Development Beyond Learning

We’re thrilled to announce that we’ve been named a Finalist for Early Careers Initiative of the Year at the British Training Awards 2025! 🎉

With over 360 entries from organisations across the UK, competition was fierce, and we’re honoured to be recognised among such inspiring peers who are shaping the future of talent development. Our commitment to bridging the gap between education and the workplace—and empowering the next generation—remains at the heart of everything we do.

We will see you at the awards ceremony in Covent Garden, London, on 8th July 2025 at the iconic Grand Hall of the Grand Connaught Rooms. Congratulations to all the finalists, and thank you to our team, partners, and clients for your ongoing support!

Stay tuned for updates—and wish us luck! 🍀

We’re excited to share that our Founder and Chairman, Josh Mackenzie, recently joined Tim Bond on the Enterprise Thought Leadership podcast to explore how the shift from AI literacy to AI fluency is reshaping the skills needed for graduates and early career talent.

In this insightful episode, Josh dives into:

🎙️The crucial difference between AI literacy (technical know-how) and AI fluency (the human skills to use AI wisely)
🎙️Why self-awareness and resilience are still the biggest skills gaps for young professionals-even in an AI-driven world
🎙️How employers can prepare early career talent to thrive alongside digital colleagues, not compete with them
🎙️The new role of “agent bosses” who manage both people and AI
🎙️Pitfalls to avoid, like the “trust trap” (over-relying on AI) and the “speed trap” (sacrificing quality for speed)
🎙️How personalised, AI-enabled learning is transforming corporate training

Josh’s message is clear: as AI takes over more routine tasks, it’s our human skills, judgment, adaptability, and emotional intelligence-that will set us apart.

🎧 Listen to the full episode and discover how to future-proof your talent strategy: https://eu1.hubs.ly/H0k8YLg0

Feeling frustrated with your Gen Z staff? The answer isn’t more meetings or stricter policies-it’s “overcommunicate.”

Our latest article explores why organisations must over-communicate to truly connect with Gen Z talent, drawing on insights from our recent webinar with our Founder and CEO Josh Mackenzie and Gen Z thought leaders Victor Sonaya, Patrick Quinton Smith, and Hanna Maclachlan.

The message is clear: overcommunication isn’t about bombarding young employees with messages, but about ensuring clarity, transparency, and context at every step. With 44% of 18- to 24-year-olds reporting feelings of isolation at work, sharing expectations and unwritten workplace norms helps create belonging and trust. Gen Z expects instant access to answers and values leaders who start with the “why”-building trust and boosting engagement.

As seen in The Times: “Gen Z employees expect transparency.” Clarity and transparency foster stronger connections, higher engagement, and lower stress for young professionals. Gen Z expects regular, intentional check-ins and open dialogue, not assumptions or guesswork. By choosing clarity over assumption, organisations can build trust, boost productivity, and create workplaces where everyone thrives.

If you’re ready to connect with the next generation, it’s time to communicate more-and communicate better.

https://eu1.hubs.ly/H0j-4PD0

Last week we had a fantastic day at the ISE Student Development Conference! It was a pleasure connecting with so many passionate professionals focused on building tomorrow’s workforce and sharing ideas on skills, growth, and success.

Our keynote session went really well, and we truly enjoyed the engaging discussions throughout the event. Thank you to everyone who joined us and contributed to such a dynamic atmosphere. 🔗

If we didn’t get a chance to connect in person, please don’t hesitate to reach out to Josh Mackenzie on LinkedIn or via our contact us page-we’d love to continue the conversation!

https://eu1.hubs.ly/H0j-4JQ0
https://eu1.hubs.ly/H0j-4_x0

Outsourcing training can bring fresh expertise and industry best practice into your organisation, but as highlighted in this Training Journal article, it’s not without its challenges.

At DBL, we’re proud to say these are exactly the challenges we solve. We don’t believe in one-size-fits-all. Instead, we work closely with our clients to understand their culture, get to the root cause of their development needs, and tailor every programme for maximum relevance and impact. Our world-class trainers are not only subject matter experts but have a proven track record of high evaluation, ensuring every session is engaging and actionable.

So, while outsourced training can sometimes feel generic or disconnected, our approach delivers the best of both worlds: external expertise combined with deep partnership and true customisation. If you’re looking for training that fits your people, your goals, and your culture, let’s talk.

https://eu1.hubs.ly/H0jXQDn0

In-house training vs. outsourcing: A breakdown of pros and cons - Should you keep training internal to the organisation or bring in the experts for an objective approach? Mia Barnes weighs up the practical, cultural and financial trade-offs that shape effective […]

We’re excited to be attending the ISE Student Development Conference 2025 today, focused on Building Tomorrow’s Workforce: Skills, Growth, Success.

