In this episode, I speak with Erick Prospero, CEO, also known as “Chief Ninja”, at Ninja Tropic eLearning, a learning experience design company focused on external education and monetized learning products. Erick brings a deeply practical view shaped by over a decade of building certification and education programs for associations and organizations. His point is simple, but important. Learners are not employees to be pushed through compliance. They are customers who have to be earned.

We talk about what it means to treat learning as a product, why good content still fails without a product mindset, and how associations can use tools like the fake door test to validate real demand before building. Erick's phrase stays with me: content is a catalog, but a program solves a problem.

Some curious takeaways:

• Treat learners as customers, not employees to be pushed through content
• Validate demand with a fake door test before building the full course
• Bundle courses with community and network access, not just standalone content

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(00:30) Turning training from a cost center into a product

(02:25) Why learning products fail behind the scenes

(06:18) The shift from vitamins to Vicodin thinking

(08:46) Why good content alone does not guarantee success

(10:20) A tax association example of product thinking

(13:07) How to start monetizing expertise through education

(16:39) Building feedback loops after a course launches

(18:14) Selling access to networks, not just courses

(23:43) The Medical Learning Institute and meeting learners on social media

(26:05) Warning signs a learning platform is not gaining traction

(31:21) The fake door test for validating demand

(39:31) Advising an association on new learning technology

(42:48) Building requirements and running a vendor tender

(45:08) Extreme ownership and the future of associations

Connect with the guest:

Erick Prospero on LinkedIn: https://www.linkedin.com/in/erickprosperotorres/ 

Explore Ninja Tropic eLearning: https://www.ninjatropic.com/ 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

L&D has spent years being asked to build training. That expectation is changing. As AI reshapes the way organisations work, learning teams have a chance to become trusted advisers who solve business problems before they become learning requests.

In this special panel episode, I’m joined by Sam Marney, People Development Lead at People’s Partnership, Tiffany Bayliss, Founder and Lead Learning Designer at Lawyerly, and Chantelle Hodson, Lead Learning Consultant at Bloom Creative Learning. Together, we consider how AI is changing expectations of L&D, why understanding the business matters more than creating more content, and what separates teams that create real impact from those that simply respond to requests.

One theme kept coming back throughout the conversation. The future belongs to learning teams that stay close to people, stay curious, and never lose sight of the problem they’re trying to solve.

Some curious takeaways:

• Why AI should help L&D solve business problems rather than produce more content
• What it takes for learning teams to move from order takers to trusted strategic partners
• How managers, relationships and business understanding shape whether learning has an impact
• Why curiosity, confidence and human judgement will matter as L&D continues to change

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner
(01:21) Why Join 30 under 30?
(03:50) Imposter syndrome and standout cohort moments
(06:27) Confidence and the power of community
(08:26) Advice for future cohort applicants
(10:39) AI giving L&D a stronger strategic voice
(16:55) Are we actually closing skills gaps?
(19:32) How AI is reshaping expectations of L&D teams
(20:16) Quality over quantity: why faster isn't always better learning
(26:24) The overlooked role of managers in learning success
(38:00) What distinguishes truly impactful L&D teams
(40:38) Final reflections on the future of L&D

Connect with the guests:

Sam Marney on LinkedIn: https://www.linkedin.com/in/sam-marney/
Explore People's Partnership: https://peoplespartnership.co.uk/ 

Tiffany Bayliss on LinkedIn: https://www.linkedin.com/in/tiffany-bayliss/ 

Explore Lawyerly Learning: https://www.lawyerly.es/ 

Chantelle Hodson on LinkedIn: https://www.linkedin.com/in/chantelle-hodson-861b6b142/ 

Explore Bloom Creative Learning: https://bloomcreativelearning.com/ 

Zac Brown on LinkedIn: https://www.linkedin.com/in/zacbr/ 

Explore HSBC: https://www.hsbc.com/ 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

In this episode, I speak with Erica Farmer, CEO of Quantum Rise and author of AI for People Professionals. Erica brings a deeply practical view of AI adoption, shaped by years in L&D and people transformation. Her point is simple, but important. HR and L&D do not need to become technologists. They need to become clearer.

We talk about what it means to build a deliberate relationship with AI, why “people teams” should stop chasing shiny tools, and how AI can help us spend more time on trust, judgement, behaviour change, and real business problems. Erica’s phrase stays with me: AI drafts, human crafts.

Some curious takeaways:

• Start with the workforce problem before choosing the AI tool
• Build governance that includes HR, L&D, legal, data, operations, and the people affected by AI
• Use AI as a thought partner, not just a faster way to rewrite emails

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(00:36) Why AI should start with the human relationship

(01:39) Writing about AI without chasing expiry dates

(04:20) Why HR does not need to become technical

(05:56) Start with the problem, not the shiny tool

(08:20) What human and AI collaboration really asks of us

(13:10) Building trust through better AI governance

(18:49) Using AI to prove learning transfer and ROI

(20:11) Prompting as a strategic thinking skill

(24:21) How L&D becomes a capability architect

(28:35) Why L&D needs to fall in love with problems

(31:45) A practical guide for moving from as-is to should-be

(33:49) Automating admin to make more room for people

(38:42) Why AI is reshaping HR roles, not just replacing them

(41:20) Staying relevant through learning agility

Connect with the guest:

Erica Farmer on LinkedIn: https://www.linkedin.com/in/ericafarmer/ 

Explore Quantum Rise Talent Group Ltd: https://quantumrise.co.uk/ 

Explore EricaFarmer.AI Ltd (Erica’s professional speaking consultancy) www.Ericafarmer.ai
Explore Erica’s book, AI For People Professionals: https://www.koganpage.com/hr-learning-development/ai-for-people-professionals-9781398625990 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

In this episode, I speak with Jerry Pharr, Founder and CEO of Sales Excellence Advisors, about how enablement is evolving as AI becomes part of everyday work. Jerry has worked across enterprise sales, enablement, RevOps, and AI orchestration, which gives him a clear view of where teams often get stuck.

He makes the case that managers are the real lever for change. Training can introduce a new behaviour, but regular coaching is what helps it stick. AI can support that process by surfacing patterns and showing where someone may need help.

We also look at how enablement teams can start building their own AI workflows without overwhelming users or losing trust. Jerry’s advice is simple: test quickly, learn from real feedback, and improve before scaling.

Some curious takeaways:

• Measure whether AI is changing how people work, not how often they log in or open a tool
• Give managers simple behavioural data they can use in regular coaching conversations
• Test new AI workflows with curious users who understand the role and will give honest feedback

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner
(01:23) The career path from sales to AI orchestration
(03:00) Why enablement should focus on behaviour
(05:17) Measuring what changes after the training
(09:36) The moment AI became impossible to ignore
(11:16) Why managers make new behaviours stick
(17:12) Measure AI application, not tool adoption
(19:53) Reading performance data from right to left
(22:17) The five-minute coaching habit that drives change
(24:22) How peer coaching creates psychological safety
(32:02) Why enablement teams should start building AI agents
(36:28) Testing AI quickly without losing user trust

Connect with the guest:

Jerry Pharr on LinkedIn: https://www.linkedin.com/in/jerrypharr/ 

Explore Sales Excellence Advisors: https://salesexcellence.xyz/ 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

That line from Becky Willis, Founder and Chief Learning Officer at Tractus Learning, captures the discipline at the heart of this conversation: influence in L&D is earned, not requested. As the author of 7 Steps to Better Learning Engagement, and former Learning Strategy Leader at Hewlett Packard Enterprise, Becky has spent her career helping organisations, including clients such as HP and Dell, prove that learning only matters when it’s tied to business results.

This conversation centres on what Becky calls strategic engagement: the idea that learning succeeds only when it solves real business problems and shows up in real business data. She makes the case that L&D teams asking for a seat at the table are asking the wrong question entirely. The table doesn’t exist until you’ve earned it by delivering measurable outcomes stakeholders actually care about. She challenges learning leaders to stop starting with courses and instead begin with data, executive sponsors, and the priorities keeping business leaders up at night.

