by Harald Overaa
Harald’s Curious Corner is where curiosity meets connection. Harald chases that question with a guest, gathers perspectives from voices across the industry, and then steps back to reflect on what it all means. The show unfolds like a story arc, part exploration, part roundtable, part reflection, blending imagination with analysis. The result: trusted insights, meaningful conversations, and forward-looking takeaways that shine a light on where learning is headed next.
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Publishing Since
11/4/2025
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July 1, 2026
<p>"You won't exist in five years' time if you're not accelerating learning around the organisation."</p><p>That line from Nigel Paine captures exactly what's at stake for every leader still treating learning as optional. As a globally recognised learning strategist, author, and former Head of Training and Development at the BBC, Nigel has spent decades advising organisations on why knowledge sharing, connection, and culture are not soft ideas, they are survival strategies.</p><p>This conversation centres on what Nigel calls the connected organisation. He makes the case that when a star performer leaves and takes their knowledge with them, it is not just inconvenient, it is a catastrophe that was entirely preventable. He challenges L&D professionals to stop reacting to training requests and start operating like architects: designing systems that capture tacit knowledge, build genuine connection across teams, and create the conditions where learning can travel fast enough to keep pace with change.</p><p>His view is both urgent and practical. L&D should not be delivering courses on demand or solutioning before understanding the problem. It should be earning a seat at the executive table by asking better questions, doing real fieldwork, and building the kind of organisational brain that makes the whole stronger than the sum of its parts.</p><p><strong>Some curious takeaways:</strong></p><ul><li>Star performers leave, but the knowledge loss was always preventable</li><li>Culture matters more than the spaces you build for connection</li><li>Understand the problem before you reach for a solution</li></ul><p><br>Episode highlights:<br>(00:00) Welcome to Harald’s Curious Corner<br>(01:12) Why knowledge loss is the real cost when star performers leave<br>(02:58) The connected organisation and how knowledge should flow<br>(03:18) L&D as architects of learning and knowledge systems<br>(08:28) How to build quality connections, not just more meetings<br>(14:42) Culture vs infrastructure: what actually enables learning<br>(16:31) Defining culture as the way we do things around here<br>(17:56) Why L&D goes wrong by assuming they know the problem<br>(22:52) Purpose and vision as the antidote to solutioning<br>(24:14) Why buying tech before understanding the problem fails<br>(29:55) Building the organisational brain and winning exec buy-in<br>(32:55) What good fieldwork looks like for executives and CHROs<br>(34:51) Make mistakes, keep learning, and stay ahead of change</p><p>Connect with the guest:<br>Nigel Paine on LinkedIn: https://www.linkedin.com/in/nigelpaine/ <br>Explore Nigel Paine’s website: https://www.nigelpaine.com/ </p><p>Follow me on the following sites:<br>Harald Overaa on LinkedIn: https://www.linkedin.com/in/haraldovera/ <br>Subscribe to Harald’s Newsletter: https://www.linkedin.com/newsletters/6901795950403186688/</p>
June 25, 2026
<p>"You can't make people learn. You can make them do tricks."</p><p>That line from <a href="https://www.linkedin.com/in/katjaschipperheijn/">Katja Schipperheijn</a> cuts to the heart of what's broken in how most organizations think about learning. As a globally recognised learning strategist, and Co-Founder at <a href="https://thelearningmindset.org/">The Learning Mindset Organization</a>, Katja has spent years advising C-level leaders on why capability building requires more than technology, content, or another AI project.</p><p><br></p><p>This conversation centers on the ideas behind The Learning Mindset and the new 2026 edition of Learning Ecosystems. Katja shares why The Learning Mindset is rooted in the deeply human side of learning, from imposter syndrome and anxiety to neuroscience, labels, and the need to help people feel capable again. She also explains how Learning Ecosystems has evolved into a more global, holistic view of cognitive learning architecture, where culture, technology, data, and human behavior all shape whether learning can truly take root.</p><p><br></p><p>Her view is both human and strategic. Learning should not be something people are forced into or measured through outdated frameworks. It should be designed like a garden, built with care, rooted in trust, and eventually strong enough to grow on its own.