Chief Learning Officer

Leadership Self-Development Matters

In recent years, L&D leaders have increasingly emphasized the importance of employee engagement and corporate learning. However, while senior executives have agreed that corporate learning and actively engaged employees are crucial to the success of a business, they are not including themselves in the re-engagement strategies designed for both personal and professional growth. If your senior executives are not engaged or are uninterested in their own self-development, how can they expect to improve their leadership capabilities and drive their teams to success?

As a Chief Learning Officer, convincing your fellow senior executive peers to take a step back and realize that their engagement in self-development benefits both them and the company is a difficult task. While there is no denying leaders are busy, the company can’t grow if they don’t – or worse, the company will grow and leave them behind. Invite your team to a Lunch n Learn and share these top 3 reasons why self-development is important to everyone, including the executives.

Communication, Communication, Results

Leaders know that having effective communication skills is necessary to getting work done; great leaders know this too, but they also know that communication is a two-way street and is something that can always be worked on to build relationships and strengthen teams. When a senior executive makes the time to develop their communication skills, their entire team appreciates it. Executives that are open to receiving feedback from their employees and ones who listen rather than just delegating orders, create an open and collaborative environment for their employees to feel valued and appreciated. As a leader develops their personal communication skills, their team members’ do too – collectively they can work together to produce successful results.

Congratulations, You are the New Face of…Learning!

The ability to mentor and lead by example are must-have traits of senior leaders. If your executive team does not care about corporate learning or enhancing their personal or professional development, their team members will stop to care as well. The team members that do care will begin to feel as though their values are unaligned with their leaders and in return, leaders risk losing passionate employees. By having a senior executive that is an advocate for learning, the team will continue to grow together, help each other, and offer support to drive success. On the personal side, when leaders show that they enjoy learning new skills out of the office, they show the value of work-life balance and encourage their employees to do the same. With outside learning, leaders can even set up out of office excursions and enhance the team building experience.

Creating a More Well-Rounded You

Senior executives miss out when they do not engage with their self-development. Doing the same thing every day expecting different results (or worse, not caring about getting different results) will harm both the executive and the team. However, once a senior executive opens up his/her mind to re-engagement and learning more about themselves, their possibilities are endless. To start, a leader may realize they are an excellent communicator but may not be flexible with their methods – by zeroing in on their qualities and taking time to know themselves will help them succeed professionally. Further, for a senior executive, going to networking conferences might seem impossible to fit in their schedule, however, by attending, they get to meet like-minded individuals, strengthen their interpersonal skills, collaborate, and learn new ideas to implement into their strategies. Finally, by embracing self-development, senior executives learn to embrace change, value mistakes and rely on their internal drive to achieve success.

Are you a Chief Learning Officer or VP of L&D? Join the Corporate Learning and Development Institute group here on LinkedIn to share your expertise with your peers who, like you, value learning and are looking for creative ways to encourage learning in the workplace.

Driving Employee Engagement through Personalized Learning

 Why is it that most employee engagement programs don’t show results?

“Actively disengaged employees” is becoming an all too common term in the workforce, and companies are looking to re-strategize and re-define their learning and career development programs. Instead of gathering all employees for a lengthy presentation on what they need to learn, corporate learning and development leaders are transitioning to personalized learning, giving their employees the freedom to learn interactively and at their own pace.

Here are 3 ways you can leverage personalized learning to drive employee engagement, and in turn, results:

  • Make it Mobile

Although having access to your mobile device can be distracting at work, it is more common now for people to integrate their device into their work for tasks such as sending emails and managing their calendars. By making your company’s learning material mobile-friendly, employees can easily access materials and can complete the necessary training on their own time. Further, companies also have the possibility to create a learning app, where employees can find all training modules or even schedule one-on-one business meetings with their senior executives to learn how to advance their careers – all in one place.

  • Your Move – Game-based Learning Activities

What better way to engage your employees than with some games? As your employees are working all day to meet deadlines, the last thing they want to do is read a longwinded training manual (which they will probably end up skimming) or sit through a meeting (where they probably won’t be focused). To ensure your team completes training, more Corporate Learning & Development Executives are turning to interactive games. When people play games they are more likely to retain steps and tasks they had to complete to win the game. Further, a game is a safe place to fail at a task and learn from the mistakes to do the work correctly in real life. Finally, to add an extra layer of engagement, companies can add some friendly competition to the training such as offering incentives and prizes for completion training.

  • Video Killed the Radio Star

Where do you look if you want to learn how to do something? For many people, a quick search on Google will provide them with millions of results on how to resolve their problem, and often the answer can easily be found in video form on YouTube. The benefit of video training for business is twofold. First, videos keep people engaged and your employees are more likely to watch a training video in full or in parts versus trying to retain everything from a presentation they are forced to sit in. Secondly, videos are cost-effective and time-efficient. To create a simple video does not cost much and it is free to upload on YouTube. Plus, sending a video link to your employees eliminates the need to use up company time for a meeting that could be put to better use.

This year, the International Performance Management Institute is hosting the Corporate Learning & Development Institute September 18th – 20th at the Ritz Carlton Tysons Corner, VA. Here, you can join forces with the brightest and most inspirational Chief Learning Officers from America’s leading organizations including Hilton Worldwide, Facebook, Citizens Bank, The Wendy’s Company, Ralph Lauren Corporation, and Fidelity Investments. This 2 ½ day conference is designed to foster innovative dialogue among executives ready to implement change. Through intimate business meetings, innovative roundtable discussions and insightful speaker sessions, you will return to your organization ready to successfully transform your organization with top learning and development initiatives. Secure your spot today.