Her perspective is both candid and practical. L&D shouldn’t lead with a training request. It should lead with a diagnosis. It should build champions across the business, communicate its value like any successful brand, and resist the temptation to bolt AI onto broken systems and call it transformation. As Becky puts it, a dinosaur with wheels is still a dinosaur.

Some curious takeaways:

• A seat at the table is earned, never simply requested
• Sponsors matter more than the systems you try to build
• Solve real business problems before you reach for training

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(01:08) Why engagement is strategic, not just classroom training

(02:14) Becky's path from business roles at HP into L&D

(03:37) What "working" really means for learning and talent

(04:39) The onboarding turnaround at a manufacturing plant

(05:23) The 40% improvement in retention, time, and safety

(07:12) Finding a sponsor who believes in learning

(11:44) What's changed: AI and the crisis in L&D value

(15:43) Why "a seat at the table" is the wrong ask

(19:09) The dinosaur on wheels problem with AI and LMS

(22:31) What actually makes someone a true champion

(28:53) Where most L&D teams sit on the maturity model

(36:17) The HPE case study: growing engagement to over 50%

Connect with the guest:

Becky Willis on LinkedIn: https://www.linkedin.com/in/beckywillis/
Explore Tractus Learning: https://tractuslearning.com/
Explore Becky’s book, 7 Steps to Better Learning Engagement: https://www.amazon.com/Steps-Better-Learning-Engagement-Business-ebook/dp/B0GHDTRPFZ 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

In this episode, I speak with Shellie Grieve, Director of Learning Innovation & Emerging Technology at ServiceNow. Shellie is helping shape an AI-native L&D strategy inside a complex ecosystem of employees, customers, partners, and product teams, which gives her a very practical view of what this shift really asks of learning leaders.

Her point is clear. AI will not simply make old learning models faster. It is forcing L&D to rethink how capability is built, how skills are validated, and how learning shows up in the moments where people actually need it. The future is less about sending people to training and more about recognising what they can do.

Some curious takeaways:

• Build AI strategy around business impact, not shiny tools
• Treat skills as evidence gathered through work, not a one-time assessment
• Design learning that appears in the flow of work, where people already are

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(01:20) Why innovation now sits inside L&D

(03:04) The tension between quick wins and reinvention

(06:06) What AI-native learning strategy actually means

(09:21) How ServiceNow is becoming customer zero for AI

(11:05) Building strategy from research and business reality

(16:06) Why skills need evidence from the work itself

(22:41) Balancing AI speed with governance and trust

(28:54) Why scaling AI is harder than experimenting

(32:35) How L&D roles need to evolve

(36:58) What smaller teams can do without legacy systems

(44:34) Why learning may stop being a destination

Connect with the guest:

Shellie Grieve on LinkedIn: https://www.linkedin.com/in/shellie-grieve/ 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

That line from Nigel Paine captures exactly what's at stake for every leader still treating learning as optional. As a globally recognised learning strategist, author, and former Head of Training and Development at the BBC, Nigel has spent decades advising organisations on why knowledge sharing, connection, and culture are not soft ideas, they are survival strategies.

This conversation centres on what Nigel calls the connected organisation. He makes the case that when a star performer leaves and takes their knowledge with them, it is not just inconvenient, it is a catastrophe that was entirely preventable. He challenges L&D professionals to stop reacting to training requests and start operating like architects: designing systems that capture tacit knowledge, build genuine connection across teams, and create the conditions where learning can travel fast enough to keep pace with change.

His view is both urgent and practical. L&D should not be delivering courses on demand or solutioning before understanding the problem. It should be earning a seat at the executive table by asking better questions, doing real fieldwork, and building the kind of organisational brain that makes the whole stronger than the sum of its parts.

Some curious takeaways:

• Star performers leave, but the knowledge loss was always preventable
• Culture matters more than the spaces you build for connection
• Understand the problem before you reach for a solution

Episode highlights:
(00:00) Welcome to Harald’s Curious Corner
(01:12) Why knowledge loss is the real cost when star performers leave
(02:58) The connected organisation and how knowledge should flow
(03:18) L&D as architects of learning and knowledge systems
(08:28) How to build quality connections, not just more meetings
(14:42) Culture vs infrastructure: what actually enables learning
(16:31) Defining culture as the way we do things around here
(17:56) Why L&D goes wrong by assuming they know the problem
(22:52) Purpose and vision as the antidote to solutioning
(24:14) Why buying tech before understanding the problem fails
(29:55) Building the organisational brain and winning exec buy-in
(32:55) What good fieldwork looks like for executives and CHROs
(34:51) Make mistakes, keep learning, and stay ahead of change

Connect with the guest:
Nigel Paine on LinkedIn: https://www.linkedin.com/in/nigelpaine/ 
Explore Nigel Paine’s website: https://www.nigelpaine.com/ 

Follow me on the following sites:
Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 
Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

That line from Katja Schipperheijn cuts to the heart of what's broken in how most organizations think about learning. As a globally recognised learning strategist, and Co-Founder at The Learning Mindset Organization, Katja has spent years advising C-level leaders on why capability building requires more than technology, content, or another AI project.

This conversation centers on the ideas behind The Learning Mindset and the new 2026 edition of Learning Ecosystems. Katja shares why The Learning Mindset is rooted in the deeply human side of learning, from imposter syndrome and anxiety to neuroscience, labels, and the need to help people feel capable again. She also explains how Learning Ecosystems has evolved into a more global, holistic view of cognitive learning architecture, where culture, technology, data, and human behavior all shape whether learning can truly take root.

Her view is both human and strategic. Learning should not be something people are forced into or measured through outdated frameworks. It should be designed like a garden, built with care, rooted in trust, and eventually strong enough to grow on its own.

Some curious takeaways:

• Lead with imagination and consilience, not just technical skills
• You cannot mandate learning, behaviour change needs a different approach
• Trust and a lack of human wisdom pose a greater obstacle to the adoption of AI than the technology itself
• AI amplifies imposter syndrome and undermines psychological safety. 

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(01:09) Why human skills matter more than tech skills

(02:12) From learning ecosystems to a learning mindset

(07:41) Why organisations approach AI with the wrong mindset

(13:33) Trust and imposter syndrome blocking AI progress

(18:09) AI regulation and the EU Act divide

(21:49) Why imagination and consilience are the future competencies

(17:14) Debunking neuroscience myths in learning

(23:33) Lean learning and why social learning is being wasted

(27:21) Breaking down silos for holistic capability building

(33:52) Measuring performance beyond Kirkpatrick

(37:22) Buy, build, borrow, bot approach to capability

(40:08) Ethical risks of AI and losing practical wisdom

(41:53) Why corporate structures block interdisciplinary learning

(43:25) The Learning Mindset and Learning Ecosystems

Connect with the guest:

Katja Schipperheijn on LinkedIn: https://www.linkedin.com/in/katjaschipperheijn/
Explore Katja’s website: https://katjaschipperheijn.com/ 

Explore The Learning Mindset Organization: https://thelearningmindset.org/
Explore Katja’s book Learning Ecosystems, 2026 Edition: https://www.koganpage.com/hr-learning-development/learning-ecosystems-9781398629899
Explore Katja’s book The Learning Mindset: https://www.amazon.com/Learning-Mindset-Combining-Competencies-Technology/dp/1398617342 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

That line from Rochana Golani captures the shift happening inside Databricks. As VP of Learning and Enablement, Rochana is helping one of the world’s fastest-growing technology companies rethink what learning becomes when the business is moving quickly and the product is constantly evolving.

This conversation is about what happens when enablement stops being treated as a content function and starts becoming a way to build real capability. Rochana shares how Databricks connects learning to business outcomes, why data should sit at the centre of any enablement strategy, and how AI is changing what personalised learning can look like in the flow of work.

Her view is practical and ambitious. Learning should become so embedded in the work that people no longer have to stop and think, “I need to go learn something.” It should show up at the moment it matters.