</p><p><br></p><p><strong>Some curious takeaways:</strong></p><ul><li>Lead with imagination and consilience, not just technical skills</li><li>You cannot mandate learning, behaviour change needs a different approach</li><li>Trust and a lack of human wisdom pose a greater obstacle to the adoption of AI than the technology itself</li><li>AI amplifies imposter syndrome and undermines psychological safety. <p></p></li></ul><p><strong>Episode highlights:</strong></p><p>(00:00) Welcome to Harald’s Curious Corner</p><p>(01:09) Why human skills matter more than tech skills</p><p>(02:12) From learning ecosystems to a learning mindset</p><p>(07:41) Why organisations approach AI with the wrong mindset</p><p>(13:33) Trust and imposter syndrome blocking AI progress</p><p>(18:09) AI regulation and the EU Act divide</p><p>(21:49) Why imagination and consilience are the future competencies</p><p>(17:14) Debunking neuroscience myths in learning</p><p>(23:33) Lean learning and why social learning is being wasted</p><p>(27:21) Breaking down silos for holistic capability building</p><p>(33:52) Measuring performance beyond Kirkpatrick</p><p>(37:22) Buy, build, borrow, bot approach to capability</p><p>(40:08) Ethical risks of AI and losing practical wisdom</p><p>(41:53) Why corporate structures block interdisciplinary learning</p><p>(43:25) The Learning Mindset and Learning Ecosystems</p><p><br><strong>Connect with the guest:</strong></p><p>Katja Schipperheijn on LinkedIn: <a href="https://www.linkedin.com/in/katjaschipperheijn/">https://www.linkedin.com/in/katjaschipperheijn/</a> <br>Explore Katja’s website: <a href="https://katjaschipperheijn.com/">https://katjaschipperheijn.com/</a> </p><p>Explore The Learning Mindset Organization: <a href="https://thelearningmindset.org/">https://thelearningmindset.org/</a> <br>Explore Katja’s book Learning Ecosystems, 2026 Edition: <a href="https://www.koganpage.com/hr-learning-development/learning-ecosystems-9781398629899">https://www.koganpage.com/hr-learning-development/learning-ecosystems-9781398629899</a> <br>Explore Katja’s book The Learning Mindset: <a href="https://www.amazon.com/Learning-Mindset-Combining-Competencies-Technology/dp/1398617342">https://www.amazon.com/Learning-Mindset-Combining-Competencies-Technology/dp/1398617342</a> </p><p><br></p><p><strong>Follow me on the following sites:</strong></p><p>Harald Overaa on LinkedIn: <a href="https://www.linkedin.com/in/haraldovera/">https://www.linkedin.com/in/haraldovera/</a> </p><p>Subscribe to Harald’s Newsletter: <a href="https://www.linkedin.com/newsletters/6901795950403186688/">https://www.linkedin.com/newsletters/6901795950403186688/</a></p>
June 18, 2026
<p>“Enablement is not content. Enablement is context.”</p><p>That line from <a href="https://www.linkedin.com/in/rochana/">Rochana Golani</a> captures the shift happening inside <a href="https://www.databricks.com/">Databricks</a>. As VP of Learning and Enablement, Rochana is helping one of the world’s fastest-growing technology companies rethink what learning becomes when the business is moving quickly and the product is constantly evolving.</p><p>This conversation is about what happens when enablement stops being treated as a content function and starts becoming a way to build real capability. Rochana shares how Databricks connects learning to business outcomes, why data should sit at the centre of any enablement strategy, and how AI is changing what personalised learning can look like in the flow of work.</p><p>Her view is practical and ambitious. Learning should become so embedded in the work that people no longer have to stop and think, “I need to go learn something.” It should show up at the moment it matters.</p><p><strong>Some curious takeaways:</strong></p><ul><li>Start with the business problem before building any learning experience</li><li>Use data to understand where capability is missing and where enablement can create impact</li><li>Shift from content delivery to context-driven support that helps people perform in the moment</li></ul><p><br></p><p><strong>Episode highlights:</strong></p><p>(00:00) Welcome to Harald’s Curious Corner</p><p>(01:33) Moving from training to capability building</p><p>(04:25) Proving learning impact through data</p><p>(07:16) Building an academy around real business needs</p><p>(09:57) Why enablement should start with data</p><p>(16:21) How AI changes the scale of learning</p><p>(27:038) Making personalised coaching part of the work</p><p>(31:51) Translating skills for customers and partners</p><p>(38:01) Measuring the return on capability building</p><p>(42:49) What effortless learning could look like</p><p><strong><br>Connect with the guest:</strong></p><p>Rochana Golani on LinkedIn: <a href="https://www.linkedin.com/in/rochana/">https://www.linkedin.com/in/rochana/</a> </p><p>Explore Databricks: <a href="https://www.databricks.com/">https://www.databricks.com/</a> </p><p><br></p><p><strong>Follow me on the following sites:</strong></p><p>Harald Overaa on LinkedIn: <a href="https://www.linkedin.com/in/haraldovera/">https://www.linkedin.com/in/haraldovera/</a> </p><p>Subscribe to Harald’s Newsletter: <a href="https://www.linkedin.com/newsletters/6901795950403186688/">https://www.linkedin.com/newsletters/6901795950403186688/</a></p>
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Harald’s Curious Corner is where curiosity meets connection.
Harald chases that question with a guest, gathers perspectives from voices across the industry, and then steps back to reflect on what it all means. The show unfolds like a story arc, part exploration, part roundtable, part reflection, blending imagination with analysis.
The result: trusted insights, meaningful conversations, and forward-looking takeaways that shine a light on where learning is headed next.
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