Training Industry Magazine - September/October 2021 - 47

A recent Association of Training and
Development study revealed that the
most essential element of a learning
culture is close alignment between
learning and business strategies. To that,
add a third leg of employee potential
and possibilities. To inspire legacy
performance requires employees to
see and experience themselves at the
intersection, or sweet spot, where they
can fulfill their own career growth goals,
while at the same time adding increasing
value to the organization.
As a learning leader, you have a unique
vantage point to shine a light on this
opportunity to pair passions with
productivity. By experiencing robust
and future-minded learning, employees
become more confident, capable and
ready to navigate business challenges
now and into the future.
4
Pivots and Ping Pong
(Innovate to Make
Learning Great)
The pandemic made it clear that
organizations would need to quickly
innovate and pivot with purpose to
survive. Many organizations surprised
themselves with how quickly they were
able to respond to ping-pong-pace
challenges brought forth during this
unprecedented time. Entire workforces
were sent home and became teleworkers
overnight. Training was virtualized at an
astonishing rate.
As we move toward the next iteration, it is
important to resist the urge to backtrack
to the traditional training strategies of
yesteryear. We must look forward with
creativity, flexibility and heart to design the
future of learning. Seek feedback from all
levels of the organization. Ask them which
virtual tools were effective, and what
training or tools were most compelling or
effective in boosting their ability to thrive
in a remote work environment. Build on
the momentum by celebrating employee
success in adopting new technology and
tools. Remind employees how far they
have come. Encourage them to keep
going, growing and testing new learning
pathways.
William Arthur Ward, an American
motivational writer, said, " Curiosity is
the wick in the candle of learning. " Do
everything you can to spark continued
curiosity and thirst for learning. Inspire
employees of all levels to become
change champions in learning, creating
a legacy of openness, adaptability
and
resilience.
Celebrate
forwardthinking
pioneers who embrace new
ways of thinking, learning and thriving
in the workplace. Instead of focusing
on the teachability of a particular
generation, celebrate
multiple generations coming together
to test and learn, as they build strong
relationships and results that will stand
the test of time.
5
It's Not About
the Certification
(Mindset and Momentum)
It's not about the certification. A Harvard
Business Review study revealed
that we forget about 75% of what we
Closing Thoughts
examples of
For sustained success, learning leaders
can partner across disciplines to sync
up these five keys in their respective
organizations. In a company that visibly
values learning, employees will be able
to appreciate the beauty of living at the
intersection of business and employee
learning. They will be inspired to measure
M's beyond baseline metrics, expanding
to measurements of momentum, meaning
and making an impact.
Sheryl Sandberg, Facebook COO, said,
" Leadership is about making others better
as a result of your presence, and making
sure that impact lasts in your absence. "
The same can be said for Learning. You
have a front row seat to the future. You
can be a catalyst for transforming learning
into legacy in your organization. Ignite
and cultivate a three C's culture, with
curiosity, collaboration and continuous
improvement. Help employees build a
The best managers will learn to leverage
training as a dynamic catalyst and
succession planning tool for the benefit
of the workforce and the business.
learned after just six days. While the
moment we achieve a certification or
pass a virtual exam is important, it is just
the beginning. What's most essential is
what happens next. What we do with
the knowledge we acquire - and how
we bring that learning to life.
Let employees know before training
even begins what they can look
forward to, and how they will be able
to immediately apply what they learn
on the job. If framed appropriately,
employees will tune in to not only the
short-term outcomes achieved, but
how what they learned planted a seed
to bear fruit in the months and years
to come.
strong foundation for learning success.
Live at the intersection of business and
employee learning. Embrace the beauty
of ongoing discovery and the power of
the pivot. Finally, remember that it's not
about the certification. It's about how you
bring learning to life and transform that
learning into legacy: One day, even one
employee at a time.
Tracey Lorraine, M. Ed.,
is the
director of workforce development
at the Virginia Department of
Transportation, as well as a heartinspired,
results-wired success
coach. Her passions are leadership,
learning and organizational change.
Email Tracey.
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Training Industry Magazine - September/October 2021

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