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Great Workplaces Are Built, Not Born: The Role of Learning and Development
 

Great Workplaces Are Built, Not Born: The Role of Learning and Development

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Every organizational function has a shared, yet unique role in building a great workplace — one that fosters employee innovation and effort, commitment and cooperation. Learning and development ...

Every organizational function has a shared, yet unique role in building a great workplace — one that fosters employee innovation and effort, commitment and cooperation. Learning and development ensures that people have the language, the best practices and the support needed to build a great workplace in every department, under every manager and supervisor.

Benchmarking and best practices from Fortune’s 100 Best Companies to Work for annual list — such as Umpqua Bank, Google, Genentech, QuikTrip and Quicken Loans — are the basis for this conversation with Michael Burchell and Jennifer Robin, authors of The Great Workplace. Join them as they share lessons and insights into the unique and special opportunity that L&D holds in shaping a great workplace culture.

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  • A great place to work doesn't just happen, it takes intentionality.

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    Great Workplaces Are Built, Not Born: The Role of Learning and Development Great Workplaces Are Built, Not Born: The Role of Learning and Development Presentation Transcript

    • Great Workplaces Are Built, Not Born: The Role of Learning and DevelopmentSpeaker: Michael Burchell Corporate Vice President Great Place to Work Institute Jennifer Robin Research Fellow and Adjunct Consultant Great Place to Work InstituteModerator: Kellye Whitney Managing Editor Chief Learning Officer magazine #CLOwebinar
    • Tools You Can Use•  Q&A –  Click on the Q&A panel (?) in the bottom right corner –  Type in your question in the space provided –  Click on “Send.” #CLOwebinar
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    • Frequently Asked Questions1. Will I receive a copy of the slides after the webinar? YES 2. Will I receive a copy of the webinar recording? YES Please allow up to 2 business days to receive these materials #CLOwebinar
    • Great Workplaces Are Built, Not Born:The Role of Learning and Development Kellye Whitney Managing Editor Chief Learning Officer magazine #CLOwebinar
    • Great Workplaces Are Built, Not Born:The Role of Learning and Development Michael Burchell Corporate Vice President Great Place to Work Institute Jennifer Robin, Research Fellow and Adjunct Consultant Great Place to Work Institute #CLOwebinar
    • THE GREAT WORKPLACE:BUILDING TRUST ANDINSPIRING PERFORMANCETrainer Name | & Jennifer Robin | April 28th, 2011 Michael Burchell Month 00, 0000 - 7-  
    • TODAY’S AGENDA§  Background and Genesis of an Idea§  The Role of Learning and Development§  Dimensions of the Great Place to Work® Model –  Credibility –  Respect –  Fairness –  Pride –  Camaraderie§  Create Your Great Workplace§  Questions and ClosingThe Great Workplace. Copyright © 2011 by Great Place to Work Institute, Inc. All Rights Reserved.Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com. - 8-  
    • DEFINING A GREATPLACE TO WORK ®The Great Workplace. Copyright © 2011 by Great Place to Work Institute, Inc. All Rights Reserved.Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com. - 9-  
    • GENESIS OF AN IDEA§  The 100 Best Companies to Work for in America by Robert Levering and Milton Moskowitz (1984, 1994)§  A Great Place to Work– What Makes Some Employers So Good (and Most So Bad) by Robert Levering (1988)§  FORTUNE 100 Best Companies to Work For® Annual List (1998)The Great Workplace. Copyright © 2011 by Great Place to Work Institute, Inc. All Rights Reserved.Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com. - 10-  
    • DEFINITION OF A GREAT PLACETO WORKThe Great Workplace. Copyright © 2011 by Great Place to Work Institute, Inc. All Rights Reserved.Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com. - 11-  
    • DIMENSIONS OF A GREATPLACE TO WORK® Communication: Communications are open & accessible Competence: Competence in coordinating human & material resources Integrity: Integrity in carrying out vision with consistency Support: Supporting professional development & showing TRUST appreciation Collaborating: Collaboration with employees in relevant decisions Caring: Caring for employees as individuals with personal lives Equity: Balanced treatment for all in terms of rewards Impartiality: Absence of favoritism in hiring & promotions Justice: Lack of discrimination and process for appeals Personal Job: In personal job, individual contributions Team: In work produced by one’s team or work group Company: In the organization’s products & standing in the community Intimacy: Ability to be oneself Hospitality: Socially friendly & welcoming atmosphere Community: Sense of “family” or “team”The Great Workplace. Copyright © 2011 by Great Place to Work Institute, Inc. All Rights Reserved.Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com. - 12-  
