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

Speaker: Michael Burchell Corporate Vice President Great Place to Work Institute

Jennifer Robin Research Fellow and Adjunct Consultant Great Place to Work Institute

Moderator: Kellye Whitney

Managing Editor Chief Learning Officer magazine

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

#CLOwebinar

•  Q&A

–  Click on the Q&A panel (?) in the bottom right corner

–  Type in your question in the space provided

–  Click on “Send.”

Tools You Can Use

#CLOwebinar

•  Polling

–  The poll will appear on the right side of your screen

–  Select the best option for each question

–  Click on “Submit”

#CLOwebinar

Tools You Can Use

Frequently Asked Questions 1. 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

#CLOwebinar

Kellye Whitney Managing Editor Chief Learning Officer magazine


#CLOwebinar

Michael Burchell Corporate Vice President Great Place to Work Institute

Jennifer Robin, Research Fellow and Adjunct Consultant Great Place to Work Institute


- 7-

Trainer Name | Month 00, 0000 Michael Burchell & Jennifer Robin | April 28th, 2011

THE GREAT WORKPLACE: BUILDING TRUST AND INSPIRING PERFORMANCE

- 8- 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.

§  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 Closing

TODAY’S AGENDA


DEFINING A GREAT PLACE TO WORK®


§  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)

GENESIS OF AN IDEA


DEFINITION OF A GREAT PLACE TO WORK


DIMENSIONS OF A GREAT PLACE 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 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”

TR

US

T


§  Clear view of where the organization is headed §  Offering training and development opportunities

§  My work has special meaning

WHAT WE SEE IN THE DATA

2011 2010 2009 2008 2007 85 86 85 85 84

2011 2010 2009 2008 2007 85 86 86 87 86

2011 2010 2009 2008 2007 84 85 84 84 82


§  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 ROLE OF LEARNING AND DEVELOPMENT


TWO-WAY COMMUNICATION §  Informative and accessible two-way

communications

COMPETENCE §  Coordinating resources, giving responsibility,

having clear vision

INTEGRITY §  Reliability, honest and ethical behavior

CREDIBILITY DIMENSION OVERVIEW


SUPPORT §  “Thank you” §  Tools and growth opportunities

COLLABORATION §  Seek opinions, involve people

CARING §  Personal interest in people as individuals

RESPECT DIMENSION OVERVIEW


EQUITY §  All are full members §  All have opportunities for special recognition §  Fair pay, fair share of profits

IMPARTIALITY §  Fairness in hiring and promotion decisions

JUSTICE §  No discrimination §  Right to appeal decisions

FAIRNESS DIMENSION OVERVIEW


PERSONAL JOB §  Individual job and accomplishments

TEAM ACCOMPLISHMENTS §  Work produced by own team or work group

CORPORATE IMAGE §  Company’s products and standing in the

community

PRIDE DIMENSION OVERVIEW


INTIMACY §  Ability to be yourself

HOSPITALITY §  Socially friendly and welcoming atmosphere

COMMUNITY §  Sense of “family” or “team”

CAMARADERIE DIMENSION OVERVIEW


§  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!

CREATE YOUR GREAT WORKPLACE


§ 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 |

@jenrobinideas


Save 20% on The Great Workplace materials! Use promo code GREAT when you order.

*Expires 6.21.11

FOR MORE INFORMATION ON THE GREAT WORKPLACE:

Call toll free: 1.866.888.5159 Email: [email protected] All non-US customers visit: www.wiley.com

Join Our Next CLO Webinar

Virtual Classrooms: What Works and What Doesn’t

Thursday, May 12, 2011

CLO 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

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

Business

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