Our Founder and CEO, Josh Mackenzie, is leading a session on Building Human Skills in Early Talent: Evidence-Based Approaches for Future-Ready Development. In this interactive session, Josh will share insights from the latest LDP Survey alongside Development Beyond Learning’s expertise to explore how organisations can future-proof their early talent programmes.

Through live polls, group discussions, and practical activities, attendees will discover innovative strategies for developing human skills, creating engaged learning communities, and designing adaptive talent pathways. This session combines empirical research with hands-on approaches to equip you with actionable ideas for transforming early career development to meet today’s challenges and tomorrow’s workforce needs.

Looking forward to connecting and sharing ideas with fellow L&D professionals passionate about shaping the future of early talent!

AI is rapidly transforming the world of work, but not all roles are equally affected. According to new global data, HR managers are the corporate role least at risk from AI disruption, with an average ‘AI impact’ score of just 1 out of 100. While specialised tech and data roles are seeing significant automation, people-focused positions like recruiters and talent managers are experiencing minimal change.

This shift highlights a crucial trend: as AI takes on more repetitive and analytical tasks, the uniquely human skills at the heart of HR-empathy, communication, and relationship-building-are becoming even more valuable. The future isn’t about AI replacing humans, but about humans and AI working together to create smarter, more inclusive workplaces.

How is AI changing your role or your team’s focus? Are you seeing new opportunities to leverage technology while doubling down on the human touch? Share your experiences below.

https://eu1.hubs.ly/H0jSJJD0

A new study from MetLife UK reveals that a quarter of UK adults struggle to make decisions while grieving-a powerful reminder of how deeply loss can affect our ability to function at work. 💜

Grief isn’t just a personal journey; it’s a workplace reality, too. When employees are grieving, even simple decisions can feel overwhelming. This highlights the crucial role employers and HR teams play in supporting colleagues through bereavement.

So, how can organisations help?

🟣 Lead with empathy: Open, compassionate conversations and sincere condolences go a long way in making employees feel seen and supported.

🟣 Offer flexibility: Consider extending bereavement leave, allowing remote work, or adjusting workloads to accommodate individual needs during this difficult time.

🟣 Provide resources: Signpost employees to professional support, such as counselling or Employee Assistance Programmes, and encourage peer support where appropriate.

🟣 Train managers: Equip leaders with the skills to handle bereavement sensitively, ensuring they know what to say (and what not to say) and how to offer practical help.

🟣 Keep communication open: Regular check-ins and clear information about available support can help employees feel less isolated and anxious about returning to work.

Supporting grieving employees isn’t just compassionate - it’s essential for building a workplace culture where people feel valued and cared for, even in life’s most difficult moments.

Let’s create workplaces where everyone feels safe to bring their whole selves-even through grief.

https://eu1.hubs.ly/H0jJ9WJ0

How can HR support grieving employees? - HR Magazine A quarter (25%) of UK adults struggle to make decisions when grieving, according to research findings published by employee benefits provider MetLife UK.

On this ANZAC Day, we pause to remember and honour the courage, sacrifice, and enduring spirit of all Australians and New Zealanders who have served—past and present—in times of war, conflict, and peacekeeping operations.

This year marks the 110th anniversary of the Gallipoli landings, a moment that began a tradition of remembrance that continues to unite. We reflect on the more than 1.5 million who made the ultimate sacrifice for freedom.

ANZAC Day is more than a date in history; it is a time to come together in gratitude and respect. At dawn services and commemorative events across Australia, New Zealand, and around the world, we remember their stories, their bravery, and the values they stood for—courage, mateship, and endurance.

Today, we honour their legacy. We will remember them.
Lest we forget.

🌟 From Decoding to Re-coding: The Evolving Role of Managers 🌟

As we wrap up our Decode the Workplace campaign, we’re shifting focus to something equally critical: Emerging Managers and how their roles are being reshaped in today’s fast-changing world.

With AI transforming the workplace, managers face new challenges that require re-coding their approach to leadership. But which area is feeling the greatest impact in your organisation? 🤔

💬 Tell us: Which management challenge is most affected by AI in your organisation?

1️. Team communication & collaboration
2️. Performance management & feedback
3️. Learning & professional development
4️. Strategic decision-making

Drop your answer below and let’s start the conversation! 👇
Stay tuned for insights, tools, and strategies to empower the next generation of managers.