Building Training Frameworks

AI in Education is not just plug-and-play 🚸 To ensure a consistent, evidence-based, and inclusive adoption of AI at the systemic level, several key actions are crucial. First, establishing agile and collaborative governance frameworks is essential, which includes defining clear national AI strategies and policies aligned with education goals, while updating existing guidelines to frameworks such as the OECD AI framework. Piloting AI interventions, especially through rigorous evaluation methods like randomized controlled trials, is vital for gathering evidence on effective practices and informing data-driven policymaking, while also researching the causes behind past pilot failures. Teacher training and capacity building are critical for ensuring educators possess the digital skills required to responsibly integrate AI and leverage it as a "learning partner." Promoting inclusivity involves addressing the digital divide by guaranteeing equitable access to technology and quality data, particularly in rural and underserved areas. Additionally, fostering critical thinking and AI literacy among both students and teachers is necessary to navigate potential biases, misinformation, and ethical concerns. Finally, strengthening collaboration among all stakeholders, including governments, the private sector, civil society, and academia, is key to developing relevant, scalable, and inclusive AI solutions.

I've had numerous requests to share details of the mandatory training we're using as we roll out 50,000 Microsoft Copilot licences at HM Revenue & Customs. So, here's an overview of the course, which is delivered as online self-paced learning. This essential learning is a prerequisite for receiving a full M365 Copilot licence at HMRC. No training, no licence. We automatically check course completion data from our Learning Management System prior to each bulk upload of licences. We apply the same rule to contractors as to employees, which presented a challenge because contractors can't access our online learning - something we're having to address. ✅The course structure and content could easily inspire similar programmes in other government organisations or, more generally, in businesses. I should also mention that the content dovetails with the UK Government's One Big Thing - AI for All training (link in comments), to provide further training content and links to relevant resources. 🎓Microsoft 365 Copilot for HMRC – Getting Started (Beginner) 🖥️ Module 1: Introduction to AI and Microsoft 365 Copilot [Video + Reading] ~30 mins - Sets the scene by explaining what AI is and why it matters for modern ways of working. It introduces M365 Copilot as more than just a chatbot - it’s a secure, integrated tool that connects to organisational data and helps automate everyday tasks. The module focuses on how Copilot supports HMRC’s digital strategy and smarter working. 🖥️ Module 2: How to Access Microsoft 365 Copilot [Video Tutorials] ~20 mins - A hands-on guide to getting started. It walks through launching Copilot from different entry points, navigating its interface, and understanding features like chat, search, and agents. It also shows integration with Word and Excel, and includes practical tips for managing chats and finding support from Digital Ambassadors. 🖥️ Module 3: Writing Effective Prompts [Video + Microsoft Learn Reading + Prompt Gallery] ~15 mins - Introduces the GCSE framework (Goal, Context, Specifics, Examples) for crafting prompts that deliver accurate, relevant results. Covers how to discover and share prompts through Microsoft’s Prompt Gallery and how to refine prompts to improve outcomes. 🖥️ Module 4: Security and AI-Generated Hallucinations [Video + SharePoint Guide] ~15 mins - Explains HMRC's data protection and acceptable use policies, and why outputs should always be treated as drafts. Introduces the concept of AI hallucinations - when generative AI produces content that looks convincing but is wrong - and teaches users how to spot and manage these risks. Essential for building trust and ensuring responsible use. The course focuses on practical skills rather than theory, with short, actionable modules that show how Copilot fits into real work scenarios. For further details of our Copilot roll out, see my earlier post (link in comments). #AI #DigitalSkills #Learning #Training #ResponsibleAI #GovTech #HMRC

Working together is more complex than ever - and even more difficult to get right. In this Harvard Business Review's Spotlight Series on Building Better Teams, Angus Dawson and I explore three key principles that enable high-performing teams in any organization to perform their best. 1) Developing an Operating System: Establishing a robust framework that guides team operations and decision-making processes. 2) Measuring People and Customer Outcomes: Implementing metrics and tools to assess team performance and ensure alignment with organizational goals. 3) Creating a System for Continuous Improvement and Innovation: Fostering a culture that encourages ongoing learning, adaptation, and the adoption of innovative practices. I hope these insights inspire you as we transform the way we work in the era of AI, and shift towards integrated, cross-functional groups that can adapt and innovate in real-time. I’d love to hear your thoughts and experiences on this topic.

