Totally agree with you Alan! (see later post on this).
For me personaly it will definitely be to understand the business in a much deeper way than what is the case today. Because just as Karyn says, we working with L & D need to become an integral part of the actual business to be able to help people perform better (and also hopefully perform better ourselves) at work.
We have organisationally taken that step bringing our department into the business. Now it is a matter of change management from our side to make the people in the business understand what we can offer to them and how we can work together in creating fantastic Learning and Development for all people in the company.
We will also introduce a number of new tools to help us create this L & D and this will of course create a lot of Learning opportunities for myself.
I agree with Alan. Training and the "how" is long gone (just a shame that many people don't want to let go of it!).
The challenge for 2011 and beyond is to move towards a culture of performance, productivity and profit. This means that L&D people need to get and understand business (which largely they don't).
We also need to move away from the slow "death by process" that is HR.
Hopefully that's enough to provoke some replies ;-)
"This means that L&D people need to get and understand business (which largely they don't)." <= Amen!
And as for the 'death by process', a double Amen!
Thanks Karyn. With Alan, you and me, we now have the grand total of three forward-thinkers!
How do we go about convincing the thousands of others? :-)
All the best.