My review of #LearningLive 2013 Day 1

Posted on Sep 11, 2013

As mentioned in a previous blog post, I’m participating in Learning Live 2013. Whilst I was directly involved as a speaker on Day 2, I also attended as a participant throughout the 2 day event.

Here are my key takeaways from Day 1

Moving from L&D to Performance Consulting

Presented by Nigel Harrison

Nigel will share his experience of what is need to successfully adopt Performance Consulting in your organisation.
Nigel looks at the inherent pay-offs in our organisations for doing things the way we always have and the power of the “conspiracy of convenience”.
After a brief re-cap on “What is the performance consulting approach?” Nigel will give two examples of:
doing it the old way
doing it the new way
He will share a blue print for turning some of your learning professional into performance consultants:
A common consulting process
The skills they will need to develop
The organisational obstacles the will encounter
Finally he will investigate how to build the influence and credibility of your team and countering internal power and manipulation. Nigel will also share extracts from his new book “How to deal with power and influence by Performance Consulting”.

My key content take-away

Don’t take orders. The ‘order’ is a clue that there is an underlying ‘need’ – ask questions to identify that need.

Step 1 – The contract (repeat back EXACTLY what they say to you)
Step 2 – Who is involved?
Step 3 – What are they doing now?
Step 4 – What do you want them to do?
Step 5 – What is the value of the gap? (Talk in facts, figures, data, KPIs etc about what the ‘gap’ is ‘costing’ them / the business)
Step 6 – ID causes and potential solutions. (A single solution rarely, if ever works)
Step 7 – Action plan

Draw a picture/diagram whilst talking with the client, help them/you to see what the problem is / isn’t.

Storytelling – Unlocking potential, listening to voices that matter

Presented by Fiona Quigley & Dr Maureen Murphy

This session will draw on a number of recent case studies of how we created digital stories that capture healthcare experiences, oral histories and workplace insights. We will look at what makes a good story, the impact stories can have and address some of the barriers we had to overcome – including people’s reluctance to tell stories and the technical process of gathering, recording and editing the stories.
The components of a good story
Different ways in which you can capture stories
How to build strategies to address barriers to designing and capturing stories
How to integrate stories in different parts of your organisation for workplace performance improvement.

My key content take-away

Stories exist all around us everyday. We may not often recognise that they are.

Storytelling is being done very well at the moment by marketing. As I’ve said before L&D can learnt a lot from marketing, perhaps storytelling is something else that we can learn from them.

Build trust with the storyteller by not tampering with their story.

Are you telling a story or a narrative?

‘Story arcs’ allow you to knit ‘stand alone’ stories into an overall story.

Very few people can tell an effective story ‘first time’. Consider providing structured questions to the person telling the story.


Did you participate?

What did you take away from the day / each session?



  1. Good that you’re still on the map enough to get to talk. Put effort into keeping that the case. My hard won advice 🙂

  2. Thank you Karyn. I secured the speaking slot whilst I was still in employment, I wonder if I’d have been as successful if I had been out of work? I hope ‘time won’t tell’!

  3. I hope not, too. I hope things look up for you, soon, Craig. But, truth be told, it takes a brave organisation to hire us outspoken ones.


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