The Learning Loop

Your Power as a Learning Leader

In the first Learning Loop of 2025 our focus was on fostering collaboration and valuing diversity of thought. ADHD and Neurodiversity Coach, Rebecca Stone delivered a powerful session on creating inclusive learning experiences and offered practical strategies for supporting diverse cognitive abilities. The participants challenged traditional thinking and dove deep into how organisations can embrace diverse perspectives and left the session equipped with actionable insights to foster inclusive leadership with accessible learning experiences. (Jan 2025)

Leading and Learning through Change and Uncertainty

This event explored the impact of change and uncertainty on leaders, and the role of the learning professional. During the conversation, we discussed learning professionals serving as trusted advisors, conduits to the business, and champions of change. We spoke about how learning can act as a “two way mirror” to the business to ensure change achieves its goal and how learning can inform, educate and support leaders to understand it’s okay and natural to feel discomfort during transitions. (June 2024)

Finger on the Pulse

This event offered a pulse check on learner trends within our organisations. Experienced LEXi Actor Coaches shared their experiences delivering across industries and sectors and the themes they see emerging. Topics covered included shifting roles causing leaders to lose sight of their identity at work, how to stay compassionate without falling into the spiral of ruinous empathy and how organisations can support future leaders early in their careers to mitigate gender imbalance in the workplace. (March 2024)

Invest in You

The purpose of our learning event, Invest in You, was to empower our attendees with the tools and confidence to drive impactful conversations and champion their visions for learning within their organisations. Gathering in a beautiful, dedicated space, the agenda included interactive sessions with professional business actors and executive coaches, offering time both for practice, collaboration and reflection. (November 2023)

Building a Collaborative Future to Empower Leaders & Foster Growth

In this collaborative breakfast we looked more closely at what defines a coaching culture, and what barriers could stand in the way of developing that great coaching culture in our organisations. Hybrid working has limited those random water cooler coaching moments.  How can organisations create investment in coaching skills and the development of a fully embedded coaching culture? (May 2023)

L&D Strategy: The reinvention and growth of ‘social’ and ‘on-the-job’ learning in a hybrid world

In this session we used the 70/20/10 model as a framework to discuss how hybrid working has affected the way we learn. We explored how L&D can influence businesses to build the organisational scaffolding that is so critical to making the 70% a success and how within leadership development, we can create experiential simulations that talk to the 70%, and the 20%, as well as the 10%. (February 2023)

Leadership Development: Empowering leaders and talent to take accountability for their own learning

This session looked at how we can encourage the ownership of learning within our organisations. We explored ways that leaders and talent could be empowered to take ownership and identified issues that could be preventing them from doing so. The perception of learning, differing learning styles and generational attitudes were discussed. Adapting language strategies and group coaching were recognised as methods to resolve some of these matters. (October 2022)

Collaborative Leadership: Harnessing the power & creativity of the collective

In this session we explored how Leadership Development can enhance collaboration within organisations in order to navigate challenges. We discussed how to promote collaborative leadership by making specific space for intentional collaboration, how to foster a collaborative culture that recognises this approach and how to develop the skill set required to implement this. (June 2022)

Leadership Development’s role in attracting & retaining talent

Our first session of 2022 invited participants to discuss the growing issue of retaining and attracting talent within their organisations.  We explored the reasons behind ‘the great resignation’. Senior leadership has a powerful role in creating a culture of belonging and growth, inclusion and authenticity and discussed L&D’s role in equipping leaders to fulfil that role positively and effectively. (January 2022)

Re-igniting the spark & finding joy in our teams

This Virtual Breakfast took place 18 months into the Covid-19 trials and tribulations that had left the workforce and LD professionals exhausted, and tired of experimenting.  Our cohort brainstormed solutions to the questions they were asking – including, how to reignite the spark to combat brain fog, burnout and survive the ‘‘war for talent’. (October 2021)

Empowering our leaders & teams in a hybrid world

This Virtual Breakfast addressed the issues facing leaders of dealing with the ambiguity of hybrid working.  Uncertainties existed around how their team members are working, when, and how well?  Together we considered how leaders can maintain their presence from wherever they are working from.  We also explored turbulent times as a unique opportunity for learning how to do things better in the future. (April 2021)

Building connection to avoid isolation

By October 2020, we knew prolonged remote working was inevitable. Organisations faced the task of retaining employee engagement, a vital ingredient to maintaining effective collaboration and cohesion.  At the same time, health and wellbeing was at the forefront of our minds, leaving LD professionals asking how they could be ambassadors for retaining that change within their organisations? (October 2020)

Getting creative in the new normal

In our very first Virtual Breakfast, just weeks after the first Covid-19 lockdown began, we addressed the questions on everyone’s minds.  How to identify the different skillsets needed to work virtually, while still making an impact? What response was demanded from leaders to support teams during this time?  And how could we approach this creatively? (April / June 2020)