Some curious takeaways:

• Start with the business problem before building any learning experience
• Use data to understand where capability is missing and where enablement can create impact
• Shift from content delivery to context-driven support that helps people perform in the moment

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(01:33) Moving from training to capability building

(04:25) Proving learning impact through data

(07:16) Building an academy around real business needs

(09:57) Why enablement should start with data

(16:21) How AI changes the scale of learning

(27:038) Making personalised coaching part of the work

(31:51) Translating skills for customers and partners

(38:01) Measuring the return on capability building

(42:49) What effortless learning could look like

Connect with the guest:

Rochana Golani on LinkedIn: https://www.linkedin.com/in/rochana/ 

Explore Databricks: https://www.databricks.com/ 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

In this episode, I sit down with our L&D Shakers panel, Andy Sontag, Milica Sapic, Debora Gallo, and Lori Niles-Hofmann, for an honest conversation about what's really happening in learning and development today. From the fear of being replaced by AI tools to rethinking L&D's role from course builders to experienced architects, we explore how leading practitioners are staying relevant, proving business value, and navigating the fastest-changing moment our profession has ever seen.

We dig into how L&D teams are closing skills gaps with more precision, what it actually means to design learning as a process rather than an event, and how communities like L&D Shakers are helping practitioners sense-check, connect, and stay sane, before turning to a frank discussion about AI expectations, organizational transformation, and why the backend of learning technology is more important than ever.

If you're working in L&D right now, this conversation will challenge you to move beyond delivering training and start architecting experiences that drive real human and business outcomes.

Some curious takeaways:

• Why treating learning as an event, not a process, is killing your impact
• How L&D teams are moving from course builders to experience architects
• Why human connection is still the one thing AI cannot replicate

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(01:10) Meet the panelists

(03:15) What's keeping L&D up at night right now

(07:30) How communities like L&D Shakers keep us sane

(08:30) What's actually exciting in L&D today

(11:20) The role of the learning architect in the AI era

(11:55) Are we really closing skills gaps or just running programs?

(19:45) How AI has shifted expectations of L&D teams

(22:25) Rethinking L&D from the ground Up

(24:45) What stakeholders need to understand about L&D's value

(28:10) The role of managers in learning transfer

(41:00) One skill every L&D leader needs in the AI era

Connect with the guest:

Andy Sontag on LinkedIn: https://www.linkedin.com/in/andysontag/
Milica Sapic on LinkedIn: https://www.linkedin.com/in/milicasapic/
Debora Galloon LinkedIn: https://www.linkedin.com/in/deboragallo/
Lori-Niles-Horman on LinkedIn: https://www.linkedin.com/in/lorinileshofmann/ 

Explore 8Levers: https://www.8levers.com/ 

Explore Mews: https://www.mews.com/en
Explore Kaospilot: https://www.kaospilot.dk/ 

Explore Publicis Sapient: https://www.publicissapient.com/
Explore Docebo: https://www.docebo.com/ 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

Gabriela Gomez and Enrique Ortega Suarez did not arrive at their approach through theory. They arrived through practice. As HRD and Head of HR Business Partner at Provident México, they have been rethinking what genuine AI adoption looks like from inside the organization. For Gabriela, it means building readiness through awareness, experimentation, and employee-shaped feedback before writing a single rule. For Enrique, it means challenging every training request with a harder question: is this a capability problem, a business problem, or a leadership problem. Their shared conviction is simple. Curiosity only turns into capability when people are given the space and the trust to explore.

In this episode, I speak with Gabriela and Enrique about what it actually takes to make AI feel learnable rather than intimidating. They share how their team moved from top-down mandates to employee-shaped boundaries, why defaulting to training often means solving the wrong problem entirely, and what it looks like when HR stops operating as a delivery function and starts earning a seat at the table as an enabler partner. For both of them, the distinction is not about which tools you adopt. It is about whether your organization is honest about the problem it is actually trying to solve.

Some curious takeaways:

• Make AI feel learnable before you make it mandatory
• Let employees shape the boundaries through experimentation and feedback
• Diagnose whether it is a capability problem before calling it a training problem

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(00:39) How AI changed the way HR business partners operate

(01:43) Making AI feel learnable rather than intimidating

(03:19) Why training is rarely the real problem

(05:11) Diagnosing root causes before jumping to solutions

(06:57) From program delivery to owning your organization's capabilities

(09:13) Why HR needs to become an enabler partner

Connect with the guest:

Gabriela Gomez on LinkedIn: https://www.linkedin.com/in/gabrielagomeztapia/ 

Enrique Ortega Suarez on LinkedIn: https://www.linkedin.com/in/enrique-ortega-suarez-b72468b/ 

Learn more about Provident México: https://www.provident.com.mx/ 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

Shawn Dinnocenti did not arrive at this perspective through theory. She arrived through data. As a customer education leader at Docebo, she has spent years connecting training outcomes to business results, tying knowledge articles to support ticket volume, and turning enrollment numbers into a reason to celebrate with marketing. Her work is grounded in one belief: if you cannot link learning to what actually matters to the business, you will always be on the outside looking in.

In this episode, I speak with Shawn about what it looks like when customer education earns a seat at the table. She shares how AI is enabling her team to move customers from adopters to advocates at scale, why outcome-tied enablement works better than training mandates, and what separates the teams who will thrive with AI from those who will end up with the modern equivalent of death by PowerPoint. For Shawn, the distinction is not about the tools you use. It is about whether you are clear on the problem you are trying to solve.

Some curious takeaways:

• Link every enablement initiative to the outcomes your customers already care about
• Let AI surface patterns in your data and act on what is actually working for them
• Ask what problem you are solving before deciding if training is even the answer

Episode highlights:
(00:00) Welcome to Harald’s Curious Corner
(00:52) How AI has shifted the way customer education works
(01:45) Taking customers from adopters to advocates at scale
(02:36) The storytelling approach that gets people to actually engage
(03:01) How electronic badges became a customer education game changer
(06:06) Mapping customers with data to drive smarter learning campaigns
(08:39) What separates teams getting AI right from the rest

Connect with the guest:
Shawn Dinnocenti on LinkedIn: https://www.linkedin.com/in/shawn-d-7abb1b188/

Follow me on the following sites:
Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/
Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

Mirza Selimovic’s story does not begin in a classroom or a corporate learning team. It begins with resilience. As a refugee from Bosnia, a first-generation graduate, and someone who wrote his dissertation while his newborn son was in the NICU, Mirza brings a deeply human lens to learning, growth, and leadership.

In this episode, I speak with Mirza about what happens when L&D stops acting like a content function and starts working closer to the business. His view is grounded in adult learning theory, shaped by real operational pressure, and sharpened by the speed of AI. Learning, for Mirza, is not just an art or a science. It is both, and the best teams know how to hold those two ideas together.

Some curious takeaways:

• Design learning around real business problems, not requests for more content
• Use AI to test, build, and learn faster without losing sight of the human need
• Give teams the infrastructure to solve local learning problems with shared guidance

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(00:33) How resilience shaped Mirza’s view of learning

(02:18) Writing a doctorate from the NICU

(04:28) Finding the path from healthcare to L&D

(05:06) Building a corporate university that changed culture

(07:32) Why adult learning theory still matters

(09:47) What AI is forcing L&D to rethink

(11:40) Moving fast without losing business focus

(13:41) Why L&D is becoming an enablement architect

(16:58) What happens when people learn without L&D

Connect with the guest:

Dr. Mirza Selimovic, EdD on LinkedIn: https://www.linkedin.com/in/merzudinselimovic/ 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

Egle Vinauskaite joins me for a conversation that sits at the intersection of AI, performance, and the evolving identity of Learning & Development. Fresh from the keynote stage at Docebo Inspire, she brings both an evidence-based and practical lens to what separates high-performing L&D functions from the rest.

That perspective comes through in everything we discuss. In this episode, we look at why so many L&D teams are still treating AI as a small tweak rather than a wholesale shift in how work gets done. Egle reflects on why performance is a systems problem, not a content problem, why the highest-performing L&D leaders think like business leaders first, and what it means for our field when organisations start rolling out AI strategies without us in the room.

