“Leadership has two main functions. One is to see the vision and develop the strategies that lead towards it. The other is to create an environment which makes it possible to implement the strategies." Russell Ackoff I love this quote because it challenges leaders to think about their organisations as connected systems. It can help them to reflect on two questions: Is our direction clear and compelling? and Does the way we currently think and work together (our environment) set us up for success? Here’s my list of some characteristics of dysfunctional work environments; (there are many more). If these are the current outcomes of the way that an organisation thinks and works together, then new success is always less likely: Attempting to go somewhere new via old thinking Doing the wrong things righter Unwillingness to look inward and acknowledge responsibility ‘Leadership’ as only directing, pace setting, mandating ‘Leading’ as enabling doing Administrative competence as the goal A

"To change performance, we need to change system design. To do that requires a change in our thinking, a change in our assumptions and beliefs.”  Hermanni Hyytiala Some ideas for new thinking, assumptions and beliefs for corporate L&D: The L&D function only exists to enable the organisation to change   ‘Education’ is no longer our default 'L&D' approach - because it is no longer our goal to develop only ‘standardised’ workers Support and challenge the Leadership team to embed learning into the way the business thinks and grows Focus on creating the supportive environment now needed to accelerate learning at all levels of the organisation Ensure clarity and alignment between 'L&D's' goals, their enabling strategies and the appropriate supporting tactics and tools I  work with organisations who want learning to be an enabler of change and growth