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Build relationships in troubled times.
Q: Reports have surfaced lately indicating that during times of crisis, people seek increased human connection. For the learning organization, this means more face-to-face time. What are some ways companies are responding to this need while maintaining their learning budgets? Does this mean a rise in classroom sessions, mentoring or social learning?
A: There will always be a need for human interaction, especially in the workplace. Work is about people, and people will always find ways to connect. Learning programs and other developmental experiences are great opportunities to leverage information sharing and relationship building among employees. It doesn’t have to cost a lot of money to create experiences for employees to connect. Many companies conduct internal conferences on specific topics, such as engineering or sales, to share information and build employee relationships. Some companies have internal trade shows to enable employees to share their knowledge and projects. Other companies use their own leaders to teach employees about leadership or company values. Recently, some companies have sponsored internal social learning networks to encourage employee connections. Whatever the method, it is a learning leader’s role to facilitate information sharing across the organization: After all, information sharing generates lots of human interaction.
Q: How can progressive organizations benefit from being or becoming a “learning organization”? What are the advantages and disadvantages to this concept?
A: A “learning organization” is an organization that values learning and embeds learning into its culture. Leaders in these organizations understand and commit to learning as a core value for company success. That doesn’t mean these companies spend the most money on learning and development, nor do they necessarily have large learning staffs or departments. Rather, they are companies that systemically support learning initiatives, programs and results. Companies that are learning organizations tend to have higher employee engagement, higher productivity, more innovation, better leaders and higher financial performance. I can’t think of any disadvantages to that.
The Next Generation of HR: What’s Wrong? What’s Right?
May 23rd 1:00pm - 2:00pm CT
2013 CLO Breakfast Club, Boston
September 12th - 12th, 2013The Westin Copley Place
Fall 2013 CLO Symposium
September 30th - October 2nd, 2013Rancho Las Palmas Resort & Spa
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