Some curious takeaways:

• AI is changing the work L&D supports, not just the tools L&D uses
• The highest-performing L&D leaders think like business leaders, not learning leaders
• Solving the obvious problem is often solving the wrong one

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(00:47) What genuinely excites Egle about L&D right now

(02:25) How AI tools are enabling deliberate practice

(04:41) Moving from course builder to learning architect

(05:28) What the organization actually expects from L&D

(07:42) The danger of treating AI as just a small tweak

(09:36) L&D as investigative journalist and problem solver

(10:23) The diagnostic mindset and holistic performance

(11:29) What separates high-impact L&D teas in 2-3 years

(14:23) The pharmacist vs doctor approach to L&D

Connect with the guest:

Egle Vinauskaite on LinkedIn: https://www.linkedin.com/in/vinauskaite/ 

Explore Nodes: https://www.nodes.works/ 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

In this wrap-up, I summarize what went down in Docebo Inspire 2026 and discuss what truly stood out during the conference. Time and again, the focus was on how learning and development can go beyond just creating programs to becoming architects of impactful experiences. The conversation constantly returned to the need for L&D to embrace AI and technology not as shiny new tools but as strategic partners that help solve real business problems. The most successful L&D teams are those that stay grounded in the needs of the business, use data to drive decisions, and remember that human connection remains at the heart of learning.

I’m also evolving the direction here. Instead of just focusing on a series of conversations, I’ll be diving into more standalone insights, giving me the flexibility to explore the latest trends and most exciting developments in L&D, customer education, and enablement.

Some curious takeaways:

• Focus on architecting meaningful learning experiences, not just programs
• AI is most effective when used strategically to solve real business problems
• True L&D leadership lies in aligning technology with human connection

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(01:10) The evolution of L&D from facilitators to experience architects

(03:00) The importance of staying close to business problems

(05:20) Leveraging AI to solve real problems, not just speed up tasks

(08:00) How L&D can use data to drive meaningful change

(10:15) Moving from building programs to designing impactful experiences

(13:10) The role of human connection in a tech-driven world

(16:05) Reflecting on the future of L&D and what comes next

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/ 

Jon Harald Espolin joins me for a conversation that sits at the intersection of leadership, learning, and change. Before moving into consultancy, and later becoming SVP of Learning & Development at XXL Sport & Villmark, he spent a decade in the army, where he became fascinated by a simple question: what actually helps people grow?

That question stayed with him as he moved into corporate learning. In this episode, we look at why so much workplace learning still struggles to shift behaviour, especially when the realities of the job get in the way. Jon Harald reflects on what retail reveals about motivation, why most development efforts ask too little of practice, and what L&D can borrow from elite sport when the goal is lasting change.

Some curious takeaways:

• Stop telling people what to do and create the conditions for reflection instead
• In retail, learning only gets prioritised when managers are measured on it
• Leadership change needs practice in the real world, not inspiration in a meeting room

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(01:50) How the army shaped his view of leadership

(04:59) Moving from presentation to real learning

(07:02) Better questions create better learning

(11:47) Moving in-house at XXL Sport & Villmark

(13:27) Rethinking training in a retail business

(14:55) Choosing an LMS in the real world

(18:00) When implementation gets difficult

(24:50) Managers decide what gets prioritised

(27:06) The deeper challenge of behaviour change

(28:50) Lessons leaders can take from top athletes

(31:33) Practice and feedback build culture

(36:05) Why so much training still fails

Connect with the guest:

Jon Harald Espolin on LinkedIn: https://www.linkedin.com/in/jon-harald-espolin-johnson-43aaa334/ 

Explore XXL Sport & Villmark: https://www.xxl.no/ 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

In this wrap-up, I’m reflecting on where the season kept landing. Again and again, the conversation drifted back to the same tension: customer education is full of things that look promising on the surface yet leave the real problem untouched. What stayed with me is the gap between motion and meaningful change. The teams making a genuine difference are not the ones chasing more for the sake of more. They are the ones staying close to the business problem, taking foundations seriously, paying attention to what changes in practice, and treating AI as something that needs judgement rather than blind enthusiasm.

I’m also taking the podcast in a slightly different direction from here. Instead of building around longer story arcs, Harald’s Curious Corner will open up to more standalone conversations, which gives me more room to follow the most interesting people and ideas across learning, enablement, and customer education.

Some curious takeaways:

• Start with the business problem, not the surface-level fix
• AI adds value when the foundations are already strong
• Real progress shows up in outcomes, not activity

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(00:55) The tension between activity and real progress

(02:15) Solving the real problem before reaching for more

(04:22) AI as a tool, not a rescue plan

(07:57) Measurement that reaches business impact

(12:04) Building customer education around what actually works

(14:28) Speed, clarity, and the pressure to do more

(19:46) Looking back on the season and looking ahead

A look back at this arc:

Dave Derington’s Journey From Music to Customer Education: https://youtu.be/K8WSyVmuug4 

How to Tie Learning to Revenue: https://youtu.be/hNfQW7G_4XM 

What Great Customer Education Looks Like at Scale: https://youtu.be/7G5GZkCH_EM

How HubSpot Academy Revolutionized Customer Education: https://youtu.be/Jau6asUxEKY

Customer Education Metrics That Actually Impact Revenue: https://youtu.be/I39ghnpdTkw

Why Customer Education Needs Strategy First: https://youtu.be/7zALcAUrzvw

Connect with the guests:

Dave Derington on LinkedIn: https://www.linkedin.com/in/derington/ 

John Leh on LinkedIn: https://www.linkedin.com/in/johnleh/ 

Debbie Smith on LinkedIn: https://www.linkedin.com/in/debbiecareysmith/ 

Courtney Sembler on LinkedIn: https://www.linkedin.com/in/courtney-sembler/ 

Kristine Kukich on LinkedIn: https://www.linkedin.com/in/kristinekukich/ 

Dan Braithwaite on LinkedIn: https://www.linkedin.com/in/danjamesbraithwaite/ 

Melissa Kruminas on LinkedIn: https://www.linkedin.com/in/melissa-kruminas/ 

Clea Mahoney on LinkedIn: https://www.linkedin.com/in/cleamahoney/ 

Vicky Kennedy on LinkedIn: https://www.linkedin.com/in/vickykennedy/ 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/ 

In this episode, I sit down with Vicky Kennedy, Founder and Chief Education Architect of Echtus, to explore why so many customer education programmes look impressive on the surface but fail to drive meaningful business outcomes. Vicky brings a rare blend of experience across higher education, tech, product, and strategy and makes the case that education should be treated as a strategic lever, not a content factory or a box-ticking exercise.

We explore the gap between programmes that look good and programmes that truly shift behaviour, and why that gap usually starts much earlier than teams think. We also get into AI, enterprise education architecture, and why messy foundations only lead to faster mess when automation enters the picture. If you are trying to connect education to adoption, retention, or growth, this conversation is full of practical perspectives.

Some curious takeaways:

• Start with the business problem, not the platform
• Build learning experiences that change behaviour, not just content that looks polished
• Get your strategy and data right before asking AI to scale anything

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(01:34) From higher education to customer education strategy

(04:14) Why Vicky started Echtus

(06:56) Why outcomes should come before courses

(09:07) How org design creates silos around education

(13:42) Why enterprise education architecture matters

(18:07) The gap between polished and effective programmes

(20:39) What real learning needs to change behaviour

(23:25) Why strategy should come before platforms

(27:35) The mistakes teams make when selecting platforms

(36:29) Vicky’s vision for agentic personalisation

(39:43) What education strategy needs more of and less of

Connect with the guest:

Vicky Kennedy on LinkedIn: https://www.linkedin.com/in/vickykennedy/ 

Explore Echtus: https://www.echtus.com/ 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

In this episode, I sit down with our Customer Educational Panel, Kristine Kukich, Dan Braithwaite, Melissa Kruminas, and Clea Mahoney, for a deep dive into what’s actually happening in customer education today. From reducing support tickets by up to 50% to driving expansion through certification programs, we explore how leading teams are proving the business value of education and where it fits inside modern organizations.

We explore how customer education teams are tying learning to real business outcomes, using cohort analysis to better understand its impact on retention, revenue, and adoption, before turning to a practical conversation about AI, in-app education, and personalization and which of those trends are actually delivering value.

