top of page

Learning into Action: In a People Centric Organization, Everyone’s Involved

An organization’s ability to learn, and translate that learning into action rapidly is the ultimate competitive advantage

Jack Welch, former General Electric CEO

In many organisations, learning and development (L&D) efforts are often concentrated on the upper echelons of the organisation and the “talent pool,” i.e., the future upper echelons.

L&D is often translated into groups of managers going off to a hotel somewhere to participate in exercises, case-studies and simulations that have been created to replicate “what happens in the workplace.” Consultants, coaches, facilitators and trainers will help participants to learn from these experiences and identify how they can “transfer” their learning back into the workplace – what some call, “here & now learning, for there and then application.”

In people centric organisations, i.e., organisations which create high engagement for all stakeholders of the organisation, everyone gets access to L&D.

L&D within a people centric organisation is about “here & now learning, for here and now application;” there is no need to create exercises, simulations and the like, nor to ship everyone off to a chain of hotels. The problems, issues and situations exist within the organisation; they exist within teams, they exist within groups and they exist within departments; they exist everywhere and they are just waiting to be solved – and it’s the people in those teams, groups and departments who have the experience to come up with the solutions.

The problems, issues and situations that need to be addressed are not just addressed just by the management and leadership population, but by the entire workforce. Working groups can be vertical (a whole department for example), horizontal (an entire team for example), diagonal (actors at different levels within a BU for example) or a mosaic of stakeholders from throughout the organisation.

Addressing corporate issues in this fashion is more than simply “problem solving” or “learning circles.” When carried out effectively it empowers individuals to engage in the change process (Employee Engagement), allows teams to create their own culture (Talent Retention) and enables the organisation to dynamically change (Agility) its people focus in terms of market and organisational needs.

eople centric organisations are, paradoxically, both structured AND adaptable and create psychologically safe environments which encourage people to step out of their comfort zones and practice their previously held back capabilities in an increasingly safer L&D environment.

L&D is no longer something that is only for a select few providing intangible outcomes; L&D is the driver for to concrete impacts on their working environment.

If you would like to know more about how we, at PCO, can help you to integrate L&D seamlessly within your organisation, contact us at:

You can also follow us on the PCO LinkedIn page to get notified of updates as they are published.

2 views0 comments


bottom of page