I have a confession…

I pitch my services around “L&D” because that’s a package that can be quickly understood and purchased in the corporate world… But I really see my job as being centred around change.

Specifically, about empowering people & organisations in four key change domains:

  • READING SIGNALS to identify change.
  • ADAPT to navigate change.
  • INNOVATE to lead change.
  • DEVELOP to embody change.

With that as my compass, it seems obvious to explore L&D, marketing, OD, behavioural economics, cognitive psychology, habits, innovation, change management, future trends and anything that sheds light on how we can embrace and deepen these domains. Part of me knows that I should specialise, but most of me is just waiting for this extended role to be more of a thing.

Rather than L&D being an appendage of HR, it will mean organisations adopt a broader ‘Change & Performance’ function who look after: – strategy & testing hypotheses based on data/ predictive analysis; – change management including nudge strategies; – human-centred driven innovation; and – learning agility & future-proofing skills development.

Tag me if you see that job advertised won’t you? ๐Ÿ™‚

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