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 partners. 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 may be missing out.
A DIY approach to learning and development is not about scrapping the external support and doing it all. It’s about finding the right mix. Here are 4 directions you could take:
- 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 or next cycle or new initiative, consider ways to draw in a different mix of people. Who has an interest or skill that is underplayed? 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, or 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 her or his role.
- 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 do not. 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 — formally or casually — 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.
- Leverage your facilitators. You have experienced facilitators who know your organization. They are 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.For example, CCL has worked with countless HR professionals who are skilled in facilitation and group dynamics — and are looking to bring CCL ideas and insight to more people in the organization. With this in mind, we created a series of “In-House Solutions” on topics that are perennial challenges such as giving feedback, dealing with conflict and how to influence. HR professionals have everything they need to create a half-day leadership program for groups of 20-50 people — in person, virtually or blended — and tailored to you.These solutions are designed to be sustainable, too. All learners have access to CCL’s job-focused Lead 2.0 packages, which have an eCourse, short videos, articles and job-focused tools on the topic so that learners start to apply the skills they have learned and your organization sees the results it wants.With good facilitators and solid content tailored to your context, your HR team can get creative about how to deliver learning to a wide range of employees.
- Focus on making learning stick. Learning is a process, so take another look at ways your HR team can support and extend learning into the day-to-day work. Technology—e-courses, apps, social learning tools—should all be considered. But you’ll also want to help 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. CCL’s 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.
What are your strategies to make the most of in-house HR talent? What kinds of programs, solutions, or expertise do you claim as yours? Share your views with our LinkedIn group or on Twitter with hashtag #DIYdevelopment.