"Long term thinking eliminates a lot of poor behaviour." Shane Parish  Typical status quo questions that corporate L&D team still (only) have to satisfy: 1. Is 'a solution' available to people? 2. Have people completed 'the solution'? 3. Was 'the solution' provided as expected? (= familiar) 4. Was 'the solution' well perceived?

"Busy-ness and mock management is a cover for our inability to address the real issues." Sarah Hall One for senior execs. to check with their L&D leaders and their budgeting and impact plans: Valid reasons to create more / new 'learning resources': 1. To provide a realistic opportunity for the worker to practice agreed performance standards (application) or 2. Provide a helpful reference that can be used by the worker at the point of need (when memorisation isn't required). Everything else is (probably) performative busy work.  

"We have to stop conservative views being presented as a valid alternative to progressive views. The opposite of progressive is regressive." Rob England The status quo of corporate learning has two defining features: 1. A single minded focus on formal learning 'solutions' 2. Formal learning 'solutions' that aren't focused on performance improvement. The (inevitable) result is more battery farmed, narrow and unimaginative ideas. Reinforcing to what is expected and 'normal'. (I worked with a multinational organisation once with senior leaders who asked ' Why on earth would we provide employees with books to read? - that's not 'L&D's' job .').