Learning needs to live in the DNA of teams
We naturally look to human resources or the training and development function to provide formal training programs in our organizations. They are the champions of talent management and development. In my 25 years working in learning and development, I’ve realized that these formal programs only get us part way there.
Leaders need to take ownership of employee development and create a culture of learning. in doing so, they create higher-performing teams that are more resilient to change, more innovative and become a magnet for motivated, productive employees.
Bridging formal learning and learning culture
When considering the roles of formal training and leader-led learning, it’s helpful to think of a partially constructed bridge. The bridge represents organizational resiliency, high-performing teams, and employee engagement.
One side represents Learning and Development and formal training programs. So often, I’ve seen learning and development professionals create fantastic programs only to have them fall short. The programs fail to change behaviour and impact business results.
The other side of the bridge represents leaders and their teams. For teams to be high-performing, organizations resilient, and employees engaged at work, leaders need to take ownership of employee development and foster a learning culture. They need to Lead with Learning.
I bring my 25 years of experience helping learning professionals create and implement formal training programs and my work withe leaders and their teams to build a learning culture. I bridge the gap between formal training and learning embedded in the DNA of teams.