3 ways for Learning and Development teams to move on from 'training programme management'



"Bureaucratic interventions are not well equipped to deal with novelty, diversity and complexity. They want to measure things in simplified or condensed ways, develop standardised responses and centralise authority to control and coordinate them."

Sidney Dekker

I think there are three connected steps that can enable L&D teams to move on from their traditional training programme management role. (If they are choosing to do so in 2020).

1.  Acknowledge and embrace the work of 'L&D' as leadership work. Actively and openly seeking to make change happen in the organisation.

2.  Re-balance their investments (of time, effort, money and relationships) away from the industrial goal of developing compliant workers on behalf of Management.

3.  Re-balance the default focus on education ("school at work") with enabling people to learn through experiences and exposure.

Linked to this it's helpful to think about the spread of investment by L&D across teaching people what we already know, spreading what works (from the people who really know best) and making space to develop brand new knowledge.

It really is a question of choices - L&D are what they spend their time on.


Paul helps L&D leaders to see what might be possible and to fulfill their potential 

 https://www.jocelynconsultingltd.co.uk/




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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