L&D Means Business will now take place on 16 March 2027. This gives organisers more time to strengthen the programme, partnerships and participant experience. TJ explains why changing course now will ...

Dr Ravinder Tulsiani argues that generative AI demands more than basic tool training. L&D must map AI to real work, build ...

L&D needs to move beyond periodic programmes and participation metrics, building continuous interventions that respond to real workplace challenges. By listening closely, reinforcing behaviour and ...

Closing the transfer gap means designing for workplace application from the outset, not hoping learning will stick afterwards. Melanie Martinelli and Ger Driesen explain how the 12 Levers of Transfer ...

Women often outperform men on key leadership measures, particularly collaboration, relationships and crisis management, yet ...

Ben Satchwell argues most executive sponsorship is theatre: a budget sign-off, a launch email, a kick-off cameo. Prosci ...

Redesign workflows before deploying AI to avoid costly failures and build responsible automation. Dr Wendy Lynch explains ...

Impact depends on more than measurement. This reflection asks whether you have the access, data, permission and support needed to act on what you learn. Use it to sense-check your current reality, ...

Redefine leadership around outcomes rather than personality to stop neurodivergent talent being overlooked. Dr Jo Perkins explains how narrow executive archetypes, subjective promotion processes and ...

Sara Daw argues that L&D must look beyond traditional full-time employment to unlock the value of a multigenerational ...

Barb Hyman argues that talent acquisition and talent management must stop operating in silos and start acting as a single ...

Build change capability across every leadership by combining mindset shifts, practical training and coaching. Melanie Franklin explains why people development professionals must make change management ...