If you’re building or scaling a customer education program, this conversation will push you to think beyond content creation and start driving measurable business outcomes.

Some curious takeaways:

• Customer education should support real customer outcomes, not just training activity
• Strong metrics come from comparing educated and non-educated customer cohorts
• AI can improve learning experiences, but strategy still matters more than tools

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(01:30) Meet the panelists

(04:10) Where does customer education live in organizations?

(09:10) Measuring customer education success

(11:13) Proving ROI with the Kirkpatrick model

(13:21) Cohort analysis and the three buckets of value

(18:47) Monetizing customer education programs

(22:03) Tech trends and experiments for 2026

(23:05) Frictionless learning and AI learning assistants

(31:58) Tips for someone starting in customer education

(42:29) Stop selling sugar pills 

Connect with the guest:

Kristine Kukich on LinkedIn: https://www.linkedin.com/in/kristinekukich/
Dan Braithwaite on LinkedIn: https://www.linkedin.com/in/danjamesbraithwaite/
Melissa Kruminas on LinkedIn: https://www.linkedin.com/in/melissa-kruminas/
Clea Mahoney on LinkedIn: https://www.linkedin.com/in/cleamahoney/ 

Explore CEdMA: https://www.cedma.org/ 

Explore Mediaocean: https://www.mediaocean.com/
Explore Docebo: https://www.docebo.com/
Explore Rewst: https://rewst.io/ 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

In this episode, I sit down with Courtney Sembler, former Senior Director at HubSpot Academy, and now Managing Partner and COO at AlignedCX, to explore how customer education has become a core driver of business success. We dive into the evolution of HubSpot Academy, how they scaled educational programs, and the importance of being customer-centric in every educational initiative.

We discuss how to build a passionate and effective customer education team, why aiming for something big can yield surprising results, and how education can impact retention and acquisition. If you’re working in customer education, this conversation will challenge you to think beyond just teaching and focus on true customer outcomes.

Some curious takeaways:

• Connect customer education to business outcomes or risk missing the mark
• Shift from focusing on course completions to driving real customer success
• Build a passionate, customer-centric team to scale educational impact

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(01:19) How Courtney got into conservation work

(03:23) Where Courtney grew up and found customer education

(05:40) When you move from support into the academy

(09:46) How education became a lead generation engine

(12:52) The freemium model meets customer education

(15:36) Pioneering the micro-credentialing category

(17:53) Lessons for new customer education leaders

(21:53) How to prove value with triangles up communication

(27:16) Building internal relationships before you need them

(30:22) AI content versus human trust in education

(34:12) Stakeholder management and proving ROI

(36:18) What Courtney is most proud of at HubSpot Academy

(38:27) Lessons from moving to the consulting side

Connect with the guest:

Courtney Sembler on LinkedIn: https://www.linkedin.com/in/courtney-sembler/ 

Explore Hubspot Academy: https://academy.hubspot.com/ 

Explore AlignedCX: https://www.alignedcx.com/
Email The Forever Wild Fund: theforeverwildfund@gmail.com 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

That is the big question at the heart of this episode. What is customer education really for, and how do you prove it matters? To explore that, I spoke with Debbie Smith, a long-time customer education leader and current President of TSIA’s Customer Education Management Association (CEdMA). Debbie has spent years helping organisations connect education to adoption, retention, certification, and measurable commercial impact.

We discuss why customer education should be built around what users are trying to achieve, not just where they should click. Debbie also breaks down the difference between badging and real certification, why forcing learning rarely works, and how strong integrations and clean data make it easier to prove value across the business.

Some curious takeaways:

• Build customer education around user goals and jobs to be done, not content completions
• Start with badging, prove impact, then scale into certification
• Tie learning data to CRM and business metrics or risk losing strategic influence

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(01:16) How Debbie found proof that learning drives revenue

(03:53) Where customer education sits and why that matters

(06:11) Why customer education should focus on jobs to be done

(07:07) Why forced learning rarely works for customers

(08:28) How to design learning for different customer audiences

(13:40) What real certification means and why it matters

(18:28) Why credentials are becoming more valuable over time

(19:31) What a strong certification tech stack needs

(24:16) The integrations customer education teams cannot ignore

(25:14) How to build a certification programme that holds up

(29:30) How AI can support smarter exam creation

(31:03) Why new teams should start with badges first

(35:12) Why partners need certification that actually means something

(40:48) How to manage up by speaking the language of metrics

Connect with the guest:

Debbie Smith on LinkedIn: https://www.linkedin.com/in/debbiecareysmith/ 

Explore CEdMA: https://www.cedma.org/ 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

Customer education has moved from a support function to a growth strategy. In this episode, I sit down with John Leh, CEO and Lead Analyst at Talented Learning, to explore how external learning is evolving into a true revenue driver.

We unpack what maturity really looks like in customer education, why integration is the only way to prove impact, and how AI and in-the-flow learning are reshaping the ecosystem. If you are responsible for training customers, partners, or sales teams, this conversation challenges you to think beyond completions and towards commercial outcomes.

Some curious takeaways:

• Tie learning data to business data or risk becoming invisible
• Move from tracking engagement metrics to measuring revenue impact
• Use AI intentionally to reduce admin and elevate strategic work

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(02:06) When customer education starts driving revenue

(03:54) What real maturity in customer education looks like

(05:42) Why cost savings are not enough

(13:29) How to choose the right LMS for your context

(17:40) From 16 vendors to over 1000

(21:52) Why disciplined buying prevents regret

(22:52) AI hype versus measurable value

(25:39) What headless learning actually means

(30:07) Learning in the flow of work in practice

(34:08) AI inside sales and customer support

(36:39) Why specialists innovate first

(38:09) Mapping the customer education ecosystem

(40:13) Integration as the proof of business impact

(45:25) Three changes learning technology needs

Connect with the guest:

John Leh on LinkedIn: https://www.linkedin.com/in/johnleh/ 

Explore Talented Learning: https://talentedlearning.com/ 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

In this episode, I get curious with Dave Derington, former scientist turned expert in customer education and Co-founder and Co-host of CELab. Dave’s journey began with science, veered to customer support, and ultimately led to becoming a key player in educational transformation. With his background in physics, chemistry, and even game design, Dave's unique blend of analytical thinking and creative problem-solving has made him a standout in customer education.

We explore how Dave’s diverse background shaped his customer education approach, focusing on data-driven, hypothesis-based learning. He discusses how traditional training methods often fail to create lasting impact and stresses the need to understand the entire customer journey and build resonant educational experiences.

At the core of this conversation is a simple idea: The future of customer education sits at the intersection of rigor and creativity, learning that’s experimental, engaging, and drives real impact.

Some curious takeaways:

• AI can speed things up, but without judgment and QA it quickly turns into content noise
• Prioritise outcomes over completion by using hypotheses, data, and experimentation
• Ship minimal viable learning quickly and keep content up-to-date with “zero-day” updates alongside product releases

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(04:55) Why customer education needs more than just training

(07:47) Customer education is about understanding the whole picture

(11:14) The future of SaaS education lies in fluid roles

(15:13) Good customer education balances speed, relevance, and flexibility

(18:00) When to aim for certification or credentialling

(20:14) Why AI needs a human navigator in customer education

(23:26) AI handles the science, humans bring the art

(30:32) The future of customer education is defined by context and care

(33:47)  What we want to let go of and keep in customer education

Connect with the guest:

Dave Derington on LinkedIn: https://www.linkedin.com/in/derington/ 

Explore CELab: https://customer.education/ 

Follow me on the following sites:
Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

In Arc 3 of Harald’s Curious Corner, I explore the connection between skills, customer education, and performance. Through conversations with leaders across L&D and customer learning, one theme keeps surfacing: training alone isn’t enough. What matters is whether learning moves the needle on adoption, retention, and growth.

This season involves discussion on why skills data is becoming foundational and why customer education must be built around real jobs to be done, not just content libraries.

If you’re responsible for proving impact, aligning learning to business outcomes, or building a skills-based organisation, this arc will challenge how you think about customer education.

