Align, Enable or Disrupt?

"If you do not change direction, you may end up where you are heading."

Lao Tzu

'As a Learning and Development function are we seeking to align, to enable or to disrupt?'

Can be a helpful way to frame your goals. For examples:

The L&D function aligns organisational learning to organisational development and culture

The L&D function aligns our organisational learning strategy to brand and business goals

The L&D function aligns goals, strategy and tactics to the capabilities needed to develop a more adaptable and differentiated organisation

The L&D function enables the expectation of and conditions for learning from, through and at work

The L&D function enables a more connected, empathetic and psychologically safe work environment

The L&D function enables every employee to connect with the people, experiences and opportunities to grow their confidence, connection and contribution

The L&D function is deliberately disrupting the current collective mindset around 'maintaining control'

The L&D function is deliberately disrupting the current organisational model which is based on competitive silos and rewarding (only) individual performance

The L&D function is deliberately disrupting the current management model where our people are managed as 'human resources' and assigned a fixed role to 'execute' as part of the system. 


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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