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From Learning Science to Business Impact: How L&D Must Change with Nick Shackleton-Jones

From Learning Science to Business Impact: How L&D Must Change with Nick Shackleton-Jones

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 Nick Shackleton-Jones' Background and Entry into L&DStarted as a psychology lecturer with a deep interest in learning theory.Moved into corporate learning through roles at Siemens, BBC, BP, Deloitte, and PA Consulting.Developed groundbreaking approaches such as the Courses to Resources shift and the Affective Context Model.Published How People Learn and has since led consulting projects transforming corporate L&D strategies.Why Traditional Workplace Learning is BrokenOrganizations spend millions on LMS platforms, courses, and training—but employees still rely on Google, peers, and self-discovery.Traditional training methods fail because they focus on content delivery rather than real performance outcomes.The overload of e-learning courses often creates passive learning experiences that lack engagement or relevance.The Role of Emotion in Learning: The Affective Context ModelLearning is not about information retention—it is about emotional engagement.The Affective Context Model explains that emotion drives memory formation—if there’s no emotional reaction, the content is forgotten.Real learning happens through experiences, challenges, and meaningful interactions—not through passive consumption of content.Courses to Resources: Rethinking Corporate TrainingInstead of pushing courses, organizations should create resources that employees can access at the point of need.Example: A one-page checklist often outperforms a two-week training course because it’s immediately useful.Many organizations make the mistake of creating "resources" that are just repackaged courses, which don’t solve real problems.Performance support tools (like job aids, chatbots, and interactive guides) are often more effective than formal training programs.The 5Di Model: A Modern Learning Design ApproachTraditional instructional design models like ADDIE are outdated and ineffective.5Di (Define, Discover, Design, Develop, Deploy, Iterate) follows a human-centered design approach:Define business goals and expected behavior changes.Discover learner needs and real-world challenges.Design solutions that either build experience or provide performance support.Develop, Deploy, and Iterate based on feedback and performance impact.Companies that follow 5Di can prove ROI instead of just measuring course completion rates.How to Measure Learning Impact & ROI EffectivelyL&D teams often struggle to show impact because they focus on the wrong metrics (e.g., course completion rates).ROI is not difficult to measure—it’s about tracking the real behavior changes defined at the beginning of the program.Examples of measurable learning outcomes:Increase in sales conversions after a sales training program.Reduction in safety incidents after a compliance program.Faster time-to-productivity for new hires in an onboarding program.Without a clear business outcome, a training initiative is just content delivery, not learning.AI in L&D: Where It’s Headed (and Why Most AI Tools Miss the Mark)Most AI applications in learning today are focused on content generation, but that’s not the real problem L&D needs to solve.AI should be used for:Performance support (e.g., AI-powered assistants that provide instant answers).Simulated learning experiences (e.g., AI-based coaching for negotiation or leadership skills).The biggest mistake L&D teams make is dumping content into AI systems instead of designing AI-driven learning experiences.If We Had to Build L&D From Scratch: Nick’s Ideal L&D StrategyL&D should be structured like a high-performance engine, consisting of:Performance Support Team – Builds resources that employees pull when needed.Experience Design Team – Creates immersive learning experiences for skills that require practice.Business Consultants – Engage with leadership to define real business goals.Impact Measurement Team – Tracks behavioral change and ROI metrics.AI and automation should support this structure, not replace human-centered learning.Final ThoughtsL&D must move beyond "training programs" and focus on real-world learning solutions.Emotion and relevance are the key drivers of learning—not just information delivery.Companies that embrace performance support, experience-driven learning, and measurable outcomes will create real business impact.Nick Shackleton-Jones’ Books & ResourcesHow People Learn - https://bit.ly/4hpircj5Di Learning Design Toolkit - https://bit.ly/4hn2JOS Subscribe to The Digital Adoption Show:Spotify: https://spoti.fi/3W7uoulApple: https://apple.co/4cD0EwoWebsite: https://bit.ly/3XWXtew
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