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/ 

To make sense of it, I sat down with Donald Taylor, L&D veteran researcher, strategist, and "pulse-taker" of the industry. Donald has chaired the Learning Technologies Conference for 25 years, and his annual survey has become one of the clearest signals we have on what L&D is thinking, worrying about, and moving towards.

We talk about why AI has finally “topped out”, why learning analytics is slipping, and why “showing value” is climbing fast. But the real thread is identity. If content can be generated at ultra-low cost, the job can’t be “make more content”. It has to be getting closer to the business, mapping unknown territory, and proving impact in a way leaders actually understand.

Some curious takeaways:

• Treat AI like electricity: it powers everything, but it is not the strategy
• Stop falling in love with the tool and start falling in love with the problem
• If you want to survive the pressure, build your network inside the business, not just your content library

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(01:56) The biggest surprises in the L&D Global Sentiment Survey

(07:37) Why experimentation and testing fast matters

(10:16) What the survey’s challenge themes are really saying

(14:10) How to apply the report’s insights to your strategy

(17:13) What “AI topping out” actually means for L&D

(20:16) Understanding the shift from personalisation to adaptive learning

(27:17) The shift from learning analytics to “showing value”

(29:53) How L&D can seize the opportunity amidst rising pressure

(35:35) Three things Donald wants to add and remove in the survey

Connect with the guest:

Donald Taylor on LinkedIn: https://www.linkedin.com/in/donaldhtaylor/

Download the Global Sentiment Survey 2026: https://donaldhtaylor.co.uk/research_base/global-sentiment-survey-2026/  

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/ 

In this wrap-up, I’m connecting the dots. “Skills-based” can mean a lot of things, and it’s easy to get stuck in frameworks, taxonomies, and tools before you’ve nailed the basics. The theme that kept coming up is simple: skills only matter when they help the business make better decisions and help people do better work. That means starting with the problems you’re trying to solve, getting serious about data quality and validation, and designing for adoption, not just architecture.

We also look ahead. The next arc shifts from internal capability building to learning beyond the walls of the organisation. We’ll discuss customer education and what it means to drive real outcomes with external audiences.

Some curious takeaways:

• Start with the business problem, not the skills framework
• Validation and data quality are the difference between signal and noise
• Adoption is the real transformation, not the technology

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(02:23) What a skills-based organisation really changes beyond L&D

(05:26) How to align skills with actual business needs

(08:46) Creating contextual learning solutions that work in real time

(12:11) Where AI fits and the value of durable skills

(15:22) The power of user experience in skills-based learning

(17:55) What’s next: shifting from internal L&D to customer education

A look back at this arc:

How to Build a Skills-based Organisation: https://youtu.be/aj_PJ-nOThY 

Why Skills Only Matter When They Solve Real Business Problems: https://youtu.be/8E2PyOgTZEU 

Why Informal Learning Can’t Be Ignored: https://youtu.be/yjU1fXfGRV8 

Connecting Skills with Real-World Career Paths: https://youtu.be/SuT-xXSBt3k 

How to Build Experiences Users Actually Engage With: https://youtu.be/4S1rY-Eredw 

How to Create Agile Organisations with Skills and AI: https://youtu.be/w6W_RbTZMmk 

Connect with the guests:

Koreen Pagano on LinkedIn: https://www.linkedin.com/in/koreenpagano 

Sandra Loughlin, PhD on LinkedIn: https://www.linkedin.com/in/sandraloughlin/ 

Eran Vaisfailr on LinkedIn: https://www.linkedin.com/in/eran-vaisfailr/ 

Matthew J. Daniel on LinkedIn: https://www.linkedin.com/in/matthewjdaniel/ 

Samantha Murray on LinkedIn: https://www.linkedin.com/in/samantha-murray613/ 

Loïc Michel on LinkedIn: https://www.linkedin.com/in/loicmichel/ 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

Many skills programs fail because they are disconnected from business needs and are difficult to implement. It’s not the technology, it’s the approach. Skills programs must be integrated into the daily workflow where learning happens. To explore what makes this work, I spoke with Loïc Michel, CEO of 365Talents. Loïc has spent years developing AI-powered solutions that help organisations identify, develop, and mobilise skills within their workforce.

We discuss why the foundation must be skills data, how AI brings agility, and why transformation is more than just talent mobility. After this discussion, it’s clear that without the right skills data and technology, even the best intentions won’t lead to meaningful change.

Some curious takeaways:

• Design skills programs that are agile and in the flow of work, not once-a-year initiatives
• Leverage AI to make skills data easily accessible across the organisation
• Focus on continuous feedback and iteration to create a measurable impact on talent mobility

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(01:05) The power of curiosity in transformation of skills and AI

(04:36) The journey from mapping skills to redefining talent mobility

(06:24) Why skills first is the only sustainable blueprint

(11:38) How global companies are building skills-based organisations

(14:31) The importance of learning and skills integration

(22:12) How AI is supercharging the future of skills and workforce intelligence

(25:33) Adapting skills transformation across cultures and business units

(29:01) How skills-based platforms are tackling real business challenges

(34:23) Why skills are the new currency

(36:05) Scaling the vision for a unified learning and skills platform

(38:18) Curious Corner Takeaways

Connect with the guests:

Loïc Michel on LinkedIn: https://www.linkedin.com/in/loicmichel/ 

Explore 365Talents: https://365talents.com/en/ 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/ 

A lot of skills and learning programs don’t fail because the content is bad. They fail because the experience feels like extra work: hard to find and navigate and disconnected from what people are trying to get done.

To explore what actually changes that, I spoke with Samantha Murray, founder of AlignedCX. Sam has led customer education at Shopify, worked on the vendor side at Docebo, and now advises teams on designing experiences that remove friction and drive real outcomes.

Too much learning is still built on hope. Hope that people will engage and that a new platform will fix the problem. In this episode, we push back on that thinking. We talk about why everyone is a customer, why a product mindset beats “build it, and they will come,” and why empathy and journey mapping are the real starting points for modern L&D. The throughline is simple: if you don’t understand the experience you’re designing for, no amount of content will save it.

Some curious takeaways:

• Treat employees like customers and design for value, not compliance
• Run experiments and ship small, measurable improvements instead of big launches
• Embed learning in the flow of work so behaviour and performance data can power real personalisation

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(01:22) Experience design as a lever for business results

(05:36) The product mindset shift in learning

(09:14) Everything is customer, including internal learners

(13:40) Using customer journey mapping to spot the gaps that matter

(16:29) Learning should follow the work, not interrupt it

(21:11) Meeting people in the moment of need across channels

(26:07) The importance of empathy mapping

(28:02) How teams actually execute after mapping

(31:46) The fastest way to go backwards with AI

(37:32) Where implementation actually starts

(39:30) The biggest pitfalls: solutioning too fast and skipping validation

(44:09) What to stop doing in experience design

(45:43) Curious Corner Takeaways

Connect with the guests:

Samantha Murray on LinkedIn: https://www.linkedin.com/in/samantha-murray613/  

Explore AlignedCX: https://www.alignedcx.com/  

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/ 

In our previous conversation, we explored the overwhelming number of systems that impact employees' ability to learn and grow. In this episode, I’m diving deeper with Matthew J. Daniel, Senior Principal, Talent Strategy & Mobility at Guild Education, on a crucial topic: how we can link learning to real career opportunities.

We talk about how a skills-based organisation thrives when it prioritises practical, business-driven outcomes and the importance of linking skills to opportunity, ensuring that learning initiatives directly translate into career mobility and pay.

Our chat also examines how AI and automation are shaping the future of skills development, highlighting the need for companies to rethink how they approach talent and reskilling. Matthew ends with a challenge: think beyond compliance-driven learning and focus on programs that truly equip people for the future.

