Whats the difference between L&D and OD?

Now this is something that has been puzzling me for a number of years. What exactly is OD and how does it differ from L&D. Linda Holbeche has at last brought some light to my murky darkness on this topic in her Training Journal Article .

If you are in L&D and considering the move to OD (or vice versa), I recommend you read this article. In a nutshell these are the top three insights I gleaned from her article:

• L&D Professionals who also have mastery of Human Resource Development Disciplines are well equipped to cross the divide between L&D and OD due to similarities in the disciplines
• One reason for my own confusion is that so many of the 'techniques and tools' of OD have been mainstreamed that it is hard to spot where the 'edges' are and what defines OD
• OD practitioners think strategically and systemically, rather than viewing change projects in isolation, as such they work 'apart' rather than 'within' the business enabling them to challenge and surface conflict

As OD by Linda's definition is about giving people the tools and resources so that they themselves can build internal capacity and capability. As the role of L&D is becoming less about formal delivery of learning and more about enabling people to undertake self directed learning, perhaps the division between L&D and OD will narrow naturally. What do you think?