I’ve mentioned a couple of times what learning teams might need now. One thing I see on a lot of role descriptions is:
For years we’ve read about the need for learning to have a ‘seat at the table’ but that’s hierarchical power, not social power. Julian Stodd describes this so well as elements of ‘power and potential’.
If you wanted a learning team now to develop their influence, what would you expect them to do to become the engineers to help the organisation move forward?
2 thoughts on “Soft power”
Learn the skills of social influence. Build strong relationships and work with them. Collect and use relevant data. Challenge assumptions and question requests for training by investigating what the real business need is and exploring multiple solutions. Be brave and experiment.
LOVE this Stella.