Three key opportunities for L&D leaders in 2021:
Re-positioning ‘L&D’ as an organisational priority
Connecting insights and foresight to sharpen leaders’ focus and prioritisation
Developing new commitment and engagement with and from leaders
Aligning ‘learning’ directly to business strategy and the ability to compete in complexity
Linking the value of ‘learning’ to organisational development and culture change
Helping the whole organisation to take responsibility for continual learning.
Becoming more confident in the commercial context
Understanding the commercial context within which the organisation seeks to create value
Understanding and connecting brand and business goals – and the trade offs being made
Understanding the business model, the organisational model and the management model
Understanding and agreeing the points of genuine differentiation versus competitors
Understanding the drivers of profitability and the trade offs being made.
Taking on new responsibility and role modelling
Collaborating to develop a new, more relevant, ‘L&D’ team mandate, vision and strategy
Helping the organisation to connect to its new, more complex, environment
Defining, enabling and accelerating the practical characteristics of ‘a culture of continual learning’
Helping to shift mindsets beyond (just) formal learning approaches
Seeding, role modelling and enabling more psychological safety in the organisation
Seeding, role modelling and enabling an increasingly ‘growth mindset’ in the organisation
Enabling and supporting ‘senior leaders’ to reflect more and to develop new capability.