August felt like a month of gathering momentum — not in a loud way, but in the quiet accumulation of conversations and questions that are starting to take shape.

This month, one question has stayed with me more than the others.

That question is: What makes L&D “L&D”?

Imagine an organization that doesn’t have an L&D team, but still wants their people to learn and develop in a way that balances personal goals and interests with the organization’s direction, strategy, and priorities.

How might that be different if the work is led by someone with an L&D background or expertise from someone without it — whether they’re part of a formal “L&D team” or not? Say a team leader, individual contributor or external L&D partner.

My working hypothesis is that people with L&D experience tend to:

• design for transfer, not just delivery;
• create spaces where reflection and application are built into the flow of work;
• think in terms of systems and capability, not just one-off programmes;
• hold the tension between individual growth and organizational needs without collapsing into either extreme.

From this angle, the question shifts from “Do we need an L&D team?” to “Do we have L&D capability embedded in how we work?”

An organization may not need a dedicated L&D function, but it does need people who can think and act with an L&D mindset — whether that sits in HR, operations, leadership, or somewhere else entirely.

I don’t have a tidy answer yet, but we will continue to explore what learning and development can look like in different contexts.

If this resonates with you, I’d love to hear:

• Where does L&D “live” in your organization?
• Do you see it as a team, a function, or a capability?
• What difference does it make when L&D thinking is (or isn’t) present?

Send me your thoughts

For more on this, one of our partners, Irene (a seasoned L&D expert and Development Coach), previously wrote about the challenge of getting HR and L&D into the decision-making room: 👉 To The Table: Getting HR and L&D Into the Decision-Making Room​

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Other updates

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Speakers Selection for Offbeat Sparks Hong Kong 2026 We’ve received 20+ applications from people who want to share as a speaker at Offbeat Sparks Hong Kong 2026, from wonderfully diverse backgrounds — both inside and outside the traditional L&D space, which matches our theme "breaking the L&D bubbles." The volunteer organizing team is meeting shortlisted speakers, and we’re already fascinated by the range of perspectives on learning, change, and capability. If you’d like to stay in the loop about the event, you can add yourself to the joinlist.

Upcoming Transfer Taster Session in Q4 Following the success of two taster sessions held in Q2, we’re planning our next transfer taster session to be held in-person on 27 October (Tues). ​RSVP to learn how transfer might help making your L&D work more impactful, as well as rolling your sleeves up to work on your own case along with peers during the session.

Few more seats with Special Pioneer Price (20% off) If there is one certification worth investing for you and/or your team this year, Transfer Designer Certification is the one that you shouldn't miss! This programme is designed for those who want to deepen their practice around transfer and design for lasting impact. It will run on 24 & 25 November 2026 in Hong Kong by Melanie Martinelli, CEO of Institute for Transfer Effectiveness (yes, we're flying her from Switzerland to Hong Kong!)

As we head into September, this question about L&D capability is the thread I’m carrying forward — along with the energy around Offbeat Sparks and the next step in our transfer journey.

If any of this resonates, I’d love to hear your perspective. Our inbox is always open.

Warmly,
​Amito Li​
Founder & Transfer Enabler, The Curioust