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The Creating a Culture of Learning and Development Webinar was held on Thursday 7th October 2021.  Hosted by Vicky Halsey,VP of Applied Learning @ Ken Blanchard Companies and David Witt, Program Director @ Ken Blanchard Companies, the webinar was attended by over 900 participants from all over the globe.

Vicky asked participants “When did you have the most fun and were the most engaged at work?”  many of the participants responded with being energised, motivated, growing and learning, valued contributor, had a great leader.  Learning and Development professionals are in the energy management business, seeking to energise people and keep them fired up and provide opportunities for their people’s learning and development.

Another question that was asked of participants, “In the best L&D cultures you’ve experienced, what did your leaders do?”

  • Built trusting relationships
  • Set meaningful goals
  • Created connection
  • Asked powerful Q’s and listen
  • Offered and received feedback
  • Helped people grow
  • Teach and learn
  • Provided direction and support

Vicky shared the following quote with the attendees:

Focus on great work.  Organisations that prioritise great work, see better results than those that focus on engagement. 

SLII® provides a common language, for a common culture that can be used in all facets of your organisation.

Vicky described the SLII® Model in 5 Key Words:

  1. Support
  2. Direction
  3. Commitment
  4. Competence
  5. Goal/Task

The three skills of an SLII leader – Goal Setting, Diagnosing, Matching

GOAL SETTING:

The clearer you are as a leader in setting goals, the more it rallies your personnel, keeps them focused and motivated to acheive them.

Vicki shared her secret to success to improve learning and development culture… Everyone is familiar with SMART Goals – her key secret is to switch out the M from Measurable to Motivating – make sure the task is energising and motivating to fully engage your people.

DIAGNOSING:

Leaders need to know know where their people at on their goal or task – before they can get where they want to go, they need to figure out where they are, as well as assessing their team members’ competence on their goal and their commitment to achieving it.

This is a transparent process – a shared language leaves everyone understanding where they are at and what they need to succeed.

Development levels are GOAL or TASK specific!

D1 – Enthusiastic Beginner learners with a growth mindset.
D2 – Disillusioned Learner
D3 – Capable but cautious contributor doers and high performers
D4 – Self-reliant achiever

 SLII® isn’t something you do TO people, it’s something you do WITH people.

Matching:

To match, leaders have to be flexible and able to use a variety of leadership styles, comfortably.

Leaders also  need to know when to ask and when to tell:

“I add value when I share my expertise with learners (D1/D2)

OR

“I add value when I pull the expertise from high performers (D3/D4)

Vicky closed the webinar with the following point – what is the value of a Culture of Learning and Development to you?  Some key takeouts were:

  • Attraction and retention of talent
  • Acceleration of ramp up time for new hires
  • Reduction of staff turnover
  • Improvement of employee engagement
  • Creating a culture of accountability.
  • Improved communication and collaboration

 

If you’d like to learn more about how to create a Learning and Development culture in your organisation, you can book a 15-minute chat with us or email us at service@blanchard.co.nz.