Newsletter
November 2006
Spotlight: Building a Learning Organization
Leaders who want to get the most out of their employees' professional development must facilitate not just learning, but also the transfer of valuable knowledge into the workplace. In this Q & A, IRC faculty member Françoise Morissette tells how to meet this challenge ...more
This Issue:
- Opening a New Chapter in Toronto: Join us in celebrating the launch of IRC's first alumni chapter on November 23 ...more
- A Road Well-Travelled: CBC's George Smith will share insights into strategic negotiations at the Don Wood Lecture ...more
- Best Practices in Learner Support: Allyson Thompson tells how her leaders empower her to apply new knowledge in the workplace ...more
- Manage Change, Build Partnerships: Change comes to Regina, and seats are filling fast for Partnerships later this month ...more
- See You at the Shows: At the HR Forum in Ottawa and the CSTD in Toronto learn how IRC can be in two places at once ...more
- Free Download: Here's what 117 respondents said about their organizations' learner-support practices in an IRC survey ...more
- Spotlight: IRC's Françoise Morrisette talks about creating conditions for education to take root after employees return to work ...more
Upcoming Programs:
Opening a New Chapter in Toronto
You spoke, we heard. And acted. You have been telling us that you treasure the connections made with other participants during the programs, and that you are keen to foster and build that network. You are also keen to stay current with the latest research from Queen’s faculty and to stay connected with the Centre. We believe a great way to achieve these ends is to establish chapters in a number of Canadian cities. That way Queen’s IRC alumni can get together occasionally to share ideas, learn from thought leaders, and have some fun.
The first event of our first chapter will be a reception and dinner in downtown Toronto on November 23. The highlight of the evening will be a presentation by Dr. David Weiss, Vice President and Chief Innovations Officer of Knightsbridge and Queen’s IRC Senior Fellow. David will share his research regarding leadership alignment and engagement, a preoccupation for all of us in the people management business. Other Queen’s faculty members will be on hand as well to add to the good cheer and talk.
Go to: http://www.industrialrelationscentre.com/alumni-services/events/
CBC's George Smith to Share Insights as the Don Wood Visiting Lecturer
George C.B. Smith, Senior Vice President, Human Resources and Organization at CBC/Radio-Canada, will offer his perspective on strategic negotiations as the Don Wood lecturer on Thursday November 9 at Queen's University. His talk, entitled "Strategic Negotiations: Perspectives from a Road Well-Travelled," comes just over a year after CBC's two-month lockout of 5,500 employees was resolved.
Since July 1996, Mr. Smith has been reponsible for all aspects of human resources and industrial relations at CBC/Radio Canada. Previously he worked in the Canadian transportation industry, in positions that include VP of Industrial Relations at CP Rail System, and Senior Director of Employee Relations at Air Canada.
The Don Wood lecture is organized by the Queen’s University Industrial Relations Centre and Master of Industrial Relations (MIR) Program, School of Policy Studies. It will be held at 4 pm in the Policy Studies Building, 138 Union St., in the Conference Room on the main floor. For further information please contact Mary Lou Coates at 613-533-6000 ext. 77082. All are welcome.
Best Practices: How to Support Learners After Professional Development Programs
Allyson Thompson is Senior Divisional Project Manager, Transition Project Office, at the Ontario Ministry of Finance in Oshawa. She is an IRC alum with many programs under her belt. She's completed the Queen’s IRC Certificate in Organization Development and is a candidate for Queen’s IRC Master Certificate in Organizational Effectiveness. Below, she explains how enlightened directors clear the roadblocks from her path, enabling her to apply valuable knowledge once she returns to her workplace.
“I’ve never run into barriers to applying new knowledge when I return to work. One reason is the Ministry involves staff in developing their learning plans with managers - so when I meet with my manager we identify learning opportunities that are of benefit to me and to the organization as part of that process.
"Another is that I am so well-supported. I’m in a temporary role as Senior Divisional Project Manager of the Transition Project Office, working with a team of project managers and analysts to coordinate a major restructuring initiative within the Tax Revenue Division. Recently, my Assistant Deputy Minister, several key directors from the division, me, and [IRC Faculty] Brenda Barker Scott all met to talk about what kind of learning was of most use to me, to the division, and to the organization. This demonstrates the value the leaders of this division place on learning.
