Transitioning From Order-Taker to Impact-Maker

Do you find that, too often, you are working as anorder-taker? By that I mean that a manager contacts the talent development (TD) department with a request for a specific learning solution with the clear expectation that this request will be acted upon. Or perhaps you have invested in building the skills of TD team members to work in the role of performance consultants, only to determine, months later, that nothing has changed in terms of the type of work done nor the results obtained.