Some curious takeaways:

• Focus on creating pathways that link learning to tangible career opportunities
• Align talent development with the business’ most pressing needs to drive real impact
• The difference between durable (e.g., critical thinking) and perishable (e.g., software) skills and how to prioritise for long-term value

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(04:10) The cost of learning and growth

(08:11) Why training isn't enough for career growth

(11:09) The difference between durable vs. perishable skills

(19:01) Guiding leaders on effective learning and development

(22:43) The problem with due dates in learning

(26:16) How to make learning investments count

(28:05) Why skills aren’t enough without career mobility

(36:07) The importance of mobility and opportunity through learning

(41:21) When to build talent internally vs. buy talent externally

(44:37) Curious Corner Takeaways

Connect with the guest:

Matthew J. Daniel  on LinkedIn: https://www.linkedin.com/in/matthewjdaniel/ 

Explore Guild Education: https://guild.com/ 

Resources:

Building a Skills-Based Organization, for Real (Guild): https://guild.com/compass/building-a-skills-based-organization-for-real
It’s Time to Discuss the Problem with Owning Your Own Development (CLO): https://www.chieflearningofficer.com/2023/02/28/its-time-to-discuss-the-problem-with-owning-your-own-development/

Durable vs Perishable Skills (Talent Management): https://www.talentmgt.com/article_author/matthew-j-daniel/
FLN Podcast – Equity in Talent Development (https://fln.bepodcast.network)

Change State Podcast – Rethinking Upskilling in the AI Era (https://www.changestate.io)

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

That’s the question we explore in this episode with Eran Vaisfailr, former Product Owner of Learning and Development at Booking.com, now Co-founder and CEO of Plynn, a learning startup focused on turning informal learning into measurable skills. In his time at Booking.com, Eran was at the forefront of building a skills-based organisation, focusing on aligning employee capabilities with business needs.

Our conversation explores why skills-based transformation isn't just about formal training systems or shiny new AI tools. Eran shares his experience at Booking.com, where skills intelligence was key. He highlights how day-to-day work, projects, and even platforms like YouTube often offer more valuable learning insights than LMS completion rates.

If you’re feeling the pressure of complex skills frameworks and a widening gap between training and performance, this episode offers a grounded roadmap for L&D’s evolution in the age of AI.

Some curious takeaways:

• Skills transformations fail when data foundations aren’t clean and aligned
• Measuring performance improvement is the true test of a skills programme’s success
• Start skills work where the business feels the pain, not everywhere at once

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(04:26) The biggest mistakes organisations make when implementing LMSs

(10:12) Consolidating learning data in complex organisations

(12:45) Why Booking.com invested in a skills-based organisation

(15:06) Skills only matter when you can prove them

(20:04) The hidden data challenges behind skills verification

(23:36) Working with business leaders on skills change

(28:33) The real reason skills data never lines up

(32:32) Why one-size-fits-all learning keeps failing

(37:37) Turning YouTube into structured, trackable learning

(42:56) Why L&D can’t own just-in-time learning alone

(50:03) Reducing system overload and designing learning where work happens

(52:21) Curious Corner Takeaways

Connect with the guests:

Eran Vaisfailr on LinkedIn: https://www.linkedin.com/in/eran-vaisfailr/ 

Explore Plynn: https://www.plynn.dev/ 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/ 

In the last episode, we explored why skills require a deeper understanding of the work being done and why HR and L&D cannot build this alone. This conversation picks up that thread and moves it into the real world. 

Sandra Loughlin, PhD, Chief Learning Scientist at EPAM, joins me to show what a skills-based organisation looks like when it is designed around data, roles, and the actual needs of the business. We explore how EPAM unified its skills ecosystem, blending formal and informal learning, and strengthened skills verification through internal and external evidence.

We also look ahead at how agentic AI will reshape what people learn and how they learn it. Sandra makes the case that AI will be the first major shift in human learning since the printing press and that it is on people leaders to lean in, even when the change feels uncomfortable.

If you are trying to understand what a practical, scalable skills strategy looks like, this conversation is for you.

Some curious takeaways:

• Anchor your skills to a real business need and build from there
• Connect people data with work data so learning becomes practical and relevant
• Give employees access to both formal and informal learning so they can actually grow

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(03:29) How skills became a business framework, not an HR project

(07:14) Why skills fail without business metrics behind them

(11:32) Building a human-centred L&D strategy in the age of AI

(14:41) Why unified data layers matter more than tools

(21:02) Using skills data to align HR strategy with business goals

(29:19) How learning systems support a skills-based approach

(35:05) Turning perceptual data into actionable insights for skills development

(38:30) Learning culture makes employees thrive

(41:51) How AI will reshape what and how we learn

(43:20) Curious Corner Takeaways

Connect with the guests:

Matthew J Daniel on LinkedIn: https://www.linkedin.com/in/sandraloughlin/ 

Explore EPAM Systems: https://www.epam.com/

Explore the EPAM Skills Case Study: https://www.epam.com/insights/analyst-reports/forrester-case-study-epams-early-adoption-of-skills-data-predated-the-market 

Explore Sandra’s writing on skills: https://docs.google.com/document/d/1naB08bm6hYl_1qsKOHXJAh7od1D_y7GzyhAJwQmL1Jc/edit?pli=1&tab=t.0

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/ 

L&D has been mainly about designing learning content and delivering training. Now, we’re moving towards reimagining the very foundation of how we work, especially with the rise of AI.

I chatted with Koreen Pagano, co-founder of Rising Tide Cooperative and author of Building the Skills-Based Organization: A Blueprint for Transformation. Koreen shares her expertise on the intersection of learning, technology, and skills data. She offers a fresh perspective on how AI is not just reshaping workflows but requiring a complete rethinking of how we manage and measure skills.

Get ready for a great conversation about what organisations need as AI changes the way we work. Our goal is to build a clear path through this big transition.

Some curious takeaways:

• L&D must understand both skills and tasks, not just content
• Collaboration across teams is crucial for a skills-based strategy
• Skills are not the final product; what matters is how they’re applied to create real business impact.

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(03:14) Why AI is making skills development more urgent

(05:51) How skills data impacts decisions throughout the employee lifecycle

(08:20) The need for HR and L&D to collaborate with business unit leaders

(11:37) How to assess and validate skills effectively in an evolving workplace

(16:27) The challenge of measuring accurate data on skills and tasks

(21:51) Why data quality is critical for AI’s success in skills-based organisations

(25:45) Understanding that skills are not the end goal

(32:56) The impact of employee buy-in on skills initiatives

(37:28) How to choose the right technology for skills ecosystems

(43:49) What to leave behind and what to embrace in skills development

Connect with the guests:

Koreen Pagano on LinkedIn: https://www.linkedin.com/in/koreenpagano/ 

Get Building the Skills-Based Organization: A Blueprint for Transformation: https://a.co/d/bT1X1VX 

Explore Rising Tide Cooperative: https://risingtidecooperative.com/ 

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/ 

In this wrap-up, I’m connecting the dots. While AI can absolutely accelerate your impact, it can just as easily derail it, depending on how you use it. Ultimately, it’s a powerful enabler, not a silver bullet. And that’s why using it well starts with clarity, focus, and a solid understanding of the real business problems you’re trying to solve.

I share what I’ve learned about aligning AI with your learning strategy, strengthening stakeholder influence, cleaning up your data, and keeping the human connection at the center of it all. Because leadership in the AI era isn’t about chasing tools, it’s about staying curious, intentional, and aligned with what matters most.

Some curious takeaways:

• AI accelerates solutions, but clarity keeps you on track
• L&D leadership thrives on human connection, not tech
• Curiosity and experimentation are key to adapting to AI

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(01:42) What I learned from exploring AI with different L&D voices

(07:39) Why clarity, not speed, defines great AI leadership

(10:18) Curiosity, connection, and the courage to keep experimenting

(12:53) Wrapping up: Stay curious, focused, and aligned with business needs

A look back at this arc:

What’s the Role of L&D In the AI Era?: https://youtu.be/oerVSrkd108 

How L&D Leaders Can Stay Human In the Age of AI: https://youtu.be/8VRiiisdKLA 

Can L&D Keep Up With the Speed of AI?: https://youtu.be/Wg1y55MWKJQ 

Leading Learning in the Age of AI: Three Practitioners’ Perspectives: https://youtu.be/FFlolIBqPb0 

Connect with the guests:

Lori Niles-Hofmann on LinkedIn: https://www.linkedin.com/in/lorinileshofmann/ 

Dr. Ashwin Mehta on LinkedIn: https://www.linkedin.com/in/dr-ashwin-mehta/ 

Laura Overton on LinkedIn: https://www.linkedin.com/in/lauraoverton/ 

Michelle Ockers on LinkedIn: https://www.linkedin.com/in/michelleockers/ 

Nicki Finnigan on LinkedIn: https://www.linkedin.com/in/nickifinnigan/
Hannah Frame on LinkedIn: https://www.linkedin.com/in/framehannah/ 

Erica Farmer on LinkedIn: https://www.linkedin.com/in/ericafarmer/  

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/ 

In this episode, we’re exploring how leadership adapts when AI accelerates change faster than traditional models can keep up.

