In this session, you will learn how L&D can 1) build its constituency, 2) enhance its effectiveness, and 3) increase its ability to help shape strategy by capitalizing on the enterprise imperative to become more flexible and adaptive.

The nature of work is changing. Organizations are shifting employees from low value work (computers do easily) to high value work (only human beings can do). The work is changing quickly, but leadership is often far removed from the work. Front-line employees often experience and detect the changes for which quick solutions are needed. Organizations operating under an obsolete, industrial-style (i.e., command and control) operating system have proved inflexible, unable to adapt.

Organizations develop adaptive behaviors to quickly detect change, identify response options, try experiments, and implement effective solutions before moving on. While learning, un-learning, and re-learning to develop options and make effective decisions falls on the workforce (at all levels), organizations are obliged to support employee learning.

Employees become engaged and self-directed. Employees are the linchpins in any enterprise transformation to adaptive behavior. Organization only learn when employees do. Organizations are responsible for helping employees understand their purpose within the organization. Yet employees are equally responsible for pursuing the learning they need to fulfill it.

L&D positioned to enable this transformation, like a mechanic that can lubricate and help tune the enterprise learning engine by:

• Assisting employees to develop self-directed learning skills and behaviors
• Helping employees leverage technology to learn and curate their knowledge
• Guiding employees to learning opportunities relevant to their purpose
• Creating opportunities to network and engage with peers for informal or social learning
• Assisting managers and leadership to encourage, leverage, and reward employee learning

This program covers topics in the Leadership Development track.

Executive Core Qualifications (ECQs) covered in this session: Leading Change (Creativity and Innovation, External Awareness, Flexibility, Strategic Thinking); Leading People (Developing Others, Team Building); and Results Driven (Decisiveness, Problem Solving, Technical Credibility).

Tom Dobrydney has spent almost 30 years assisting Federal clients to improve their business processes and operational results. His specialized skills include Strategic Planning, Performance Management, Change Management, Program/Project Management and Workplace Learning/Knowledge Management. He is an accomplished facilitator and trainer as well. He is dedicated to helping organizations improve performance, generate innovation, and achieve strategic objectives by enhancing social learning skills/collaboration capabilities among employees, teams, and leadership.