The Five A’s of Lesson Planning: A Reflective Approach to Engaged Learning Five A’s model of lesson planning — Aim, Action, Analysis, Application, and Assessment. Rooted in experiential and inquiry-based learning, this framework is designed to promote active participation, critical thinking, and real-world relevance. 1. Aim🎯 Every meaningful lesson begins with a clear goal. The "Aim" defines what students should understand or be able to do by the end of the session. It answers the essential question: ➤ What do I want my students to learn? 2. Action🧪 Instead of passively receiving information, students are invited to explore, interact, or engage with the topic. This phase encourages curiosity and participation. ➤ What will they do to discover the concept? 3. Analysis 💬 Learning deepens when students pause to reflect. In this step, they make sense of their experiences, share observations, and begin to connect the dots. ➤ Why did we do it? What did we observe or find out? 4. Application 📝 To make learning stick, students are encouraged to transfer their understanding to new situations. This nurtures adaptability and problem-solving skills. ➤ Where else can we use this learning? 5. Assessment ✅ Finally, the teacher checks whether the learning objective was achieved. This could be done through discussions, written tasks, or practical demonstrations. ➤ Did they meet the learning goal? The Five A’s model goes beyond delivering content; it creates an ecosystem of discovery, dialogue, and deeper understanding. It’s especially powerful in progressive education environments that focus on 21st-century competencies like creativity, communication, collaboration, and critical thinking. Whether you're a seasoned educator or a new teacher, this approach can transform how you plan, teach, and inspire. #LessonPlanning #TeachingStrategies #ExperientialLearning #InquiryBasedLearning #ActiveLearning #EducationLeadership #21stCenturySkills #TeacherTips #ProfessionalDevelopment #TeachersOfLinkedIn

The job market is tough right now. This cheat sheet can help. If you’re preparing for a Marketing Operations interview, it can be hard to know what to expect. That’s why I created this Marketing Ops Job Interview Cheat Sheet. It includes 12 of the most common and important questions you might be asked, along with structured ways to answer and real examples to help you show impact. Here are a few sections I want to highlight, especially for those building or growing in their ops career: TELL ME ABOUT A SUCCESSFUL TECH IMPLEMENTATION When answering this question, it helps to explain what tool you implemented, why it was needed, and how you evaluated and rolled it out. Be sure to include what changed after the implementation, such as time saved, data improvements, or adoption across teams. WHAT'S YOUR APPROACH TO DATA HEALTH AND HYGIENE? Data quality is foundational to all of marketing operations. You should talk about how you ensure clean data inputs, how you monitor for issues, and how you collaborate with other teams like RevOps or Sales to maintain data integrity. WALK ME THROUGH A CAMPAIGN YOU SUCCESSFULLY LAUNCHED This is an opportunity to walk the interviewer through your campaign process from beginning to end. Start with how the campaign was briefed and scoped, then move to how you built and QA’d it, and finish with the results. It is also helpful to mention any tools you used, such as Marketo, Salesforce, or project management platforms. HOW DO YOU PRIORITIZE WHEN RESOURCES ARE LIMITED? Many ops teams face more requests than they can reasonably support. Interviewers want to hear how you use prioritization frameworks like RICE or MoSCoW, how you partner with stakeholders to align on what matters most, and how you create visibility into tradeoffs and timelines. WHAT'S YOUR APPROACH TO LEAD SCORING AND ROUTING? This is an important area where ops connects directly to revenue. Be ready to talk about how you align lead scoring with lifecycle stages and sales feedback, how you combine signals like firmographics and behavior, and how often you revisit and test the model. HOW DO YOU ENABLE MARKETERS TO SELF-SERVE WITHOUT RISKING QUALITY? This is a great way to show how you balance scale with consistency. Explain how you use modular templates, documentation, training resources, and role-based permissions to empower marketers while still maintaining high standards. What other questions have you seen? Feel free to save, share, or pass this along to anyone preparing for interviews. I hope it’s helpful. PS: I'm writing more about this in my weekly newsletter, search "The Marketing Operations Leader" on Google and subscribe for free to keep leveling up your knowledge. #marketing #martech #marketingoperations #interview

