CLO Spring Symposium Recap a la Vivid
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Transcript of CLO Spring Symposium Recap a la Vivid
CLO Spring Symposium
Highlights
Objectives
Learn
Network
Transfer
Key Themes
Alignment of Learning Strategy with Business Outcomes
Culture - Creating a lasting value
Business Results and Learning ROI - Learning as a profit center
Social Learning - Preparing for the workforce of tomorrow
Breakfast with Champions
Panel Discussion - CLO’s from Accenture, McDonalds, UPS, AT&T, General Mills, Proctor & Gamble
Takeaways:
Strategy should be connected to building business skills
McDonalds key ingredients for building a strong learning culture are:
Solid learning strategy
Flawless execution
Consistency of deployment and alignment of purpose
Constant measurement
Breakfast (cont.)
AT&T’s mantra is to monitor results from pre-training to post-training, document changes, and communicate results
Kevin Wilde, CLO of General Mills stressed the importance of Data (the fact that it exists and you just have to find it) and the importance of communication
Proctor and Gamble stressed the need for marketing the Learning Brand. Winning awards leads to: Creating Pride, Awareness, and Recognition both for the organization and it’s learning dept.
Breakfast (cont.)
Igniting the Learning Organization Brand by:
Securing commitment from leadership and key stakeholders
Collecting successful data (what is working and paying off)
Demonstrating business impact
Talking strategy (discussion around the big picture) and alignment of business strategy with learning strategy
Making the pitch (be a business driver)
Focus on data/metrics/business results
Thinking of your customer’s customer when creating solutions
Breakfast (cont.)
Employee engagement surveys were also stressed since people performance drives product performance which in-turn delivers business performance
Industry Trends
Gaming
Social
Mobile
Extended Enterprise
Keynote: Win with your team
Joe Gibbs - NFL Coach and 3 time Super Bowl Champion with Washington Redskins drew parallels between sports and business
Competition – critical to success (on and off-the-field)
Sales Focus – ticket sales and business results drive everything
Change – innovation is key to survival since change is guaranteed but evolution is a choice
It’s all about the Ring
Building a great learning teamPanel: Judy Whitcomb – Vi, Adri Maisonet – Blue University, Ted Forbes – United Airlines, Peter Shelby – National Reconnaissance Office
Getting the Learning Culture right and making it a priority is key
The Learning Strategy should focus on developing solution architects and development of learning solutions instead of simply producing learning products
Establishing learning councils (made up of functional leaders) is also a key ingredient for success
Setting 3-5 year learning goals and marketing success
Great learning team (cont.)
Emphasis on Learning Intelligence - Building a team of learning consultants over just doers and always thinking outside the box
Motivating L&D teams:
Bonus Bucks – performance pay
Monster achievement awards
Be conscious of what you put on their plates
Celebrate success – can never do enough of this
Build a continuous improvement team
Transparency – Running the L&D environment like a business
Overall takeaway – L& D needs to show a direct impact on business results
Hiring for attitude …
Keynote: Howard Putnam (Former CEO – Southwest Airlines)
Takeaways:
Organizations must develop and communicate a clear vision. What business are we in?
What culture do we need to support it all?
Innovation and transformation hatches from the above
The Southwest Airlines Culture – when asked how he would describe the culture at Southwest Mr. Putnam responded, “People want to work there”.
Hiring for attitude (cont.)
Happy PeopleAttitudePassionTeamworkFolklore (stories)Recognition - Power of hand written notes
EngagementFun – make an ass out of yourselfMoraleStay the courseCare – do something for someone else
Southwest (case study)
Bonnie Endicott - People Development Manager at Southwest shared the Southwest Culture.
What defines a leader at Southwest?
Are they a champion for change?
Can they build strong teams?
Do they communicate well?
Are they strategic?
Do they serve others?
Southwest (cont.)
Do they live the Southwest Way everyday?
Warrior spirit
Fun loving attitude
Servant’s heart
Can they navigate the politics?
