Our Workplace Wellbeing Consultant, Davina Jenkins has a real passion for people, and brings a refreshing mix of experience, humour, and heartfelt insight to everything she does. We caught up with her to find out more about her journey into Learning and Development, her surprising adventures outside of work (spoiler: it involves Everest!), and her take on creating impactful, meaningful learning experiences.

From why Training Needs Analysis is often overlooked to her dream of running a month-long mindfulness retreat, her answers offer a brilliant glimpse into the expertise and energy she brings to the world of workplace learning.

If you weren’t in the Learning and Development field, what career do you think you would have pursued?

This is a tough one to answer because, like many people, I sort of ‘fell into’ the Learning and Development field. My career began as a Trainee Manager for Sainsbury’s, where I worked in customer service, regional operations, and head office on an operations project. From there, I transitioned into a training role supporting new stores and refurbishments, and the journey in Learning and Development just grew from there.

However, if I hadn’t ended up in L&D, I could see myself in a career focused on health and wellbeing. I’ve always had a keen interest in holistic health, which led me to qualify as a holistic therapist. The ability to support people in a way that supports their mental and physical wellbeing is something I’m truly passionate about. If I had taken a different path, I could imagine myself combining my skills in health with coaching or therapy, helping people improve their overall quality of life in a holistic manner.

What’s one book, podcast, or TED Talk that has influenced your approach to training and development?

One book that stands out is The Adult Learner: The Definitive Classic in Adult Education and Human Resource Development by Malcolm Knowles. I actually bought my copy in San Francisco at Barnes & Noble, and it’s still on my bookshelf 18 years later! The book emphasises the importance of understanding how adults learn, which is essential when designing effective training programmes. It really helped me shift my perspective from just delivering content to creating learning experiences that are meaningful and tailored to the real-world needs of the learners

What’s something surprising about you that your colleagues might not know?

One surprising thing my colleagues might not know is that I’ve trekked to Everest Base Camp! It was an unforgettable experience, but one of the highlights was spending a night in a Buddhist temple, surrounded by thick fog. The atmosphere was so serene and peaceful, it felt like the closest I’ve ever been to full mindfulness. That moment really sparked my interest in mindfulness practices, which I’ve tried to incorporate in my life ever since.

Another fascinating part of the trek was experiencing the power of oxygen at higher altitudes. At Everest Base Camp, the oxygen levels are only about a third of what they are at sea level. After reaching the top, I felt the difference – when we began descending, we shaved two days off our trek as the rush of oxygen made me feel so energised, I was practically running down the mountain! The whole experience taught me a lot about resilience, presence, and the importance of being in the moment.”

If you could design your dream training session (on any topic), what would it be and why?

My dream training session would be a month-long mindfulness and yoga retreat in a tropical paradise! I mean, what’s not to love about a month in a beautiful setting, right? It would focus on the mental and emotional wellbeing of employees, teaching mindfulness techniques to manage stress, improve focus, and enhance productivity. I truly believe that integrating wellness into the workplace is becoming more and more important. Employees who feel supported emotionally and mentally are more likely to perform better and stay engaged. Plus, a little bit of sunshine and yoga never hurt anyone!

In your experience, what’s the most common mistake organisations make when it comes to Training Needs Analysis?

The most common mistake I see is organisations not spending enough time on the Training Needs Analysis (TNA) process. They might rush through the questions or take the initial responses at face value, without digging deeper to understand the root causes of performance gaps. TNA should be a detailed, ongoing process that involves clear communication with key stakeholders and a thorough understanding of the actual needs of the workforce. L&D need to keep asking questions until they really solidify the learning need.

You’ve mentioned previously that training design goes beyond just “fancy slides” – what are the key elements that make a training programme truly engaging and effective?

For me, the key elements of an engaging and effective training program are:

• Knowing your audience: Understanding the learners’ needs, challenges, and experiences ensures the content is relevant.
• Active engagement: Training should involve the learners through discussions, activities, and opportunities to apply knowledge in real-life scenarios.
• Humour and relatability: A little humor goes a long way in making training feel less like a lecture and more like an experience.
• Clear objectives and outcomes: Setting clear expectations for what participants should achieve by the end of the session ensures everyone is aligned.

What’s one of the most memorable or impactful training sessions you’ve ever delivered, and what made it so successful?

One of the most memorable sessions I delivered was for new managers in the care sector. They hadn’t come across Maslow’s Hierarchy of Needs before, and when we discussed it, they were really struck by how relevant it still is today. Understanding the importance of addressing their team’s basic needs before expecting performance transformed how they approached their jobs. It was rewarding to see them shift their focus to providing emotional support and creating a positive environment, which made a real difference in how their teams performed. There was also another time when someone decided to plug in their straighteners at the back of the room and start doing their hair whilst I was delivering the session! Still makes me laugh to this day! 

Training evaluation is often overlooked – what advice would you give to organisations to ensure they measure the true impact of their learning programmes?

My advice would be to focus on the long-term impact rather than just post-training satisfaction surveys. Implement a robust evaluation process that includes both quantitative and qualitative data. For example, follow-up assessments, one-on-one interviews, or observing behaviour change in the workplace can provide a better understanding of the true impact. It’s not just about whether the participants liked the session, but whether they’re applying what they’ve learned and if it’s driving performance improvements.

How do you think AI and technology are changing the way we approach workplace learning and development?

AI and technology are transforming workplace learning by offering more personalised, scalable, and flexible learning experiences. Adaptive learning platforms, for example, can tailor content to individual learners based on their performance, making training more effective. Additionally, the use of AI-driven analytics helps measure engagement and identify areas for improvement, enabling organisations to make data-driven decisions about training. Technologies like virtual and augmented reality are also opening up exciting new possibilities for hands-on learning experiences that were once difficult to replicate.

If you could give one piece of advice to someone new to L&D about making training initiatives successful, what would it be?

My advice would be to always start with the end in mind (inspired by  Stephen Covey’s The 7 Habits of Highly Effective People!) Understand the business goals and learner needs first, and then design the training to align with those objectives. It’s easy to get caught up in developing content that you think is interesting, but it’s essential to focus on outcomes that will make a real difference to the learners and the organisation. Collaboration with stakeholders is also key to ensuring the training is relevant and impactful.