Redesign your organisation to thrive in a complex world.
I help ambitious, mid sized companies going through significant change build new capability. My goal is to help your business to compete in an increasingly complex world.
“We don’t learn fast enough here” is a symptom. It could be a symptom of your learning strategy being too passive, too conventional or too focused on control. It definitely means your approach to learning isn’t disrupting the status quo.
Learning is the most powerful accelerator of change and growth. To capitalise means helping your people to be as good at learning new things as they are at executing on what they already know.
Do you need to create this environment to accelerate change? You’ll need a clear learning ‘philosophy’ and approach, connected to the right principles and tools. You’ll also need to build the capability of your managers and your HR / L&D function to accelerate your new strategy.
Four ways I can help:
- Systematically review your current learning strategy and make insightful recommendations that improve it
- Help you set out a new, ambitious, growth focused learning strategy for your business
- Help you develop a new learning operating model that changes why, how and where your people learn
- Work with you to reshape your L&D / Capability team and their priorities for now, and the future
As an independent advisor and thinking partner I’ve worked with evolving businesses including Atalian Servest, Capgemini, Coty, Dyson, Fortnum & Mason, Kwik-Fit, Lidl UK, Nomad Foods, Ricoh, Samsung, Specsavers and VolkerWessels, helping them to think differently and reset their learning strategy.
You can read testimonials from business leaders I’ve worked with below and on the other pages of my website.
“Paul has been working with us on our strategic path towards increasing the value add of retail training to commercial business performance. He has challenged and supported us in equal measure, asking some amazing questions that have disrupted our thinking and set us on a new trajectory.”
- Holly Hurkett, Head of Retail Learning & Development at Specsavers
I can help you if...
Your current approach to organisational learning isn’t developing the new capability and thinking you now need
Your teams need to adapt, innovate and solve new problems
Your people have high expectations of learning from you
Your business and learning strategies need to be 100% ‘in sync’
‘Working’ and ‘learning’ are still treated as separate things
When your business says ‘learning‘ it still only means ‘training‘
Your leaders struggle to role model and support continual learning
"Paul's work with L&D leaders is right at the cutting edge and the product of a tremendous depth of experience and insight. I'm repeatedly impressed by how he helps with practical ways to approach complex issues, bringing a rare blend of challenge and support that makes pushing the boundaries feel safe to try."
- Andy Brogan, Founding partner at Easier Inc.
Read my blogs on building a new organisational learning strategy
What you might mean when you say “learning culture”
What you might mean when you say “learning culture“: “We have a catalogue of training courses.” “We provide
3 key opportunities for Learning and Development leaders in 2021
Three key opportunities for L&D leaders in 2021: Re-positioning ‘L&D’ as an organisational priority Connecting insights and foresight
Limiting beliefs in corporate Learning and Development teams
20 limiting beliefs in corporate Learning and Development functions: “We don’t have permission to change the organisation.” “Our