Every day, you and your colleagues in Human Resources orchestrate leadership programs, initiatives, and partnerships. You sift through countless new offerings and ideas that may — or may not — align with your training goals.

But your team 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 HR deparment’s in-house expertise, you’re probably missing out.

4 Ways to Strengthen Your HR Team’s Expertise

The most effective learning and development approaches include a blend of in-house expertise and external support. As you consider how you will scale leadership development for maximum impact at your organization, consider these 4 strategies to make the most of your HR department’s in-house expertise:

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 or develop the ones you have even more.

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.

  • Your HR team can even help managers in your organization develop the “Fundamental 4” leadership skills of self-awareness — learning, agility, influence, and communication — which are key for all leaders, by leveraging our flexible, licensed program Lead 4 Success.™

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 team leaders. And these managers may look to you for guidance as they try to have talent conversations with their own employees. It’s often said that training your people to give feedback often and well is the key to improve your talent development processes.

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 can help you elevate your entire organization’s culture by improving conversations across your entire organization. It is available in CCL-delivered versions or a scalable, licensed train-the-trainer model.

3. Leverage your facilitators.

You probably already 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, workshops, 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 enable HR professionals or experienced team leaders to scale up leadership development in simple, pre-packaged modules on a variety of topics. That means we send you everything you need, and then you and your colleagues can deliver our proven, world-respected content to your people.

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. Our 3x3x3 model for learning transfer helps HR leaders map out the elements that factor into leadership development efforts, including many that are already in your hands.

Because different types of learning networks help employees apply and integrate new ideas and practices, you’ll want to consider digital and social learning tools to increase accountability and foster the internal connections that fuel learning.

Accountability partners, at-work learning partners, mentors, and managers can all play a role. Gamifying your digital learning experiences can also increase engagement and completion rates.

Want to Learn More?

We understand the challenges that HR professionals like you are facing, and can help you continue to strengthen your in-house expertise through our suite of Lead-It-Yourself™ solutions.

Learn more by watching our webinar, 3 Ways to Maximize Your In-House Development.

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