Lock-down has proved to Learning and Development leaders where ‘learning’ (really) happens

L&D leaders can choose to pause between bursts of reacting and responding – and reflect on where the “comfort zones” have existed in their organisation up to now:

“Speed”
“Execution”
“Process delivery”
“Deployment”
“Consistency”
“Conformance”
“Compliance”
“Standardisation”
“Programmes”
“Curriculums”
“Resources”
“Pathways”
“Alignment”
“Simplicity”
“Scalability”
“Tracking”
“Controlling”
“Content”

By observing and understanding the last four weeks in “lock-down” we can now see that ‘learning’ comes from very different places:

New conversations
New connections
New environments
New ideas
New experiences
New challenges
New interactions
New questions
New assignments
New reflections
New contexts
New situations
New spaces
New priorities
New goals
New perspectives
New focus
New routines
New vulnerabilities

How can L&D leaders use this insight to shift priorities and focus beyond their own comfort zone?

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