I recently returned from AE Advisors’ Annual CEO Forum held in sunny Scottsdale, AZ with some sun on my skin and a head full of ideas. One of the topics at last week’s meeting was “Creating a Learning Environment” and the Chief Learning Officer from MWH spoke on this issue. During her presentation, I reflected on how we at HR Advisors Group have seen a number of clients and partners designing learning programs that meet organizational, business and client needs. Creating a learning environment that matches organizational culture is key, but not every organization is in the position as MWH to create a full-scaled corporate university. What is important though, is creating an environment where employees can continuously learn and grow with your organization. For example, a structural engineering firm out of San Francisco, CA, is designing a great program for the younger staff to conduct lunch/learn programs for their clients. This program has dual purposes and benefits. It provides staff with the opportunity to enhance their ‘toolbox’ of skills while engaging the firm’s clients, all while the clients increase their knowledge in various technical and/or industry related topics.
When working with organizations on trying to identify the best approach for training and development initiatives, I encourage management to start somewhere, whether it is mentoring an employee on a specific assignment and/or project, or conducting a lunch-time session on “Collaborating for Effectiveness,” “Management Skills 101,” or simply creating a program that highlights latest and greatest technical skills. The message you are sending is that you want to help your staff enhance their individual skill sets, create new opportunities and grow within the organization. Developing your employees will pay off both short and long-term for your organization.
I’ll be blogging about some of the other interesting issues that surfaced at the CEO Forum in Arizona over the next coming weeks, so I encourage you to check back with our website to hear more.