Some of my hardest lessons as a sales leader came when figuring out how to setup and run training (learn from my mistakes!) Me as a new leader: "Great we have 10 topics we want to cover... let's do 1 a week. 2.5 months later we will have covered SO much ground!" 🙃 Training was more of a "box checking" exercise. Someone shared feedback on what they wanted to learn, and it got added to the list Having one 30 or 60 minute training on any topic is never sufficient, and I did the team a disservice So what was missing? And what did I seek to add later? 👉 Focus Instead of 10 topics, we might go into a quarter with 1-2 priority focus areas. The deeper engagement on a narrower topic is not unlike narrowing your focus on a smaller set of ICP accounts This creates room for practice, follow up sessions, different voices delivering the material, and ultimately makes the content stickier 👉 Engagement from other departments Where applicable, involvement from other departments can add incredible value to your training program. For instance, when you are training on a new product category, it is valuable to: - Hear firsthand from Product how it's built - Align your training timeline with Product Marketing so that materials are ready to go as the training commences - Work with Marketing so that messaging aligns to how you can sell it and everyone has the same talking points from day 1 - Work with Rev Ops to identify a market opportunity to apply your learnings - Have Sales Enablement help prepare uses cases in your sales tech stack 👉 A system to encourage accountability Once the trainings are delivered, how do you know that the sales team was paying attention? That can take many forms: - Group activity like pitch practice - Measuring adoption through tools like Gong - Contest/SPIF to encourage initial matching sales activity - Knowledge tests in your LMS (my least favorite) 👉 Repetition There's a reason Sesame Street used to repeat episodes during the week - once wasn't enough to get the message home! While your sales team isn't full of 3 year olds, similar principles apply Bottom line: instead of thinking about any topic as a single "training", think about creating "training programs" for your team 🎓 Tying it all together for a training on "New Product A" Week 1: Product & Product Marketing introduce the new offering Week 2: Outside expert/marketing/leadership deliver the industry POV Week 3: Team gets together to identify prospects and practice the pitch Week 4: Team provides feedback on material and prospecting plans are built incorporating the training Weeks 5-8: Measuring adoption through Gong. Shouting out strong adoption and privately helping laggards identify gaps in understanding Week 6: Short contest to encourage cross/up-sell opportunity creation Week 12: Revisit/Feedback #SalesEnablement #SalesTraining #LeadershipLessons #CorrCompetencies

Partner enablement is often thought of as how we are enabling our partners. But sales teams are the frontline of revenue, and their success often hinges on understanding the value partnerships bring. Many organizations fail to equip sales reps with the tools and training they need to make the most of partner-driven opportunities. If you want your partnerships to truly drive impact, you must tailor enablement for your sales team. Here’s how to get started: 1. Sales reps need clarity on how to integrate partnerships into their process. Make sure your training covers: * The Partner Pitch: What’s the unique value of a partner-driven lead, and how should they position it to the customer? * Co-Sell Opportunities: How do they collaborate with partners during the deal cycle? Define roles and responsibilities for seamless execution. * Engagement Process: What’s the step-by-step process for involving a partner? Whether it’s looping them in for a demo or escalating technical questions, clear guidelines prevent delays and confusion. 2. Provide Easy-to-Use Tools: Sales enablement shouldn’t feel like homework. Create resources that are quick to access and easy to use, like * Quick-Reference Guides: Summarize partner value propositions, key metrics, and FAQs in a single document. * Cheat Sheets for Objections: Offer pre-written responses to common challenges when selling partner-driven solutions. * CRM Templates: Use CRM workflows to automate the partner engagement process, keeping it simple and repeatable. 3. Integrate Training into Sales Routines Don’t overwhelm your sales team with one-off workshops. Instead, embed partnership enablement into their day-to-day routines: * Add partner updates to weekly sales meetings. * Offer bite-sized training videos or guides they can review on-demand. * Celebrate wins from partner-driven deals to reinforce the value of collaboration. 4. Pair new sales reps with a “partnership ambassador” on your team to provide hands-on guidance during their first partner-driven deals. When sales teams understand how partnerships drive value, they become powerful advocates for partner-driven growth.

