If the most critical step in the learning and development cycle (LDC) is to build alignment to business strategy, then it makes sense to ensure that the learning practitioner has a clear idea of what the organization will look like the business strategy has been achieved. There are many models available to help understand the importance of describing goals fully, whether that is a Big Hairy Audacious Goal (Collins, 2001) or a Wildly Important Goal (Covey, 2015), but what is important is that both the learning practitioner and the rest of the organization are clear on:
- What does the organization look like?
- What does the organization feel like?
- How would our people behave toward each other, customers, suppliers, ...
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