Recap - Five fundamental L&D building blocks

"We need to make a shift from the institutional model of scalable efficiency to a model of scalable learning." 

John Hagel

Five fundamental building blocks for an effective corporate Learning and Development operating model:

1. A performance and change oriented vision; a clear and compelling 'appetite statement' (beyond 'provide training material and manage events')

2. A focus on enabling team and organisational performance; (over 'fixing individuals through attending training and consuming content')

3. A solution design ethos that capitalises on how people learn - namely through their everyday work and their networks (over formal learning 'interventions', separated from work)

4.  A solution design approach focused on employees' tasks to be done and concerns to be addressed (beyond vague 'understand...' and 'be aware of...' goals)

5. Performance oriented success criteria; (beyond 'course attendance', 'content consumption' and 'happy sheet feedback')  

Disclaimer: The current role, focus, and priorities of an L&D team will only reflect the system* within which it currently operates. A new role, focus and priorities for an L&D team could be outcomes of a new system* - which is owned by management.

* The choice of goals, incentives, rewards, structures, rules, processes, metrics, information flows - as determined by the current underlying beliefs and assumptions of management.