From promise to practice
The CHRN exists to do what the charity sector does best: share, support and collaborate. And at a previous session we hosted with CHRN in September, we looked at the EVP through an L&D lens, asking how our approach to growth and learning can make the employee experience feel real, personal and alive.
Because while the EVP defines what we stand for, L&D defines how we live it. When done right, it’s not a standalone programme or policy, it’s the heartbeat of the partnership. It’s how we nurture talent, build confidence, and create environments where people feel valued for what they bring, not just what they deliver.
L&D: The catalyst for partnership
In the charity sector, we often talk about purpose as our greatest differentiator. But purpose without development can only take us so far.
Through the EVaP model, we see L&D as the mechanism that turns shared values into shared growth. It’s the space where organisations and employees both invest, time, curiosity, and care, to help each other thrive.
It’s also where agency meets opportunity:
- Employees bring curiosity, accountability and openness.
- Organisations bring access, inclusion and support.
When those intersect, the partnership becomes more than a statement, it becomes lived experience.
Beyond training: building a value ecosystem
In our earlier CHRN session, we introduced a multidimensional way to think about value within organisations, extending beyond EVP into IVP, MVP and LVP:
- Individual Value Proposition (IVP): Personalising growth for every person’s needs, motivations and stage of life.
- Management Value Proposition (MVP): Equipping managers as the culture carriers - consistent, empathetic, and empowering.
- Leadership Value Proposition (LVP): Ensuring leaders role-model purpose, clarity and alignment in everything they do.
