Do you have an ambition?

"A lack of transformative change cannot be compensated by working harder (or funding harder) at incremental change."

Dr Elizabeth Sawin

I'd argue there are only two types of 'transformative' ambition in 'corporate learning':

1. Actively working to change the environment.

This means L&D leaders deliberately working and lobbying to change a current organisational system which limits continual learning and performance potential. 

This is hard, (inevitably) politically dangerous, and brave work. It requires a systemic perspective and a willingness to move as far and as fast as needed with leaders who will typically resist. 

(What limits continual learning in most organisations - where 'learning' is re-defined beyond education - are choices of policies, processes, incentives, rewards, and measurement). 

Where changing the environment is too much, too soon - or clearly futile:

2. Actively working to re-set design standards to maximise performance improvement; (acknowledging that the potential for positive impact will be limited by the organisational system).

Clearly defining the difference between education and training. Providing the performance impact focused tools, templates and standards to select the right approach and measure its impact. 

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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