Make Learnings Stick

How to Get the Most out of your Development Opportunity

Are you taking a closer look at “learning transfer”? Are you wondering how to make sure the lessons taught through your leadership training and development efforts stick weeks, months, or years later? There is no magic bullet to ensure people apply what they learn. But there are steps you can take to create leadership programs, experiences and supports that improve the likelihood that lessons will be learned and applied. Over time, new skills, perspectives, or behaviors can be reinforced, until they become unconsciously and competently put to use.

Start to Think in Three Phases:
What happens before and after the formal part of a program or development effort is just as important as the content and delivery. This is true whether the initiative is long or short, in-person or virtual, ongoing or one-time.

Prepare.
As soon as you or someone you know has decided to participate in a development opportunity, the process begins. How do you get yourself or them thinking about leadership experiences, challenges, and needs How do you help them connect to the purpose, content and value of their developmentexperience?

The prepare phase involves good communication about logistics and expectations—but also begins to build an emotional connection to personalize the learning experience or opportunity. It is a chance for the learner to engage and excite —rather than approaching the process as another item on their calendar. Research shows that participants begin to engage in a development experience when they are able to make plans with a boss, mentor, or coach and discuss the support they will need. In addition, learners need information and activities to help them understand how the program will benefit them.

Engage. 
The content of a learning experience is important, but so is the way it is presented. Listening to speakers and reading information is a passive learning process—and information is less likely to stick than processes that connect and engage each person through applied practice. Whether you are working in a live, face-to-face setting or a virtual classroom, consider a mix of activities such as skill-building, action-learning, reflection, simulations, experiential activities, goal-setting and coaching.

Apply.
Reinforcement and support at work—away from the learning environment and over time—is essential for learning transfer.

Most people need structures that foster the application of new concepts and practice of new skills to achieve behavior change. Learners need support and encouragement to get past the initial awkward phase that accompanies the application of new skills. Some options include action-learning projects tied to real work issues, conversations to help connect new learning to an existing business challenge, follow-up lessons through reading, discussion, eLearning assignments, toolkits or job aids, and coaching focused on making progress on goals.

Written by Tracy Enright Patterson and Diane Reinhold

---

Questions to Ask Yourself Before, During and After a Development Opportunity

1. How might you start learning right away?
2. How might you create opportunities for guided practice and skill development throughout the development opportunity?
3. How might you create opportunities for the participants to use and continue new learning at work and beyond?

---

Update your profile for the SYL Community

It’s as easy as 1,2,3

1. Visit our website
2. Go to our membership page
3. Complete the form

Know any others who might be a fit, are they?

• Honest, trustworthy and committed team member. They look at the positive things in life and are focused as winning as a group
• Committed to action and oriented towards the solutions by embracing change and supporting their team members through the change
• Passionate about strengthening the credit union system and the member experience
• Others see them as supportive, compassionate and fun-loving. They see themselves as someone who supports the cooperative values of being part of the credit union system. They are willing to take risks and are focused on improving themselves personally and professionally

STAY CONNECTED WITH SYL
Visit our website: www.skyoungleaders.com
Follow us on twitter: @SKYoungleaders
Or send us an email: SaskatchewanYoungLeaders@saskcentral.com

---

Farewell my friends…

The SYL Committee would like to wish farewell to our three outgoing committee members.

Adam Johb – Business Development Manager, Biggar & District Credit Union
Adam’s kind heart was always evident when difficult decisions had to be made. His knack for simplifying the situation was extremely important this past year. He also knows how to make you laugh!

S – Strategic thinking – especially this year we’ve learned to think strategically and build other skills that will be helpful for our careers
Y – Yourself – you learn to believe in yourself and that you’re capable of more than you ever thought
L – Lifelong connections – I’ve developed connections from SYL events and being on the committee that will last a lifetime

Courtney Wishlow – Senior Communications Consultant, Conexus Credit Union
Within a short time in the credit union system Courtney has made an immense impact with SYL and Conexus. She is insightful, creative and shoots from the hip! Her generosity and encouragement is valued by all who know her.

S – synergy – we really meshed well, I have built lifelong relationships!
Y – you own it – accountablity, something that was hard, but so worth it
L – learning – this committee taught me a lot and I am so proud to be able to use these skills for so many years to come, thank you!

Cris Richer– Manager Human Resources, Diamond North Credit Union
Cris’ quiet observation of what is going on around him and summarizing it for everyone is a skill not many possess. His sharp wit and vast skill set for all things brought so many ideas to the group.

S – Successful Leaders
Y – Yield
L – Loyalty

That’s a Wrap…Goodbye 2015…Hello 2016! 

Of course, there are lots of days that I feel like a rock star too. In any job, as in life, you have awesome days, so-so days and tough days.  When you are in a leadership role, your bad days are often being observed by others and can become magnified.  I learned early in my career that every interaction offers you an opportunity to earn or lose respect and trust.  It’s a scary thought! But, like it or not, people in leadership roles are often being closely observed by those around them and its crucial to be aware of the impact and influence your leadership can have on others.