Just watched a sales leader lose 5 of his top reps after spending months perfecting a "winning" sales methodology that his team HATED. After 18 months of work, the CEO killed his career with six words: "Your team keeps missing their numbers." After analyzing 300+ sales teams and thousands of reps I've identified the exact leadership framework that separates 90%+ quota attainment from the industry average of 60%. The BIG missing piece that most sales leaders miss? Stop running meetings as status updates. And start treating them as PERFORMANCE ACCELERATION ENGINES. Here is the GOLDEN Leadership framework: GROWTH MINDSET: Start every meeting with these 3 strategic elements. → Team member shares industry insight or sales technique (creates learning culture) → Discuss application to current deals (makes learning actionable) → Rotate presenters weekly (builds leadership skills company-wide) This approach increased team knowledge retention by 72% across my client base. OPTIMIZATION SESSION: Have top performers demonstrate and teach these 4 specific skills. → Objection handling techniques (with exact language used) → Discovery questions that uncovered hidden needs → Email templates that generated 80%+ response rates → Closing language that accelerated decisions Use this exact script: "Jeff, you closed that impossible deal with [company]. Walk us through exactly how you handled their [specific objection] so the team can replicate it." LEADERBOARD ACCOUNTABILITY: Create what I call the "Performance Matrix" with columns for. → # of Booked Discovery Calls (activity metric) → New opportunities generated (pipeline metric) → Percentage to monthly target (results metric) → Weekly win or learning (growth metric) DATA & DEVELOPMENT: Each rep inputs and shares three critical elements. → KPIs for the week (leading indicators - 100% controllable) → Sales results (lagging indicators - what they actually sold) → Wins or learnings (development indicators) EXECUTION: Randomly select an AE to role play live. → Use a jar or spinning wheel to pick sales scenarios → Focus on objections, cold calls, or tough situations → Play the difficult prospect yourself → Provide immediate feedback and coaching This gets your team sharper before they jump into their day, and knowing they might be selected drives preparation. NEXT LEVEL MINDSET: End with motivation to conquer the week. → Short visionary speech or gratitude to the team → Positive reinforcement → Ensure they leave with the right mindset This is what they'll remember as they enter their next task or meeting. "REAL RESULTS from this framework: ✅ An IT services client increased sales by 37% in just 30 days ✅ Average rep retention improved from 18 months to 36+ months ✅ Team productivity increased 42% with the same headcount ✅ Top performers stopped taking recruiter calls Hey sales leaders… want a deep dive? Go here: https://lnkd.in/e2iZ7Rmv

