I'm glad I wasn't too far in left field. It just seems that most of the books and blogs I read address their advice to the formal leadership. But what about the employees in an organization such as Greg describes, where leadership lacks the awareness of the problem to invite someone like Harold to help them?

I'm in process of standing up a blog to spread the seeds of self-directed and social learning, as well as propose practical ways that employees can influence how their learning impacts the organization. I think workforce learning agility is a good term for this, which I think is a pre-requisite for both employee engagement and organization's potential for adaptive performance.

My goal is to find channels to communicate directly with employees without having to convince an executive. Still trying to find my voice, but thanks for listening.

P.S
This train got rolling for me after I discovered Harold's blog about four years ago. Thanks much, Harold!