Southwest expectation – It’s not just a career, it’s a cause
FedEx (case study)
Robert Bennett CLO, discussed the FedEx HR organizational strategy
People, Service, Profit – FedEx philosophy of Happy People providing Great Service that leads to Higher Profits
FedEx Values
People
Service
Innovation
Integrity
Responsibility
Loyalty
FedEx (cont.)
Worker priority – Sustainability, Fun environment, Work life balance
Top HR priorities
Culture that creates desired behaviors
Practicality versus theory
Interdependence of functions
Deliver learning that is:
Just in time
Just enough
Just for me
FedEx (cont.)
Putting the PIECES together
Partner to customers
Increase flexibility
Expand influence
Calculate the value add
Enhance our reputation
Sustaining results
Overall objective of HR and L&D – “Getting from the head of the table to being the Chef. It is not enough to be invited to sit at the head of the table, we should be cooking the meal.”
Tribal Leadership
Dave Logan – Author of Tribal Leadership used the example of Zappos, an organization that has always believed in organizational culture as the most powerful means to drive business and change.
Takeaways:
All organizations have tribes
Only 7% of all tribes are wired to learn
Stages of tribes (1 to 5)
1 – Fatalists (Life S____s)
2 – Pessimists (M_ Life _____)
3 – Self Promoters (I am great)
4 – Teams with Purpose (We are _____)
5 – Collective Greatness (Life is great)
Will your tribes change the world? How can we make history?
The biggest driver of performance is culture
Wisdom of the Crowd
CLO Town Hall Meeting - The following subjects were shared by the group as top of mind for most learning organizations:
Linking learning to business outcomes
Developing L&D talent to meet the needs of tomorrow’s business
Improving the learner experience
Social media - it’s impact and social learning
Leadership buy-in - sponsorship within the organization
Millennial boom
Virtual reality and gaming
The 2020 Workplace
Jeanne Meister, Author of the 2020 Workplace discussed preparing for the workplace of the future, it’s impact on today’s business and the opportunities that it presents.
The 2020 Business landscape
1099 workers – contract community
All workers as social leaders (Forrester research)
Evolution of HR departments – mandatory usage of social media
Reputational capital – a competitive advantage
Klout.com – measure your personal brand
The social learning ecosystem (chapter 6 of book)
Using social media to become a better leader
Polleverywhere.com
Glassdoor.com
2020 (cont.)
2020 Demographics
7% Gen C
50% Millennial
20% Gen X
22% Boomers
1% Traditionalists
Millennial Project - Cisco Connected World Technology Report
2020 (cont.)
Leveraging Social Media to drive business performance
The intern experience
Social Media 101 – Boot camp
Driving usage and adoption – Big mouth award
Celebrating success to change culture
Social gaming - Badgeville
Benefits of being a socially engaged enterprise – (The Economist Study)
Building a Learning Culture
Rita Smith, VP Enterprise Learning, Ingersoll Rand
Organizational Culture Self Assessment (Denison Culture Model)
Sustainability – where everyone is a learning leader
Storytellers – the true engagement factor
Real-time coaching – in the moment experiences
Leaders as teachers – the ultimate buy-in
Role of L&D – enable learning but don’t own it
Learning design versus instructional design – the focus on business outcomes
Resources
Books
The Culture Cycle – James Heskett (A sharp business strategy combined with a positive culture result in 20-30% increase in business performance)
Start with Why – Simon Sinek (Inspirational Leadership)
Tribal Leadership – Dave Logan (Leveraging the natural groups within a tribe to build a thriving organization)
Touchpoints – Douglas R. Conant (Creating powerful leadership connections in the smallest of moments)
Great by Choice – Jim Collins (Businesses that thrive under difficult conditions)
The 2020 Workplace – Jeanne Meister
Resources (cont.)
Links
www.klout.com
www.glassdoor.com
www.polleverywhere.com
www.2020workplace.com
Cisco Intern – YouTube video
Tribal Leadership – TED video
Cisco Connected World Technology Report – PDF
www.badgeville.com
Socially Engaged Enterprise Study – PDF
Denison Culture Model
Questions?
Recorded sessions and tracks from the 2012 CLO Spring Symposium can be accessed FREE by registering at www.closymposium.com/virtual