On the Learning and Development function being "more like Marketers"...


Lots of noise on the topic of L&D being more like the marketing department. This seems to mean using new broadcast tools to interrupt busy workers and try to convince them they should do what L&D thinks is good for them.

For L&D teams determined to lead real change, it can be helpful to apply some marketing 'brand building' rigour to sharpen the focus:

In four simple statements, define:

The current context of work and learning in your organisation;

The current problems for employees and managers that need to be solved and why;

How the L&D strategy helps to provide solutions to their problems;

The impact of successfully implementing the strategy (and not) for the success of the organisation


Hone this until it is unmistakably clear and sharp for everyone who needs to understand it

(Next, what and who needs to be aligned in your organisation for your L&D strategy to start to drive change?)


Paul helps L&D teams to connect the disconnected 
I work as a thinking partner and advisor with mid sized, value oriented companies going through significant change. I help you to build new capability and mindsets through shifting your approach to organisational development.

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