I recently started in a new organization, I got the role in part because I flipped the list based on my mission statement.
How can I help the organization fufill it's promise by being "expert" in how people change learn and remember and applying that expertise to people doing something differently or better.
I am striving to adapt this list in my organization, but in a different order.
1. Be a change agent for development. How can I identify areas of performance that could be improved and then build the raodmap for how it could be done. Currently I have three of these projects on the go, they are the most exciting, and the most dangerous because success is not guaranteed.
2. Support learning. Move the organizational culture to one that has managers and peers support learning both informally and formally, and have networks available for use. I can't support learning from the training chair, it needs to happen out in the organization. I can help managers and employees with mindset, tools and process to do this. How can I leverage all the tools to help people change and develop is how I look at this.
3. Enable learning. Get learning in the hands of employees in what ever form I can, social, informal, or formal.
4. Design courses. Still relevant and I think it still makes a difference as it moves new people along to the point where they can get out in the organization and start working. In my particular circumstance if I went away from formal training completely it would impact production.

Integrating into the workflow is hard because all employees pardiagm has been shaped by the K-12, university and corporate training to expect it in a certain manner. I recently did something that was unstructured and not a lecture format...the learners ( except for one) were upset. There was a visceral reaction to it, one of the most fun days I've had in a while and know I have reference point to push to.