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