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L&D is under pressure. There’s more to do, less time to do it, and an ever-growing list of expectations. So, how do you make learning work with the business instead of feeling like a side project?
That’s the question Menna Cadwallader (Global L&D Manager at DotDigital) put to our CEO, Nelson Sivalingam, in a recent episode of L&D Disrupt and what followed was a no-filter conversation about what needs to change in learning today.
Here’s what stood out.
For years, L&D has tried to "own" learning - building it, delivering it, measuring it. But as Menna says, that approach just doesn’t scale.
In fast-paced companies, central teams can’t keep up with every need across every department. So the smarter move? Share the responsibility. Let managers and teams shape the learning that actually helps them do their jobs better.
It’s not a free-for-all. It’s a shift in mindset. Co-creation over control. Partnership over ownership.
Before co-founding HowNow, Nelson started out as a training coordinator. And like many in L&D, his early focus was compliance.
Over time, though, he saw the shift: less talk about training hours, more talk about skills. Less focus on content, more on outcomes. The goal wasn’t just knowledge, but capability. And that required a different way of thinking and working.
Fast-forward to now, and that’s what HowNow is all about: giving L&D the tools (and time) to focus on what moves the needle.
We all know L&D has trend fatigue. Every year, there’s a new buzzword, a new model, a new thing everyone’s supposed to be doing.
But as Menna says, the smartest thing you can do is pause and look inward. What does your business need? Where are people stuck? What’s blocking progress?
Once you’ve nailed that, the solutions start to make sense. And they’ll stick because they’re built for real problems, not LinkedIn headlines.
Nelson’s take? The best L&D teams aren’t just collecting data. They’re connecting it to action. They’re looking at how learning influences performance, how it shows up in business metrics, and how it actually feels for people on the ground.
That means going beyond the dashboard. It means listening. Asking questions. Having conversations that give you the “why” behind the numbers.
One of the biggest truths from the episode? Learning doesn’t speak for itself.
As Menna puts it, L&D teams need to think like marketers. That means clear messaging, thoughtful timing, and sometimes a bit of showbiz. Because if no one knows about your learning programmes (or worse, doesn’t care) you won’t get the impact you’re chasing.
That’s where social proof, stories, and simple language make a big difference.
Yep, they talked about AI. Of course they did.
Nelson and Menna both agree it’s changing the game but it’s not a silver bullet. Yes, it can speed things up, personalise learning, and reduce manual work. But it can’t replace human connection, empathy, or context.
So the sweet spot? Let AI do the heavy lifting in the background while people stay front and centre. Use it to amplify your efforts, not replace them.
The advice Menna leaves us with is refreshingly simple: just try it out. That idea you’ve been sitting on. The pilot you weren’t sure would fly. The new approach that makes you a bit nervous.
Because that’s how you find what works. And that’s how L&D evolves, from a support function to a real strategic player.
Want to hear more of Menna’s insights on Decentralising L&D?
▶️ Watch or listen now on YouTube, Spotify, or Apple Podcasts.
New episodes drop every Monday, bringing you bold conversations and real-world strategies from the people reshaping learning and development. Subscribe to stay updated.
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