Step $1$: Read the Old MacDonalds Farm case for more context.Old McDonalds Farms is a large farm system that grows vegetables for companies that package some of the produce and ship other produce to supermarkets. Old McDonalds has grown from a single farm to well over $150$ farms and employing over $2,500$ people in various positions. This business is extremely competitive and profit margins are thin. In addition, turnover among skilled employees can be very costly$.$ Thus far, Old McDonalds farms have trained employees, managers and even executives on the job. While this process has worked somewhat, the founder and company president plans to retire in two years and recognizes that in order for the company to continue to grow, there needs to be a clear succession plan to have one or more top executives ready to assume this role. The more the president thinks about this dilemma, the more the president becomes aware that employee development plans are probably a good idea for all managers and employees and not just executives. The president also recognizes that implementing development plans across a company where this type of support has never existed will be a sizable change. The president understands that some employees and managers will love the opportunity to develop additional skills, while others will resist having to undergo training because it is costly$,$ time$-$consuming, and takes them away from their job.

Step $2$: Assuming the role of company president, write a one$-$page brief explaining how you can begin to engage employees at all levels and enact the principles of a learning organization. For this brief, be sure to include:

$1.$ Creating a supportive learning environment

$2.$ Establishing concrete learning processes and practices

$3.$ Leadership that reinforces learning