General or specific change

I was reflecting on the two books I recently wrote about, Scaling Up and Changing the Game, versus the cultural approach of the Learning Organization I wrote about years ago (and refer to regularly).  The thing is that both of the new books are about choosing either a very specific needed change, whether determined by fiat or based upon something already working well, whereas the earlier work identified general characteristics that make sense. And my thought was when does each make sense?  More importantly, what is the role of Learning & Development (L&D; which really should be P&D or Performance & Development) in each?

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