LEARNING HOURS CHALLENGES: A SIMPLE HR MECHANISM TO BUILD OWNERSHIP (PLUS MEASURABLE ADOPTION)🎯 In many organizations, learning programs are available but participation and habit-building are the real challenges. One approach that worked well for us is a Learning Hours Challenge: a structured, gamified campaign that moves people from awareness to desire by making the benefits clear and tangible. ✅ WHAT IT IS (IN PLAIN TERMS) 🧩 🎯 Set a clear annual learning expectation (example: 60 hours/year) 🎯 Create milestones that feel achievable: 15 hours (monthly) 30 hours (quarterly) 60 hours (bi-annual / semi-annual) 🎯 Add light incentives (raffles/prizes) to reinforce consistency—without turning learning into a “tick-box” exercise 🎁 WHY IT WORKS (BEHAVIOR + CULTURE) 🧠 💡 Ownership increases attention: when employees choose and track progress, they engage more during sessions 💡 WIIFM becomes real: incentives are not the goal, but they accelerate early adoption 💡 Habit beats motivation: smaller checkpoints (15/30 hours) reduce drop-off and create momentum 🚀 HOW WE DESIGNED THE ECOSYSTEM 📚 Multiple ways to earn hours so learning fits real life: ✅ Formal training programs aligned to role needs ✅ Internal academies / in-house training (captured and logged for visibility) ✅ Self-learning libraries (e.g., digital learning platforms, MOOCs, language learning apps) A simple rule: if it develops capability, it counts ✅ THE HIDDEN HR BENEFIT: CLEANER LEARNING DATA 📊 A challenge like this doesn’t only drive participation—it also improves measurement: 🔥 Encourages teams to register internal learning sessions that typically go untracked 🔥 Creates a more complete view of total learning investment (formal + informal) 🔥 Makes it easier to link learning hours to capability building and workforce planning LEADERSHIP INVOLVEMENT IS THE MULTIPLIER 👥 We also embedded senior leaders early through training needs conversations—so learning offerings reflect real skill gaps, not just “nice-to-have” topics. When leaders see the logic, they sponsor it. When employees see relevance, they commit. IF YOU’RE CONSIDERING THIS IN YOUR ORGANIZATION, HERE ARE 3 PRACTICAL TIPS 🛠 Keep it simple (3 milestones max: monthly/quarterly/bi-annual works well) 🛠 Make tracking frictionless (one place to record hours and evidence) 🛠 Use incentives as a nudge, not the centerpiece (recognition + raffles can be enough) Closing thought 💡 Learning culture doesn’t scale through content alone—it scales through systems that create ownership. A learning hours challenge is one of the lightest systems you can implement with surprisingly strong impact. #LearningCulture #TalentDevelopment #HRStrategy #EmployeeEngagement #Upskilling

Want to ace finance interviews? Learn to master behavioural & fit questions. Technical skills will get you through the door, but behavioural & fit questions determine whether you get the offer. Banks want smart, resilient, and commercially aware candidates who can handle pressure and work well in a team. Here’s how to prepare: 🎤 "Walk Me Through Your Resume" – Crafting a Compelling Story Structure matters → Present your journey in 3 parts: I. Background – Education & early experiences. II. Pivotal Moment & Relevant Experience – What changed/happened? Finance-related internships, leadership roles. III. Why banking? – Connect your story to banking. End with why you're sitting in this interview today. 💡 "Why Investment Banking?" – Show genuine motivation. I. NOT "I like finance and making money." II. INSTEAD → "I enjoy fast-paced, high-stakes environments where I can combine financial analysis with strategic thinking." III. Use specific experiences (internships, case studies, market research) to show this isn’t a random choice. 🏦 "Why Our Bank?" – Be specific. I. Talk about:Deals the bank has done that interest you. II. Firm culture (flat structure, industry focus). III. Conversations with employees (reference any networking chats). 🛠 Strengths & Weaknesses – Be Honest but Strategic I. Strengths – Pick something IB-relevant (analytical skills, attention to detail, resilience). II. Weaknesses – Choose a real one, but show how you're improving (e.g., delegating better, refining communication skills). 🤝 Leadership & Teamwork Examples I. Have at least two stories that show you can lead, collaborate, and solve problems under pressure. II. Use STAR Format → Situation, Task, Action, Result. 💼 Handling Difficult Clients or Deal Teams I. Show professionalism & adaptability. Example: A client pushing for an unrealistic valuation—how do you balance their expectations with market realities? ⏳ Dealing with Tight Deadlines & Pressure I. Investment banking = long hours + urgent deliverables. II. Show how you prioritise tasks, stay organised, and keep composure. ⚖ Ethical Dilemmas in Investment Banking I. Banks want people with strong integrity. Example: Being asked to tweak financials—how do you push back diplomatically while protecting ethical standards? 📊 Showing Commercial Awareness in Interviews I. Be prepared to discuss recent deals, market trends, and macroeconomic factors impacting IB. II. Follow Bloomberg, WSJ, FT and be able to talk about M&A, IPOs, Fed policy, and industry trends. Behavioural questions are predictable—if you prepare structured, compelling answers, you’ll stand out. Which behavioural question do you find hardest to answer? Follow me, Afzal Hussein, to break into finance faster. #Careers #Finance #Students