This year, I was intentional to select more case-study sessions during the conference over ones about tools, trends, or concepts. I am currently looking to build more sustainable and scalable learning programs at my organization, so it is of high value to me to learn the successes and mistakes from other organizations. This is why this session was so relevant and helpful to me! Even though the concepts are not ground-breaking, the details of how the program was structured gave me lots of inspiration.
Find the full slide deck for the presentation posted on the Learning 2022 Resources Page.
202 Update Your Leadership Curriculum to Meet the Demands of a Modern Workplace
Speaker: Maribeth Pearson, Manager of Learning and Development, BlueShore Financial
Sample Leadership Program Format:
- Emerging Leaders Program
- 8 modules, 4 weeks per module
- Open to anyone that wants to sign up (high motivation)
- 5-2 hours virtual synchronous – set expectations
- 60-90 minutes assigned e-learning
- 5-2 hours virtual synchronous a week later for Q&A / share experience (this part is KEY to help build relationships within the business)
- Mid-Level Leadership Development Program
- Need to complete at least 5 out of 8 emerging leader modules to qualify; need to apply
- 12-month cohort; 12 sessions over that time span
- Bring in outside vendors for workshops
- Senior Leaders Development Program
- Bi-annual year long program
- AND quarterly topical learning sessions
Program Focus:
- Skills and strategies to prep the organization for the future
- Skills leaders need (4 Ps):
- People
- Old style vs. post-pandemic leadership style (Source: Level Up: Preparing for a New Learning Leadership Paradigm, Pam Hogle)
- People
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- Flexible/remote work skills – collaboration/coaching -> use to build trust
- Idea = rapid content development. Resources/courseware doesn’t need to be perfect.
- Planet
- Leaders are expected to do this now (ESG)
- Profit
- Futurist skills
- Expand networks
- Build business acumen
- Prepared
- As simple as a debrief of the last few years
- Crisis management
- Decision making during crises
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In addition to building skills, connection and collaboration are key to leader development. This is an opportunity to build culture.
Evidence-Based Tools:
- Spaced Learning
- Forgetting and retriggering memories -> strengthens learning
- Boosters
- Use a MS Teams bot to send out boosters (multiple choice question, or “share an experience”) – voluntary and prize incentive
- Transfer of Learning
- Idea: Manager reinforcement/manager involvement email to inform them what their associate learned in their training
- Reframe from TASK to TOOL. Instead of “here is a task to check-in with your employee”, “here are some questions you can you in your next 1:1”
Final Message:
- Every little step is still a step; it will have a ripple effect.
- Examine the hidden “learnings” in what you teach (is it aligned with culture?)
- This is your opportunity to evolve L&D.