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In this issue:
1. Establishing Knowledge Networks
2. Align 2008 - Business Training Library Client & Partner Conference
3. New White Paper: Why Employee Development Matters
4. Course Review: Awesome!
1. Establishing Knowledge Networks
Mentoring programs are becoming a gold-standard in organization’s committed to maximizing their employees’ potential. A recent article in CLO Magazine, “Knowledge Networks,” points out a few areas where even the best intentions could be falling short. Author Randy Emelo takes a look at specific strategies to create a meaningful learning experience for mentees, and create value in your mentoring and succession planning programs.
Emelo points out a few common practices to avoid, and offers suggestions for ideal mentoring practices. First, let’s talk about the common pitfalls many of us encounter that create a barrier to achieving the learning goals of our mentoring and succession planning programs. We often form image-oriented programs, according to Emelo, when the program should be learning-oriented. The mentoring needs to be focused on learning activities, with open communication between the mentee and mentor. Otherwise, as Emelo points out, the mentee will spend much of his or her time trying to impress the mentor. This should be a learning relationship, focused on skill growth and development, not creating a positive image.
Another pitfall to avoid – lack of focus. Because many succession planning mentoring programs are somewhat ‘cloaked’ in nature – there is a great deal of ambiguity. Without clear goals and standards, the nature of these mentoring relationships is often too ambiguous for any real impact in regards to learning and creating impact.
Lastly, Emelo suggests that we avoid using a “myopic perspective.” In other words, although the relationship between mentee and mentor is critical for developing the mentee’s skills in preparation for succession plans, development that is focused solely on one mentor’s way of doing things can be detrimental as well, since the purpose of a strategic succession planning program is to collaborate to build on the successes of the organization’s current leaders – not just continue their practices.
So what does Emelo suggest are ideal mentoring and succession planning strategies? He suggests that with today’s evolving web-based technologies, mentees have the ability to establish broad knowledge networks, with multiple mentoring relationships. Emelo offers three clear strategies to build a knowledge network, and create a gold-standard mentoring program: knowledge synthesis, on-demand learning, and global outreach.
Learn more about creating knowledge networks. View the CLO article "Knowledge Networks," online at clomedia.com, Chief Learning Officer Magazine online.
2. Align 2008 - Business Training Library Client & Partner Conference
Connect. Learn. Align.
Business Training Library invites you to participate in Align 2008 – Business Training Library’s first e-learning client and partner conference. Join us as we connect, learn ... align! Align 2008 will be held at the St. Louis Marriott West in St. Louis, Missouri, September 15-17. Space is limited, so reserve your spot today!
- Meet the Business Training Library team
- Meet our vendor partners
- Informative breakout sessions
- Learn about our new products
- Network with other companies using our e-learning solutions
- Share best practices
- Industry / client awards
- Learn about Business Training Library's vision for the future
Register to join us at the Align conference!
3. New White Paper: Why Employee Development Matters
In today’s information economy, effective use of knowledge is the key to sustainable competitive advantage. The most successful organizations understand it is vital to tap the knowledge of their employees, and engage them to use their knowledge in creative ways to help solve the organization’s problems, exceed customer expectations, and propel them to the top of their industry. The challenge, of course, is how to effectively utilize and grow employee knowledge. A key component is effective employee development programs.
The hard reality is that most employee development programs struggle. They are often less well funded than programs to upgrade or purchase equipment. They tend to be understaffed. Perhaps most importantly, they face managers as a key roadblock to their success. Yet organizations who figure out ways to make employee development successful win in the end. Research has demonstrated that they have higher levels of employee engagement and deliver significant premiums to their shareholders. This paper will examine the reality of employee development practices in the workplace and introduce some powerful techniques that can help bring the knowledge and creativity of employees fully into the organization.
Download our latest white paper, "Why Employee Development Matters", in partnership with one of our e-learning producer partners, MindLeaders.
4. Course Review: Awesome!
This month's featured streaming video course, Awesome!, was reviewed by Matthew Dunn. Matthew is the Library Coordinator at Business Training Library.
Course Code
SVL_016113
Media
Streaming Video
Target Audience
Supervisors and managers working with Generation Y employees
Course Overview
What makes Generation Y different? What experiences have influenced their attitudes, values and work styles? What do they need to be successful at work? How can organizations engage and inspire them to maximize their impact and productivity?
Expected Duration
20 minutes
Matthew's Rating
5 Stars (Out of 5)
Matthew's Review
Awesome is a brand new course that specifically addresses the need to communicate to the forthcoming generation in the workforce. Any manager, supervisor, executive or business owner having difficulty coming to understand, communicate, recruit and/or work with this new generation of employees or potential employees would be greatly benefited by viewing this course. Generation Y is loosely attributed to persons born between the years 1980 and 2000, one of the largest generations in history, accounting for almost 30% of the world population. We’re already starting to see some of the impact that this generation is creating in the workplace and things are only going to continue to change as more and more of this generation finishes their education and enters the workforce.
This course is divided into two parts, the first of which explaining the details of this generation, including statistical data, personality characteristics, social and cultural interests, etc; the second part addresses how to and how not to engage this up and coming generation of future employees. This two-part approach helps to flush out who this new generation is and then how to utilize the skill set that they possess. Unlike previous generations, this group has been familiarized with changing social climates and technology from an early age. They are intelligent, socially oriented, individualistic and enterprising—in other words, they value what you know more than what you have experienced.
This course provides the power points on how to understand and employ this new employment base to the fullest of their potential, and on both their terms and your own.
Preview this streaming video course today!
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