Build a learning culture.
You can’t – it exists already in your organisation. You can create nudges to move towards the culture you want but you can’t build/create/design it.

Make people learn.
You can’t. Learning is voluntary and contextual. You can create conditions and relevance, but you can’t force the process or people into the process; this is why mandated learning doesn’t work.

Guarantee behaviour change.
You can’t. Behaviour follows the environment, reinforcement, and consequences. It is – again – entirely contextual, and you can support change, but you can’t ensure it.

Fix performance with training alone.
You can’t. Performance depends on tools, process, feedback, incentives, and capacity. Capacity is the CAP part of CAPABILITY. You can contribute, but you can’t solve structural issues with courses.

Shape the conditions for learning.
You can design opportunities, access, and support around real work. You can remove friction, increase relevance, and make learning easier to do than not do.

Design environments that support better decisions.
You can influence prompts, tools, and feedback loops. You can make the right action clearer, simpler, and more likely.

Create nudges and reinforcement.
You can structure reminders, follow-through, and practice. You can strengthen behaviours by shaping what happens before and after the work.

Surface evidence about performance and impact.
You can make outcomes visible, generate feedback, and inform decisions with data rather than assumption.

Help leaders and teams change how work happens.
You can support work design, capability systems, and habits. You can help shift the conditions that shape behaviour.

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#LearningCulture #WorkplaceLearning #CapabilityBuilding