What to do?

Let me suggest that one of the biggest gaps in our thinking is about doing. Too often, we think about ‘learning’ as the end goal, and it’s not. (I’ve gone as far as suggesting we rename L&D!) We need to rethink and ask about doing, not learning; we need to ask about people: what to do?

To start with, for organizational needs we don’t learn for intellectual self-gratification. (Though, too often, it seems that way: ‘awareness’ courses continue to perplex me. What possible organizational value will they achieve?) Instead, there should be identified gaps that are targeted because remedying them will improve outcomes.

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