2019 STATEWIDE LEARNING &
DEVELOPMENT SOLUTIONS NEWSLETTER |
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JULY TOPICS
- New & Improved From COE
- Featured July Courses
- Shining the Light on Workplace Culture
- Learning Lessons: The Challenge of Improvement
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4DX training to support the Governor's
priorities
In May of 2019, the Governor's Office started a project around the 4 Disciplines of Execution (4DX). This project is intended to align the efforts of state agencies with priorities from the Governor's Office. Senior leaders from each agency attended training workshops on 4DX. As agencies work to share this knowledge with their teams, some are finding that additional training, resources, and coaching would be helpful. COE can offer all of these. We have coaches, resources, and training to support you in every stage of 4DX implementation. Let us know how we can help.
Team Building using adventure-based learning activities
COE has provided team-building experiences for several years through existing programs such as, Overcoming the Five Dysfunctions of a Team, Strengths-based Teams, and Team-building Facilitation. This year we are offering the opportunity to develop your team using Adventure-Based Learning activities. During these activities, we challenge teams to solve imaginative problems that require the use of team-function and collaboration. This hands-on approach to learning about leadership, communication, and other team skills is sure to engage your team and support learning that your people bring back to the job.
300 new classes
Last year COE posted an RFP to acquire new vendors and classes. These new classes become available on July 1. You will be able to see the complete list of classes in the
COE Products and Services page
General enrollment classes in a sequence to match organizational needs
To simplify selecting a class to meet your needs, COE has built our general enrollment schedule around the Stages of Team Development. Each quarter, the classes on the schedule will address the needs for development in each stage of the model. In Q1 we focus on Forming needs, Q2 focuses on Storming, Q3 is focused on Norming and Q4 addresses issues related to Performing and coming full circle, to start planning for new goals in the Forming stage.
Keep in mind that COE does not schedule any classes in the first two weeks of July. The new schedule will be available
online in early July
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Click on the class name below for more information about the course and available dates for registration:
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Shining the Light on Workplace Culture
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This article was submitted by one of our vendors,
Executive Forum
.
The Executive Forum Team consists of full-time employees, master-certified trainers and senior consultants. Our robust staff and broad expertise in learning & development allows us to connect with organizations from all industries and leaders from various management levels.
This article provides insight into improving organizational culture from the perspective of the Millennial generation.
Workplace culture seems to be THE topic of the hour. Why?
Culture is complex. It is easy to recognize a non-inclusive or toxic culture, but finding your way to a "good culture" is the hard part. There are easier issues to fix so the attention is directed elsewhere. Let's shine the light.
We asked a Millennial:
How do you know you are a part of an inclusive workplace culture?
Why did we ask a Millennial?
This is why... "Millennials value company culture more than any other generation that's come before them. Even though the idea of "corporate culture" has been around since the 1970s, only recently has it started to become a bigger priority for workers"...(Forbes, "How Millennials Are Reshaping What's
Important In Corporate Culture", 2017).
Okay, so what did our Millennial say?
You know you're a part of an inclusive workplace culture when...the leadership asks and shows value for your opinions, insights and feedback. While simple in theory, when leadership displays this one behavior it has a transformational impact on the company's culture. This is due to the principle that people support what they create.
-Blake Cavignac, Founder, YoungPRO Elite
Understood.
So what steps should I take as a Leader to create a culture that harnesses the power of peoples' differences to consistently produce at a high level?
- Ask
- Show your employees they are valued
- Facilitate feedback
Like Blake said, this might be simple in theory, but what is the strategy...
"The end result is a gradual shift toward company cultures and values that appease these millennial demands, and if businesses don't want to be outcompeted, they need to become familiar with them, and adopt them"...(Forbes, "How Millennials Are Reshaping What's Important In Corporate Culture", 2017).
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Learning Lessons
The Challenge of Improvement
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This is a time of transition for State agencies. Staffing, budgets, goals, assignments and many other areas are being evaluated with an eye on decreasing errors and increasing outcomes. It's the challenge of improvement that excites some people. However, for many others, change signals a time of increasing stress and uncertainty
. We need to support the belief that change is meant to help our employees.
What can be done to make the State of Colorado an employer of choice?
A leader who recognizes the positive relationship between employee development and the bottom line is starting with a distinct advantage.
The latest research shows us that most people are primarily motivated at work by three factors. First, is autonomy that comes from having the skills and materials needed to do the job and being trusted to do one's work without being micro-managed. Second, employees want to achieve mastery through continuous improvement. Finally, everyone wants to know that the purpose and value they provide are important to the organization. All of these factors are directly affected by investing in people through training and development. When an organization prioritizes resources for learning, they attract and retain the top talent.
In fact, 87% of workers believe ongoing learning is essential.1
Organizations that prioritize employee learning and development have higher production, retention, satisfaction, and innovation.2
Prioritizing learning takes time and commitment. Here are a few items to consider when beginning:
- Start by asking your employees what skills or functional training they need to improve.
- Be a role model. Demonstrate your belief in learning by taking classes, explaining what you learned, and show how you are applying it.
- Seek out best practices. Ask learning experts for advice about planning, direction, classes, measurements, and application.
As employees of the State of Colorado, you have access to a great source for best practices and resources through the Center of Organizational Effectiveness (COE).
COE is exclusively dedicated to partnering with State agencies to fulfill learning needs. We have three full-time adult learning experts with decades of experience in private industry, government, non-profits, and public education who are dedicated to helping state employees develop. COE provides over 400 classes on dozens of topics related to individual, leader, and team development that are carefully vetted and available for you and your team. In addition, they conduct and debrief personality assessments like DiSC and Birkman, provide leadership coaching, and tailor learning for onsite delivery at agencies. COE has made it even easier for you by organizing the training calendar to address the most common team and leader topics according to when these topics are needed during the year: Q1 Forming, Q2 Storming, Q3 Norming, and Q4 Performing. We have Supervisor and Mini Certificate programs to better target leadership development. Finally, we provide expertise in the 4 Disciplines of Execution (4DX) and can teach, coach, and consult with you about the program's implementation.
Now, more than ever is the perfect time of year to explore what COE can do for you and your team!
- www.pewsocialtrends.org/2016/10/06/the-state-of-american-jobs/
- www.hrtechnologist.com/articles/learning-development/employee-training-and-development-how-to-measure-the-roi-of-training-programs/
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Center for Organizational Effectiveness
Department of Personnel & Administration
Division of Human Resources
303-866-2439
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