Learning Playbook

Investing in a Learning Management System (LMS) is often seen as a major win for any organization, a sign that the company is modernizing, investing in its people, and prioritizing learning. But the real question is: Is your LMS actually driving growth? Many organizations fall into the trap of implementing an LMS as a checkbox initiative. Courses are uploaded, logins are distributed, and reports are generated. Yet after a few months, engagement drops, learning feels disconnected from performance, and the LMS becomes just another system people are required to use, not one they’re excited to engage with. In my experience leading learning and development efforts, I have seen firsthand what separates an LMS that merely exists from one that transforms. The difference lies in what happens after the LMS is installed. The most overlooked step is developing a clear learning strategy before launching the platform. What business goals are you solving through learning? What skills gaps are hurti...

In every organization, turnover is inevitable. People leave, whether for promotions, new opportunities, or personal reasons. But what should never leave with them is the knowledge they carry. Too often, organizations treat training as a temporary fix instead of a long-term investment. When employees exit, their expertise, shortcuts, and institutional memory walk out with them. That’s where Learning and Organizational Development (L&OD) can step in, not just as a department that “trains,” but as a strategic force for preserving and transferring knowledge at scale. Let’s explore how we can design training that endures, training that stays behind, even when people move on. Why Turnover Threatens Organizational Memory Turnover isn’t just about vacancies. It's about the loss of tribal knowledge , the unwritten, undocumented, hard-earned know-how that makes teams run efficiently. This often includes: Nuances in processes that aren’t in the SOPs Context behind why certain...