Limiting beliefs in corporate Learning and Development teams

"People who suffer most from a given state of affairs are paradoxically the least likely to question, challenge, reject, or change it. Fear and desperation narrow people's vision... we seek familiarity and order over uncomfortable truths."

Adam Grant


20 limiting beliefs in corporate Learning and Development functions:

"We don't have permission to change the organisation."

"Our work is way downstream of 'Business Strategy'."

"Learning design standards will compensate for a lack of explicit learning strategy."

"'Solutions' are always the answer."

"We are judged on our tactics."

"'Business as usual' is a success measure."

"Learning technologies will change the status of the L&D function."

"We are an information delivery function."

"We need certainty in order to make progress."

"We need to give people what they want."

"We don't have a 'learning culture' here."

"Individual performance improvement is the priority."

"'High performance' means people who comply well."

"The content is our learning strategy."

"Everybody understands our role."

"We're always the last to know..."

"Providing access to resources is the main goal."

"Our "learners" need teaching."

"If more people knew about our 'learning offer' everything would be different around here."

"We just need to make the training better..."


Dynamic organisational learning strategy for mid sized companies

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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