Are our Learning departments focused on the now or the "after?" Are we only reacting, or planning for what comes next? Can a beer company help show us the way?
Stella Artois has launched a campaign that truly partners with individuals, matching funds invested now so we can all celebrate later.
I was on a call that was advising Learning leaders to focus on today, the "now." While I don't disagree that we need to engage people in our current reality, I would suggest that to truly earn that "leader" part of the term, we must also paint a picture of what comes next.
There is enough uncertainty. We don't know for sure what things will look like, but we can offer ways to connect the dots of how what we invest in now will impact positively our future.
So while we may not have the budget to match peoples' salaries or offer them free beer...what if we could get approval for awarding points for invitations after things move into their next phases? For example:
- complete certain paths (not time!) and get invited to a pizza party once things reopen
- achieve a certain score on a learning assessment and get invited to an exclusive call with the CEO or other senior leaders
- earn PTO for additional learning completed
- learn-to-buy technology currently provided by the company
We have the LMS - let's use it for more than just compliance. Be creative!
In our current environment, could donations to first line workers be tied to eLearning consumed?
Could employees or furloughed employees be given credit for training with a non-profit, log what they've learned there, and help the non-profit, if needed, with expertise learned over the years at the for-profit employer (protecting IP, of course)?