I’m joined by Hannah Frame and  Nicki Finnigan of Every Day's a School Day Podcast and Erica Farmer of EricaFarmer.a, three of the best L&D consultants and practitioners I’ve come to know. Collectively, they bring perspectives from large-scale corporate environments, emerging AI practices, and hands-on upskilling work with L&D teams. Together, we tackle the question many leaders are wrestling with: How do we stay strategic when the ground keeps moving?

Throughout the episode, the panel highlights a common truth: AI can remove grunt work, but it can’t replace the human skills that drive meaningful learning. Strategy now means being adaptable, discerning, and deeply connected to the problems our organizations are actually trying to solve.

Some curious takeaways:

• L&D is shifting from perfectionism to rapid experimentation
• AI speeds up thinking, but humans still shape meaning and relevance
• Strategic impact comes from solving the right problems, not chasing tools

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(01:43) How L&D roles have shifted in speed, ambiguity, and orchestration

(05:24) What being strategic in L&D means in the age of AI

(11:03) How AI accelerates early thinking, but still demands human judgment

(16:48) The rising importance of critical thinking, discernment, and quality control

(19:46) The lessons L&D must unlearn

(28:51) Solving real problems instead of chasing tools

(35:26) Practical advice for integrating AI

(41:41) The human advantage in L&D through creativity and connection

Connect with the guests:

Nicki Finnigan on LinkedIn: https://www.linkedin.com/in/nickifinnigan/
Hannah Frame on LinkedIn: https://www.linkedin.com/in/framehannah/
Erica Farmer on LinkedIn: https://www.linkedin.com/in/ericafarmer/ 

Explore EricaFarmer.ai: https://ericafarmer.ai/
Explore BAE Systems: https://www.baesystems.com/en 

Explore St. James’s Place: https://www.sjp.co.uk/

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/ 

Previously, we were shifting our perspective from technology to leadership. For this episode, we’re shifting the focus to leadership and strategy. 

I chat with Dr. Ashwin Mehta, founder and CEO of Mehtadology, an AI researcher, and someone who runs a company with more agents than people. He brings sharp technical and practical insight to a question many L&D teams still face: How does AI reshape our work?

We discuss the three key forces shaping the future of corporate AI: agents, data, and middleware. We also explore what it means when L&D isn’t just owning content anymore but designing entire learning ecosystems. Ash doesn’t sugarcoat it: building courses manually is becoming obsolete, and governance, risk appetite, and mindset are now the real bottlenecks.

Some curious takeaways:

• The future of L&D lies in autonomy, not control
• AI amplifies human judgment but doesn’t replace it
• Self-awareness in L&D leaders is key to navigating AI

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(02:08) The three pillars shaping AI’s direction: agents, data, and middleware

(04:46) Why L&D struggles with value chains 

(07:15) What successful L&D + IT collaboration really looks like today

(10:14) Why most organizations aren’t using agentic AI yet (and the real blocker)

(12:34) Can AI coaching paired with human oversight raise the bar?

(14:32) What L&D should stop doing now

(16:00) A simpler way to rethink your operating model

(17:54) Why data quality defines whether AI succeeds or stalls in L&D

(22:33)  How to shift from content creation to reproducible systems

(29:01) Voice agents, natural interaction, and how work will change 

(33:02) The instruction vs learning gap L&D can’t ignore

(35:12) Why pull-based learning is the real revolution

Connect with the guests:

Dr. Ashwin Mehta on LinkedIn: https://www.linkedin.com/in/dr-ashwin-mehta/ 

Explore Mehtadology: https://mehtadology.com/

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/

In our last episode, we explored how AI is transforming L&D from reactive to strategic, helping leaders prove business value beyond completion rates. This time, we’re shifting our perspective from technology to leadership.

Laura Overton and Michelle Ockers, co-authors of the book The L&D Leader: Principles and Practice for Delivering Business, remind us that while AI can amplify what we do, it’s courage and connection that define how we lead. The technology may evolve, but the heart of L&D leadership stays the same. It’s helping people stay equipped, ready, and connected to meaningful work.

Laura & Michelle have captured 25 years of research into three powerful principles that leaders today can anchor to: Tuning In, Responding, and Improving or TRI. If you’re curious about how you can become a more effective leader, tune in and join me in my curious corner.

Some curious takeaways:

• The best L&D leaders navigate change through context, not control
• AI can’t replace human judgment. It amplifies it
• Courage and agency are the real success indicators for the future of learning

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(01:14) What inspired The L&D Leader, and why it matters now

(02:53) The timeless principles behind effective learning leadership

(03:53) Introducing TRI: Tuning In, Responding, and Improving

(05:47) Tuning In: Seeing your organization with fresh eyes

(07:14) Responding: Making smart, human choices in the age of AI

(08:35) How TRI shows up in real L&D work

(13:34) Where AI can elevate the L&D leader

(17:23) Why stakeholder management will never be automated

(25:40) The overlooked power of managers in learning

(31:32) Improving: Measuring what really moves the business

(36:54) How AI helps L&D improve their skills

Connect with the guests:

Laura Overton on LinkedIn: https://www.linkedin.com/in/lauraoverton/ 

Michelle Ockers on LinkedIn: https://www.linkedin.com/in/michelleockers/ 

Explore Learning Changemakers: https://www.learningchangemakers.com/ 

Explore Learning Uncut: https://learninguncut.global/ 

Explore the Learning Uncut Podcast: https://learninguncut.global/podcast/ 

Purchase The L&D Leader: Principles and Practice for Delivering Business: https://a.co/d/6Lw5hH0

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/ 

This is the first big question we hope to answer in Harald’s Curious Corner. 

To get some perspective, I spoke with Lori Niles-Hofmann, strategist and author of Eight Levers of EdTech Transformation. She has spent years helping organizations navigate big shifts in learning technology and knows what works and what doesn’t. We discussed where L&D teams often get stuck with AI, how automation affects our day-to-day work, and what it means to design learning that feels personal.

Lori’s point is clear. The job of L&D is to help people stay relevant as work evolves.

Some curious takeaways:

• The future of L&D is about designing experiences, not building courses
• Clinging to old practices risks making L&D irrelevant
• Clean, governed data is non-negotiable for AI in learning

Episode highlights:

(00:00) Welcome to Harald’s Curious Corner

(03:37) The biggest mistakes L&D teams make with tech

(05:21) How AI is changing the core of L&D

(09:55) The shift from courses to customized learning experiences

(16:46) The biggest hurdles L&D will face with AI

(19:54) Skills that will always matter in the AI era

(22:16) How L&D can start working with IT, sales, and ops

(25:34) What new L&D leaders should focus on

(31:26) What Lori would change about L&D

(37:06) The one question every L&D leader should answer

Connect with the guest:

Lori Niles-Hofmann on LinkedIn: https://www.linkedin.com/in/lorinileshofmann/ 

Explore 8Levers: https://www.8levers.com/ 

Purchase The Eight Levers of EdTech Transformation: https://a.co/d/1Jpt8Az

Follow me on the following sites:

Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ 

Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/ 

Harald chases that question with a guest, gathers perspectives from voices across the industry, and then steps back to reflect on what it all means. The show unfolds like a story arc, part exploration, part roundtable, part reflection,  blending imagination with analysis. 

The result: trusted insights, meaningful conversations, and forward-looking takeaways that shine a light on where learning is headed next.