New questions to help define new learning goals

"In times of change, learners inherit the earth, while the learned find themselves beautifully equipped to deal with a world that no longer exists."

Eric Hoffer

Some alternative questions to pose when defining goals for organisational learning. (NB. goals are not tactics, tools, technologies, operations, administration or marketing).

What matters most to the organisation and why?

What matters most to the 'L&D' team and why?

What differentiates the organisation?

What differentiates the approach to enabling learning?

How are the L&D team enabling change?

How do you define 'learning'?

Who benefits most from this definition?

How can the organisation learn faster?

What are the barriers to learning faster?

What does the organisation need to 'unlearn' and why?

What would happen if the L&D team did nothing new?...


Dynamic organisational development 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.

Comments

  1. Unknown3 August 2021 at 08:14

    I love this one "What differentiates the approach to enabling learning?" It is so often missing or interpreted through the lense of the deliverer not the learner.

    ReplyDelete
    Replies
    1. Paul Jocelyn 3 August 2021 at 08:49

      Thanks for taking the time to comment - I agree! I think there's often a lack of empathy towards the real work challenges people are facing and why...
      Paul

      Delete

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