As economic uncertainty continues, many HR and L&D professionals are feeling the pressure to cut training budgets and at the same time help develop people to be more effective in their roles.
It can be done! In an earlier post, Shaun talked about how slashing your training budget can be a good thing because it forces you to think of innovative ways forward. Earlier today, I read about one such technique in an article by Phil LeNir, Social Learning for Management Development and was inspired to write this article.
In short, managers learn when they create times to come together with other managers and talk about the work of leadership—not in dry, abstract terms, but rather in relation to their prior experiences and current challenges. Before you dismiss the idea as being nice, but unsellable to managers whose days are already overflowing with demands, have a read of Phil’s personal story in the article article. Managers don’t resent learning, they just don’t like wasting time and money that could be better spent.
Dedicated learning conversations with peers cost less, take less time than most training, and deliver practical results.
Training and Learning Conversations
You can also attach learning conversations onto the end of more traditional training and development events. By having small groups of learners periodically meet for a few months after the event, you help them turn good intention into lasting changes within their workplace.
Learning Conversations and Web 2.0
The advent of Web 2.0 and blogging adds another free vehicle for getting managers talking with peers about leadership. Check out Shaun’s post on this and the new Between Leaders blogging community.
