategy of continuous learning.

Strategic learning leadership today means taking a radically new approach to what was once the Training Department. With skills now a crucial part of the corporate agenda, L&D now needs a new operational model and new outputs. The L&D of the future will be focused more on data and integration with the business, and will be less concerned with creating content and more with sharing knowledge. It’s a different future.

Today’s speed of change demands excellent change management. This is particularly true for L&D. Our role has moved beyond providing content to understanding the business context, providing solutions to performance problems, and taking people on a journey that requires them to change their behaviours - sometimes fundamentally. It’s a big challenge.

While technology remains endlessly fascinating, humanity’s greatest invention is language, and conversation remains key to much of the learning that takes place at work. This session examines how meaningful dialogue is essential for effective learning and development in organizations. Whether the interaction is virtual or face-to-face, this session explores how to ensure it is successful.

In this session, we look at how people relate to each other in an organisation, at how those relationships can be mapped, and at the many uses L&D can make of such an organisational map. It can help with reducing organisational silos, with reducing resistance to technology roll outs, and to improving team work. Organisational network analysis has been overlooked for too long as a powerful tool for L&D, and it’s time for that to change.

Instructional design isn’t an abstract discipline, but it’s too often treated as such. This session deals with what happens when ID bumps up against the real world. From dealing with stakeholder expectations to overcoming budgetary and regulatory constraints – how do you accommodate the reality of the work place and still create great learning experiences?

Today, more than ever, L&D practitioners need to demonstrate their importance to the organisation. A tighter economy and technology change demand it. It is crucial to show the value of learning to a range of stakeholders, including leaders, managers and learners. This means showing a direct link to tackling business issues and supporting success. It’s not impossible, but it does mean moving beyond traditional, activity-based measures of success.

We don’t only learn from content. In fact, it’s likely that most of our learning comes from our daily conversations and collaborations at work. Not all social interactions, however, are equally powerful for learning. This session is about being intentional in setting up collaborations that foster great learning without the need for L&D to produce content, be a bottleneck or even to be present.

We know AI is about a lot more than ChatGPT, and using it well requires real AI literacy, not just superficial prompting skills. This session is key for those looking to deepen their understanding of AI's role in L&D, covering data fluency, critical thinking for AI outputs, and ethical considerations. This session aims to empower attendees to use AI responsibly and effectively in workplace learning.

In an era where technology reshapes our approach to work and learning, this session casts a spotlight on self-driven learning. It underscores the vital role of Learning & Development in fostering an environment where self-initiative and collaboration blend seamlessly. The aim: to support self-driven learners and a culture of learning which does not require L&D’s intervention.

It’s essential in most large organisations but is usually seen as a chore that nobody wants to be involved with – from employees to managers to the L&D department. Compliance doesn’t have to be that way, however. In this session we explore organisations that have taken different approaches to mandatory training to make it more targeted, less time consuming and easier to administer.

It’s one of the biggest issues in L&D – showing the impact of what we do. Part of the answer is the right approach to understanding value and speaking the language of business. But another, deeper, part is fundamental – our ways of working. How do we collaborate with the business, how do we perceive it, and – crucially – how does the business perceive L&D? Join Laura Overton to understand how shifting mindsets is the start of the value journey.

Work can be a whirlwind. You’re constantly moving from one thing to the next. And that’s particularly true in L&D, where there never seems to be a chance to stop, breathe and reflect on what’s happening , and plan your next steps. This session gives you that chance – and a particular approach (connect, reflect, build) that you can use today, and carry with into your work to allow you, and others, to build intention into your work and career.

Understanding data and analytics is now a crucial skill for the modern L&D professional. For those seeking to integrate data-supported insights into their learning initiatives it will examine overcoming biases in data interpretation, utilising effective assessment tools, and showing the real-world impact of learning on behaviour.

Since the start of the current phase of the war in Ukraine just over 2 years ago, the education system in Ukraine has been under attack. Having already endured 2 years of COVID, Schools and Universities have been shelled and critical infrastructure damaged, preventing effective distance learning. In these circumstances, how does education and learning look? And what can be done about it?