Building an Organizational Strategy for L&D

Does your L&D team have a guiding strategy? If not, you're missing an opportunity to add value to your stakeholders and improve your team's effectiveness.

In this guide, we'll show you a four-phase process that L&D organizations can use to articulate a vision and build a strategy for achieving it.



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We'll Show You How To:


• Identify business drivers
• Assess current state
• Develop vision for
future state
• Identify gaps between
current & future states

noun_product backlog_1267133Prioritize

• Identify opportunities to
address gaps
• Prioritize opportunities



• Outline activities &
resources needed to
support priorities
• Document objectives
• Create methods to
measure progress



• Predict impacts of
implementing the plan
• Develop change
management strategy to
put plan into action

meet the experts

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Garry O'Grady, MBA

Garry has worked in the fields of management consulting, performance support, and learning for over 20 years. Prior to co-founding Bull City Blue, Garry was the General Manager of the Pharmaceutical Institute, the specialty-training subsidiary of Campbell Alliance, a management consulting firm serving the pharmaceutical and biotech industries. While at the Pharmaceutical Institute, Garry established it as the leading provider of distance-learning solutions to the U.S. pharmaceutical and biotech industry.

Garry holds an MBA from Kenan-Flagler Business School, University of North Carolina, Chapel Hill.


circle-cropped (12)Jenn Sabo, MBA

Jenn has several years of experience in management consulting, with a focus on organizational strategy, organizational design, change management, training and talent development. Prior to joining Bull City Blue, she was part of Deloitte's Human Capital practice where she helped clients solve talent-related challenges stemming from large-scale transformations.

Jenn holds an MBA from Duke University's Fuqua School of Business, with a concentration in Health Sector Management.