    • WHAT WE SEE IN THE DATA§  Clear view of where the organization is headed 2011   2010   2009   2008   2007   85   86   85   85   84  §  Offering training and development opportunities 2011   2010   2009   2008   2007   85   86   86   87   86  §  My work has special meaning 2011   2010   2009   2008   2007   84   85   84   84   82  The Great Workplace. Copyright © 2011 by Great Place to Work Institute, Inc. All Rights Reserved.Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com. - 13-  
    • THE ROLE OF LEARNING ANDDEVELOPMENT§  Create a rich and shared language about what it means to be a great workplace.§  Use Best Practices…appropriately.§  Support the efforts of managers and leaders throughout the organization.The Great Workplace. Copyright © 2011 by Great Place to Work Institute, Inc. All Rights Reserved.Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com. - 14-  
    • CREDIBILITYDIMENSION OVERVIEWTWO-WAY COMMUNICATION §  Informative and accessible two-way communicationsCOMPETENCE §  Coordinating resources, giving responsibility, having clear visionINTEGRITY §  Reliability, honest and ethical behaviorThe Great Workplace. Copyright © 2011 by Great Place to Work Institute, Inc. All Rights Reserved.Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com. - 15-  
    • RESPECTDIMENSION OVERVIEWSUPPORT §  “Thank you” §  Tools and growth opportunitiesCOLLABORATION §  Seek opinions, involve peopleCARING §  Personal interest in people as individualsThe Great Workplace. Copyright © 2011 by Great Place to Work Institute, Inc. All Rights Reserved.Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com. - 16-  
    • FAIRNESSDIMENSION OVERVIEWEQUITY §  All are full members §  All have opportunities for special recognition §  Fair pay, fair share of profitsIMPARTIALITY §  Fairness in hiring and promotion decisionsJUSTICE §  No discrimination §  Right to appeal decisionsThe Great Workplace. Copyright © 2011 by Great Place to Work Institute, Inc. All Rights Reserved.Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com. - 17-  
    • PRIDEDIMENSION OVERVIEWPERSONAL JOB §  Individual job and accomplishmentsTEAM ACCOMPLISHMENTS §  Work produced by own team or work groupCORPORATE IMAGE §  Company’s products and standing in the communityThe Great Workplace. Copyright © 2011 by Great Place to Work Institute, Inc. All Rights Reserved.Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com. - 18-  
    • CAMARADERIEDIMENSION OVERVIEWINTIMACY §  Ability to be yourselfHOSPITALITY §  Socially friendly and welcoming atmosphereCOMMUNITY §  Sense of “family” or “team”The Great Workplace. Copyright © 2011 by Great Place to Work Institute, Inc. All Rights Reserved.Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com. - 19-  
    • CREATE YOURGREAT WORKPLACE§  Create a rich and shared language about what it means to be a great workplace.§  Use Best Practices…appropriately.§  Support the efforts of managers and leaders throughout the organization.§  Keep the conversation going!The Great Workplace. Copyright © 2011 by Great Place to Work Institute, Inc. All Rights Reserved.Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com. - 20-  
    • §  Access resources –  The Great Workplace book and training package –  www.thegreatworkplaceonline.com –  @thegreatworkp§  Keep in touch! –  Great Place to Work® Institute: www.greatplacetowork.com | @gptw_us –  Michael: www.michaelburchell.com | @burchellm –  Jennifer: www.jenniferrobin.net | @jenrobinideasThe Great Workplace. Copyright © 2011 by Great Place to Work Institute, Inc. All Rights Reserved.Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com. - 21-  
    • FOR MORE INFORMATION ONTHE GREAT WORKPLACE: Call toll free: 1.866.888.5159 Email: leadership@wiley.com All non-US customers visit: www.wiley.comSave 20% on The Great Workplace materials! Use promo code GREAT when you order. *Expires 6.21.11The Great Workplace. Copyright © 2011 by Great Place to Work Institute, Inc. All Rights Reserved.Reproduced by permission of Pfeiffer, an Imprint of Wiley. www.pfeiffer.com. - 22-  
    • Join Our Next CLO Webinar Virtual Classrooms: What Works and What Doesn’t Thursday, May 12, 2011CLO Webinars start at 2 p.m. Eastern / 11 a.m. Pacific Register at www.clomedia.com/events Join the CLO Network: http://network.clomedia.com/ #CLOwebinar