Four years ago when I moved into the role of Financial Services Supervisor, I read an article that really resonated with me.  It talked about how “superstars” in organizations get promoted because of their great sales skills, but the skills and attributes that made them successful in their previous roles are of lesser importance in their new supervisory role.  For example, in my role as Financial Services Representative I was very self-motivated, good at building relationships with my members and had great success in sales as a result, subsequently resulting in personal recognition and rewards.  In the supervisory role, the focus is coaching and mentoring employees on these same skills and ultimately motivating others to accomplish the results, thus contributing to my personal success.

Any career change or job transition comes with growing pains and moving into a management role is no exception.  It can be a very difficult transition; priorities, expectations and relationships will change.  But one thing is certain: being a leader and being a manager are vastly different roles. You do not have to be a good leader to be a manager, nor do you have to be a manager to be a leader.

So what does leadership mean? How do you become a leader? What qualities or attributes does a great leader possess?  I definitely don’t have all the answers, so I asked some of the other young leaders at Affinity Credit Union to share their thoughts and insights:

“Leadership to me means guiding, encouraging and inspiring others to reach their full potential and be successful in whatever it is that they want to do.  Great leaders provide a safe environment for learning, encourage development and are good communicators.”  Sarah Kudeba, Financial Services Manager

“Leadership is the ability to carry along other people in a manner that makes use of each person’s strengths, to achieve a purpose.” Michael Ekine, Contact Centre Representative

“A great leader is someone who can create a vision and be able to inspire their team or individuals. They are able to encourage their team and to create a sense of trust within the group.  A great leader is always genuine, and they are able to challenge and motivate their team.”  Taryn Grey, Member Service Representative

“You become a leader the second people start wanting to follow you, whether you like it or not. People want to start following you when you demonstrate that you are worth following; you can’t make people follow you.” Joel Moskaluke, Associate

“Simple – Inspire others.  Make them want to be part of what you’re trying to accomplish.  Embrace change and initiate opportunity, believe in spirited teamwork, have the passion for growth and the courage to innovate in any environment.  Leadership is getting involved and being engaged in your role.  It takes courage, respect and commitment.” Kelly Hood, Financial Services Manager

“The willingness to lead is just as important as the leading itself.  Becoming a leader is tied to that willingness; you have to be able to show others that you want to lead.  It is working with others to help them succeed through good or difficult times, showing them what is required to get there and following up to ensure that goal is met.” Tyson Klapak, Branch Manager

I read something recently about being a selfless vs. selfish leader. So often leaders are told to be selfless, “it’s not about you,” etc. This particular article talked about the need for leaders to be both selfless and “self-first”. “Over time, if you consistently put the needs of others in front of your own, the results will not be sustainable, as there will be little of you left to lead, you will burn out.” For example, a leader must be selfless in supporting and encouraging the growth and development of others, but they must be “self-first” in ensuring their personal development needs are being met. (The article was posted on www.croftandcompany.com.  Take a look!  The website has some great leadership resources.)

There are so many models, theories and leadership styles out there. In my experience a good leader must: be honest, genuine and committed, build and nurture relationships, lead by example and provide support, encouragement and motivation to others.

And when all else fails, a great leader will step up, get their hands dirty and do the work!

Until next time, Chantelle

“If your actions inspire others to dream more, learn more, do more and become more, you are a leader.” John Quincey Adams

Leadership is the future and an essential reality in the business world today. What happens when you Google leadership? Try it.  You will get about 482 million results. 482 million! Now if that doesn’t tell you something I don’t know what will. The key for you is searching through the haystack of those results and finding where you fit within leadership and where leadership will fit within your career. Leadership will mean something different for each of you. So find a story, inspiration or video that will help you grow as a leader. Here’s a kick start to your leadership development. I weeded through the 482 million Google results and found a few to get you inspired and “Ignited” as a leaders.

• This is a neat article that is part of a series of articles in the Globe and Mail called The Leadership Lab. I think it speaks to the importance of member service and how you can lead to serve your members for the better. The Globe and Mail
• It’s that time of year at work where things have slowed down a bit for me so I am taking opportunities to attend workshops and work towards my annual professional development hours that I need as a Chartered Professional Accountant. I have recently attended a few workshops focused on leadership. One of them was the IGNITE program that was offered by Performance Coaching Inc. This article gives a snapshot of the IGNITE program that I took. It was a great one-day course that provided a lot of self-reflection and leadership coaching techniques to use in my work and personal life. Performance Coaching
• Simon Sinek provides a simple, but powerful message about how to inspire leadership. When the SYL committee met to discuss our strategy and plan for our future, we used this video to inspire our own “Why”. Interesting enough, it was the #4 video in my 482 million Google results for “Leadership”. How Great Leaders Inspire Action?

I’m a bit of a quote junky so I will leave you with a quote I heard at the Leadercast Live 2015. One was the speakers was Rudy Giuliani, the former Mayor of New York City. He started off the presentation by stating that “leaders are not born, they are made”. That resonates with me because although people may have the qualities of leadership inherently, I think you need to take it on yourself to learn from others and “make” yourself into a good leader. SYL has provided me an opportunity to explore new dimensions of leadership, both at the conference last year and now on the committee. Find opportunities that fit, challenge and nurture your leadership skills. And don’t forget to enjoy the journey that leadership will provide for you!

Ashley Kennedy
SaskCentral