Our next #GuildChat takes place Friday, July 28th at 11AM PT/2PM ET. This week’s topic is Organizational Design and Learning and Development.
L&D, it’s been said, goes the way of business. The same argument can be said of most departments/functions in a company however, but few understand or address the design of an organization when addressing employee performance.
An L&D department exists to address the performance problems of the organization. But does that mean that all L&D strategies and roles are generally the same? Does L&D look and behave differently based on leadership or communication structures? Or how about when an organization is designed as customer-centric vs. product or service-centric?
In this week’s #GuildChat we explore organizational design; the structure of power, how decisions are made, how information moves and is processed, employee motivators as well as networks, mind-sets and cultural norms. We’ll discuss how these elements of an organizations design impacts and is (or can be) impacted by organizational learning and development strategies and approaches.
Q1. How does the design of your organization (communication, leadership, recognition, etc) impact your role?
Q2. What about your work in L&D did you find you had to shift or change when you started working at your current org?
Q3. How can better understanding your organization’s priorities help you adjust the learning experiences you create?
Q4. What gets in the way of L&D being better aligned with organizational priorities?
Q5. What systems or structures in your org have the greatest impact on how people perform?
Q6. Most orgs reward just the end result of work. If they also rewarded the process of that work, how would that impact L&D?
Q7. How should L&D reflect (and even contribute to) company culture?
Q8. Are there ever times where ignoring company culture or priorities is the right thing for L&D to do?
Missed this GuildChat? Don’t worry – you can still read through what happened on our Storify of the chat!