Mindset shifts for corporate Learning and Development teams in 2021

"Those involved in 'education' have three options:

1) Make changes within the system

2) Press for changes to the system

3) Take initiatives outside the system."

Sir Ken Robinson

This is another post offering a shift in mindset for leaders responsible for enabling organisational learning. I make no apologies for this.

The status quo in this area is strong and pervasive as it still serves the needs of all the players well. My position runs contrary to this passivity and inertia:

I believe that the new combined forces of business model disruption (away from workers as standardised resources), and rising expectations of intentional employees (now seeking to contribute fully and openly) create a perfect storm for the old industrial education model and those who've benefited from it.

This new context presents an opportunity - to reposition the role, priorities and success measures for organisational 'Learning and Development'.

Some choices for mindset shifts for corporate 'L&D' teams:

From reinforcing the status quo to facilitating new possibilities.

From gatekeeper to enabler.

From 'emergency call out engineers' to platform creators.

From compliance focused to enrolment focused.

From transacting 'fixed skills for fixed roles' to creating the expectations and conditions for continual learning.

From a content and consumption focus to enabling agency and self-determination.

From management to leadership.


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.

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