Introduction

The transcript discusses the importance of using marketing strategies to improve learning and development (L&D) efforts. It highlights the need to grab learners' attention and engage them emotionally, just like marketing does with customers. The transcript also mentions the concept of learner personas, tailoring training to individual needs and preferences. It emphasizes the use of storytelling, visuals, and good copywriting to make training more engaging. The transcript further discusses the use of marketing technology in L&D, such as personalized recommendations and gamification. It emphasizes the importance of data-driven decision-making and a shift towards a culture of learning within organizations. The transcript concludes with a discussion about the potential of future L&D technologies like virtual reality and augmented reality. It encourages listeners to share their ideas for their ideal L&D tech stack. Okay, so learning and development, right? We're diving into this whole thing. Yes. You're into using marketing strategies to make L&D better, make it, I don't know, hit harder. You ever get that feeling, like you see this massive training budget and you're like, are we actually getting anything out of this? Yeah. It's like every company in the world is thinking the same thing, right? I mean, $350 billion every year on training. Yeah. And. Yeah, the results, they're not always there, are they? It's not always a home run. Exactly. So that's where this book you shared comes in, this whole marketing-driven approach. And I gotta say, after looking at your notes, I think there might be something to this. Yeah. Yeah, yeah. Okay, so they start off with this big claim, right? L&D and marketing, at their core, they want the same things. Attention, influence, and to prove their worth when you say it like that. It makes sense, yeah. And the interesting thing is it lines up with how our brains actually work, right? Like we're not just soaking up information. Think about it. The last time you learned something new, something that really stuck it, probably got your attention somehow, surprised you. Maybe it even made you feel something. It's like that feeling when you hear a catchy jingle. Suddenly you want some product you never even thought about before. Exactly. And the book actually mentions thinking fast and slow, you know, by Daniel Kahneman. Oh, yeah, yeah. It's a good reminder that even when we think we're being all logical, our emotions, that fast thinking part of our brain, it's often in the driver's seat. Okay, so let's dig into this book a bit. You said it was like a how-to guide, not just theory. Yeah, yeah, exactly. And that's what I found so interesting. Chapter one, it just dives right in. How our brains deal with information overload, you know? Think about it. Ads, notifications, emails, conversations, it's constant. Our brains have to filter or we drown. So how do we get through all that? How do we make training stand out in all that noise? Well, that's exactly what the book tries to answer. And it actually pulls an idea straight from marketing. The learner persona. Okay, so instead of picturing some generic employee, we get specific. Yeah. Just like marketers target specific types of customers, L&D can be way more effective if we understand who's actually learning, what they need, even their quirks. Like, say you're doing a training program for your sales team. Instead of one thing for everyone, you could tailor it to how each person learns best. So someone who loves videos and quizzes might get a totally different experience than someone who likes in-depth articles and group discussions. Exactly, and that makes it more engaging and the information, it's way more likely to stick. Okay, so we know who we're talking to now, right? Yeah. But how do we actually make training that, well, doesn't feel like training? That's where the marketing magic comes in, right? Chapters three through seven, they set up this whole framework for a learner journey. You're guiding your audience, just like a marketing campaign takes a customer from, hmm, interesting, to I'm buying. So instead of just info dumps, we're building excitement, making it feel like something they wanna be a part of. Exactly, gets into the specifics, too. Storytelling, visuals, even good copywriting, all those things marketers use to make things engaging. Okay, so example time. How do we spice up something like, say, compliance training? Everyone hates that, right? Right, but imagine, instead of just rules and regs, it's like, you know, a series of scenarios. Real-life stuff. Each one shows why compliance matters, but in a way that's actually interesting, maybe even a little suspense, a little humor. Okay, yeah, I'm seeing it. We're pulling them in with a story, not just hitting them with facts. Exactly, and it goes even further. The book talks about using actual marketing technology for L&D, which I know you love. Oh, absolutely, so we're talking tools that personalize the experience, right? Yeah. Your training platform knows what your job is, what you need to learn, even how you learn best. Yeah, and it recommends stuff based on that. Articles, courses, maybe it even connects you with an expert inside the company for some quick advice. So no more digging through search results or using those old manuals. It's all tailored for you. Exactly, yeah, and we can't forget gamification. Points, badges, leaderboards, you know, makes it fun, a little competitive. People will want to learn. Yeah, it's like turning learning into a game. No more forcing people to sit through boring lectures. Right, and data's huge, too, just like marketer's website traffic and all that. L&D can actually measure how well things are working and make it better. Data-driven decisions, not just hoping for the best. I like it. Yeah, it's about being strategic with L&D, but all this, it's a big shift, right? Not just for L&D people, but for entire companies. How we think about learning, it's got to change. Yeah. It is a big change, but we need it, you know? L&D's been stuck for too long, seen as a cost, not something that actually drives success. Yeah, so we're not just checking boxes anymore. We're talking about a real culture of learning. Everyone wants to grow, learn new skills. And that changes everything. When learning is just part of how we work, when it's personalized and engaging, tied to real results, that's when you see the payoff. You were saying before how the book mentions marketing technology, but doesn't really spell it out. What do you see, like, way out there? What's your dream L&D tech setup? Oh, man. Okay, so first, give me a platform that's like my personal learning assistant, right? It knows my job, my goals, how I learn best. And then it just finds stuff for me. Articles, courses, whatever. Maybe even connects me with some internal expert for like a quick chat. So instead of me trying to find everything myself, we're using updated stuff. It's all just like ready to go, tailored to me. Right. Oh, and VR, AR, all that huge potential there. Imagine learning in those environments. Yeah, like I could be leading a virtual meeting, practicing my presentation, getting feedback from AI, even like a virtual field trip to learn about another culture, all without leaving my desk. Exactly. And we're just getting started, right? As tech gets better, the learning experiences we can create. Sky's the limit. It's exciting, but kind of intimidating too, right? Like we're on the edge of something big. But if we can make this shift, think like marketers. Use technology the right way. We can make learning something people actually want, something that makes a difference. Absolutely. Couldn't agree more. Well, this deep dive has given us a lot to think about. The science behind attention, storytelling, the potential of all this new tech. If it's got your gears turning, let us know. What would your dream L&D tech stack look like? What are you most excited to try? Keep those ideas coming, and most importantly, keep learning.