Chapter 1 - From Order Taker to Trusted Learning Advisor Flashcards
What is the Order Taker Life Cycle?
- Someone else identified a problem
- Someone else identified a solution
- Someone else told you what to do
- And then you did it
What is a Trusted Learning Advisor?
An individual who works collaboratively with their stakeholder as a strategic consultative business partner. Leveraging extensive L&D experience and knowledge, Trusted Learning Advisors provide guidance and advice specific to the satekholder’s needs and objectives while always striving to create value constantly.
What are some attributes of Trusted Learning Advisors?
Act as an agent on behalf of a stakeholder.
Invest a lot of time and effort in getting to know the stakeholder.
Become more aware of stakeholder needs and context. Consistently seek to add value to their stakeholders.
Have the willingness and ability to challenge the stakeholder when necessary, to stand up and say, “There might be a better approach to solve this
What is the value proposition of a TLA?
Utilizing your expertise to help stakeholders achieve their goals.
How does a TLA create value? Their abilities to…
leverage analysis to identify the root cause and solve the correct problems the first time
reducing time and money solve performance problems that result in increasing employee productivity and improve operational efficiency
provide meaningful L&D opportunities which result in increasing employee growth, employee
Articulate the main idea of chapter 1
This chapter emphasizes the transformation of L&D professionals from “order takers” to “Trusted Learning Advisors,” who act as strategic partners, leveraging expertise to add measurable value and drive organizational performance.
What is the primary difference between an “order taker” and a “Trusted Learning Advisor”?
An “order taker” executes stakeholder requests without analysis or consultation, while a “Trusted Learning Advisor” collaborates strategically, identifying root causes and offering tailored, value-driven solutions.
What mindset shift is necessary to become a Trusted Learning Advisor?
L&D practitioners must shift from merely executing stakeholder requests to acting as consultative business partners focused on long-term, performance-driven solutions.
Why is it risky for L&D professionals to remain in the “order taker” role?
Remaining an order taker undermines L&D’s credibility, leads to repeated performance problems, and wastes organizational resources on ineffective solutions.
What is the ultimate purpose of L&D in an organization?
To develop employee potential and support organizational evolution, ensuring competitiveness through a well-trained, adaptive workforce.
