Sometimes the best way to get something done is to do it yourself.
Every day, you and your HR colleagues orchestrate leadership programs, initiatives, and partnerships. You sift through countless new offerings and ideas that may (or may not) align with your goals.
But your department is also staffed with skilled people who are steeped in the talent needs of the business. If you’re not making the most of your in-house expertise, you’re probably missing out.
A DIY approach to learning and development isn’t about scrapping the external support and doing it all. It’s about finding the right mix. Here are 4 directions you could take:
1. Do a Talent Review
Take a fresh look at the people who are currently in HR. As in any function, HR talent can get pigeonholed into certain roles or tasks. As you start to map out the learning agenda for the next year, next cycle, or new initiative, consider ways to draw in a different mix of people. Who has an interest or skill that’s underutilized? Who is ready for a new challenge or experience? What would you like to do?
This process can be part of HR employees’ personal development and career planning, as well as a strategy for maximizing the talents of your team. The chance to lead a session for new hires, mentor a high potential, or develop a blended learning program for first-time managers could be just what someone needs to be re-energized and engaged in their role.
2. Extend Your Internal Coaching Capability
Coaching continues to be a growing and valuable way to develop talent. Some HR pros have extensive training and experience with coaching; many others don’t. But it often falls to HR to coach a struggling high-potential or a high-performer whose abrasive style is causing problems.
HR staff linked to business units also have the opportunity to coach as they work day-to-day with operational leaders, teams, and employees at every level. Outside coaches remain valuable (and are at times preferable), but creating a robust coaching capacity in-house is a wise move for any HR function.
Our Better Conversations Every Day program is a 1-day experience that provides coaching skills across your entire organization. Micro-learning assets, workshop kits, and evaluation tools are available to sustain the learning.
3. Leverage Your Facilitators
You have experienced facilitators who know your organization. They’re in various roles — and might not even be part of the HR department. As you look at your internal capacity, don’t overlook the value of people who can lead events, discussions, and training sessions.
We’ve worked with countless HR professionals who are skilled in facilitation and group dynamics — and are looking to bring our ideas and insight to more people in the organization.
Our Lead-It-Yourself Workshop Kits let your HR professionals or experienced team leaders scale up leadership development in simple, pre-packaged modules. That means we send you everything you need, then you deliver our proven, world-respected content.
4. Focus on Making Learning Stick
Learning is a process, so take another look at ways your HR team can support and extend learning into day-to-day work. Technology such as e-courses, apps, social learning tools should all be considered.
But you’ll also want to create the internal connections and support that fuel learning. Different types of learning networks help employees apply and integrate new ideas and practices.
Accountability partners, at-work learning partners, mentors, and managers can all play a part. Our 3x3x3 model for learning transfer helps HR leaders map out the elements to factor into leadership development efforts, including many that are in your hands.