Barriers to performance worth focusing on

"Leaders, lifelong learners, learning organisations, learning cultures ... the rhetoric is deafening. In practice this means more 'courses'."

Donald Clark

Most investments in organisational learning (courses and programmes) are performative theatre. To enable genuine, sustainable, performance change, shift focus towards:

Creating and incentivising social structures that accelerate collaborative problem solving

Defining the new capabilities now needed for the organisation to become 'future fit'

Deliberately adjusting goals, incentives, rewards, structures, rules, processes and information flows (AKA 'the system') to enable the new capabilities to emerge and establish

Facilitating new connections and team working

Prioritising creation of more capacity for questions and reflection

Challenging and supporting leaders (raised on process compliance and contracting out responsibility for peoples' development) to redefine 'learning' beyond (just) attending training.

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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