Very interesting, thank you.

Brilliant article, thank you very much. I will try to be mindful of the acronym.

Great article, thanks Nigel. Simple and straightforward advice that is workable. I like the advice to rip up your learning strategy. That is just brilliant. I think what you are implying is that we should be flexible and agile. Get out there, learn about the organisation, understand the issues and then try to implement appropriate solutions.

Thanks Nigel, very insightful article. I like the Network Rail example you used, and what came to me from it, is that we need to become more adept at collecting and using data to identify organisational issues. Also from your five steps I particular like the last one where you write that even if we have not been given permission we should implement part of our proposed solution. I think that what you are trying to tell us here is to develop an almost entreprenuerial mindset.
Thank you.

Great article with lots of food for thought. Thank you.

Brilliant article which challenges our perception of leadership development and i believe provides a more practical way. Thanks.

A very thought provoking article which I agree with. L&D needs to take the risk of investing in people continuously and worry less whether there is a ROI (even though that is important). We often talk about developing a learning culture. One way to help develop that is to make accessibility to learning and development easy and make everyone within the organisation believe that there are always opportunities to learn.

Thanks for the article.

This is a reply two years later, but only because i missed your reply and I do apologise. I am not studying to be a full blown data scientist as i don't believe you need that for L&D. What i do mostly is take courses from MOOC platforms such as Edx, FutureLearn and Coursera and also read books. My aim is to be able to to identify what data is needed for any learning and development intervention and then be able to analyse it to arrive at the necessary conclusions. For example if the goal is to evaluate an intervention, then i would first want to know what the performance objectives are and what data needs to be collected to measure the performance objectives and how to collect the data. Then we can go ahead and analyse the data to see if the intervention met the performance objectives or not.

Thanks for another great article. You have a way of making what most of us think is really complicated look simple and straightforward. I do agree with you that with a bit of curiosity, asking the right questions and using basic descriptive statistics, we can do a lot of beneficial analytics for learning and development.

Again, thank you.

Thanks for your article which presents a balanced perspective on using data and our intuition. Your article reminded me of a TED talk by Vera *** called, The human insights missing from big data, where she spoke about the importance of coupling human insights with data. Also thanks for your talk at the summer learning technologies conference i really enjoyed it.