Infographic: Four Domains for Change

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? 🙂

Feel free to copy and use this cartoon for non-profit purposes under the Creative Commons Licence. I do request that if you use it you: 

• Let me know
• Where possible, include an active link back to this site:  arunpradhan.com
• If we ever meet in person, buy me a drink (I accept a banana smoothie or red wine, depending on the time of day  )