So what is Ennigmatic all about?
I'd like to share my views and engage in conversations around all the things I professionally think about or find myself involved in. Together I believe we can DEMYSTIFY PEOPLE DEVELOPMENT!

The context to my blogs
Ask people what Learning & Development (L&D) is and most of them will give the same answer: learning and development = skills and knowledge. And to be fair to them, its not a bad answer, as that is what L&D has been for a long time. Its what it still is in some organisations and for some L&D professionals. Not for me though.

The world of work has changed so much in recent years. We’ve moved into a knowledge-based economy and that requires very different ways of working and very different ways of engaging with a workforce. How we, as L&D professionals, engage and develop the people in our organisation is very different now to 10 years ago.

So if someone asks me what L&D is, I give a very different answer to the one that so many other people give. Modern day L&D is about organisational health. It’s about culture. It’s about giving people autonomy and about employee engagement. We are no longer responsible for giving people skills and knowledge. Instead, we enable people to have autonomy in the workplace and we create a culture where people feel comfortable with that autonomy. Employees have to feel connected to the overall vision of an organisation and its purpose or product. It’s really important that they feel an emotional connection.

In order to have an emotional connection, employees need to share similar values. That is critical. Values have to be aligned. If they are, employees connect with the culture and they are much more likely to get behind an organisation’s purpose.

Also skills sets are so wide and deep now and skills and knowledge change all the time. So what’s the common thing that can unify a workforce? Values. Values can stay the same, even when skills and knowledge change. Values can keep employers and employees on track with what they are doing, why and how.

As an L&D person, I spend a lot of time talking about and thinking about organisational health. It is such an important topic. Some of you may be wondering what it means exactly. Well, I will talk about that more fully in other blogs, but to sum up quickly, it’s about the the wellbeing of your workforce. It’s also about their engagement with work and the discretionary effort they make.

In short, L&D and organisational health go hand in hand. Us L&D professionals need to ensure our organisation is in good health. To achieve that, L&D needs to focus on five key pillars:

  1. Culture & engagement
  2. Performance & talent
  3. Learning interventions
  4. Enablement
  5. Creating value

I'm looking forward to bloging about each of these five pillars in greater depth in. They are only my views and I would love my network and followers to enhrice my thinking.

Casing Point
I firmly believe that L&D, employers and employees need to be unified around these five pillars. Get these elements right and you increase your chances of being successful and have a competitive advantage as an organisation. It also helps you be attractive as an employer, something that is critical in today’s world. You need to make sure employees, current employees and prospective employees, want to work for you. It all comes back to organisational health and the purpose of L&D: if your organisation is healthy and working and growing well, people will want to work for you, employees will want to stay with you and customer satisfaction will be strong.