"As part of my OD training at Queen’s IRC my practicum is to develop a cultural transformation strategy. This is necessary for my learning, and for the division. The ADM looked at it as a strategic investment and provided time, support and money.
"So it is not like sending someone on a one-off course and hoping they pick something up. The divisional leadership team did a really thoughtful and strategic review of organizational requirements, divisional requirements, and my personal development, and brought key stakeholders together to discuss it. That really clears the way for learning - and its application on the job.”
Manage Change, Build Partnerships
Good news for those eager to take our highly popular Change Management program: a new date has been set for later this month in the friendly city of Regina. Brenda Barker Scott will be leading the Change program Nov. 28 to Dec. 1 at the Queensbury Convention Centre in downtown Regina, and you do not have to be part of the Saskatchewan learning community to register.
And don’t forget the brand-new Partnership Development program, running Nov. 14 to 16. With organizations experiencing warp speed change, existing relationships between departments and with customers, suppliers, and stakeholders are being bent out of shape. This program shows you to build robust relationships that will withstand the turbulence of the outside world.
Go to Change Management in Regina: http://www.industrialrelationscentre.com/change-management/seminar-regina.htm
Go to Partnership Development: http://www.industrialrelationscentre.com/partnership-development/training.htm
See You at the Show
If it’s November it must be HR trade show season. For the Ottawa HR Forum Nov. 7 and 8, we are proud to sponsor the keynote presentation by Terry Evanshen, “The Man Who Lost Himself”. Terry spoke here at Queen’s for staff and faculty, and it was a remarkably motivating presentation. We will also have a booth at the Forum and are looking forward to meeting many of our Ottawa friends.
During the same time (Nov. 6 to 8), the Canadian Society for Training and Development (CSTD) will hold its big conference and trade show in Toronto. Our new Director, Paul Juniper, will be on the closing keynote panel to discuss current trends and issues in workplace learning and continuing education. If you are a Queen’s IRC alum and attending the CSTD event, do give Paul a warm welcome.
Yes, we can be in two places at once. Hope to see you in Ottawa and Toronto.
Go to: Ottawa HR Forum http://www.expocorpinc.com/HRForum/
Go to: CSTD Annual Conference and Trade Show http://www.cstd.ca/conference/
Free Download: Learner-Support Practices Report
There are various steps that learners - and their leaders - can take to ensure that new knowledge gets applied in the workplace following educational programs. Here is a summary report of what 117 of you told us about your organization's learner-support practices: click here
Spotlight: In Conversation with IRC's Françoise Morrisette
Françoise Morissette is an IRC faculty member, accredited coach, and Organizational Development consultant. In the following Q & A she discusses how executives who sponsor education for their employees can ensure that valuable knowledge actually gets applied in the workplace.
Do executive sponsors typically get good returns on their educational investments in employees?
A lot depends on the quality of the discussion between the participant and the manager who authorized the training. If the executive is clear about what he or she is trying to accomplish by sending the employee for professional development, and maintains a dialogue - debriefing the person upon his or her return to the workplace, and setting the scene for application and sharing of knowledge - chances are there’s going to be a good return on investment.
In contrast, if someone goes on a course and then no one ever talks about it, nothing much will happen. The quality of the dialogue between sponsor and employee is really the deciding factor.
What are the most common barriers employees face in applying and sharing new knowledge in their workplaces?
One is lack of a plan – no one has thought about the applications for the new knowledge, for example, and the person reverts back to the normal way of life without using what they’ve learned.
A second is a clash with the culture – someone comes back and has great ideas, but the environment is not receptive, or is even against these new ideas.
A third one is overwork. People are burdened; they come back, haven’t been in the office for a week, a crisis erupts, and that’s it – they never move forward with their learnings.
Of these three, the worst and most difficult to overcome is culture. It is almost impossible to deal with, unless the person becomes a missionary within the organization.
However, the other two are linked. The best defence against them is having a plan. That way there’s clarity around next steps for applying or sharing knowledge, and you will do better in dealing with the emergencies. Instead of being controlled by them, you’ll see them as a temporary nuisance along the path, but don’t send you away from your longer-term goal.
How can the sponsoring executive promote the transfer of knowledge from employee to workplace?
Sponsoring executives have three roles to play: to plan before the course; debrief after the course; and coach while the person applies and shares new information.
To read the full Spotlight article, go to: http://www.industrialrelationscentre.com/employee-development/articles/building-a-learning-organization.htm
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