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 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.