Hi LCD Community –

Are you stuck on a hamster wheel of L&D requests – running continuously without a moment to stop and work strategically? The answer is to tap into concepts and expertise that already exists within organizational development (OD), without abandoning your learning and development roots.

Over the past few months, I have been collaborating on a framework with Jess Almlie to build a figurative bridge between the professions.

1 | The Foundation: When L&D and OD investigate and agree on a common core purpose for an initiative, we can then ground our work in a common anchor and goal.

2 | Bridge Floor: The bridge itself represents holding each other accountable to use our shared competencies, such as internal consulting, business acumen, the science behind learning and change.

3 | Handrails: The handrails across the bridge are the strengths we uniquely bring to each project. Note that we use these going both directions. We lean on the OD handrail when there is a need for a bigger picture view, a root cause analysis, and to confirm ideal interventions across the organization. We lean on the L&D handrail to design effective learning interventions from outcome to evaluation.

4 | Pass the Ball: The ball, passed back and forth across the bridge, represents our need to continuously share progress, to tap into each other, and to keep open lines of communication between our fields. Staying aligned ensues we will maximize impact, use resources wisely, and create optimum solutions.

5 | Under the Bridge: The chasm under the bridge represents areas of challenge where both L&D and OD practitioners need to up their game. Some common challenges include measuring impact, advocating for resources, and creating long lasting interventions instead of one and done events.

During ATD ICE in May, we sat down to discuss this new framework and the opportunities that it uncovers.

In this video, Jess and I talk about:

  • (1:40) What is learning professionals answer when training is NOT the answer?
  • (3:53) An overview of the framework
  • (9:35) How L&D and OD can hold each other accountable to go beyond one-and-done and other shared problems
  • (10:50) How do teams or depts made up of multiple roles come together?

This model combines the strengths of both L&D and OD to create more effective and impactful solutions for those we serve. Consequently, it will also allow you to engage as a strategic partner who solves problems vs. an order fulfillment center that spits out content. Order takers no more!

I’d love to hear from you. What opportunities do you see to bring a little OD into your L&D work?

What part of the L&OD Bridge would you like to start using?