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In L&D we often focus on providing the right tools to take on issues that are already known to us. We’re happy when we’ve performed a robust needs analysis, found challenges that our co-workers are currently facing and then given them the tools to tackle them. Nothing wrong with that, obviously.
However, we often don’t take into account all the future challenges our co-workers will be faced with, where the tools we’re providing today may very well end up being completely irrelevant.
That’s where networking comes in.
A strong personal network creates resilience. It makes sure that whatever unexpected challenges come your way at work, someone will be there to help. It means you have someone to ask when you get stuck or feel lost. It allows you to relax and perform even when your surroundings are changing.
The highest performing individuals in an organization tend to get where they are thanks in no small part to their personal networks. They have wise people around them to ask for advice, critical voices who can provide honest feedback and plenty of supportive individuals providing inspiration and motivation.
But a network isn’t a tool you can simply “add to your belt” during training. It’s built over time, one person and conversation at a time. It’s not something we’ll necessarily see the fruits of right away – sometimes the payoff could be several years down the line. That’s why it’s so easy for us learning professionals to forget about.
Precisely because networks take time to build, we should always include some element of networking in our training programs. That’s the only way we can contribute to every co-worker’s personal network growing over time.
However, contributing to better networking sometimes requires us to take a step back. To move out of the spotlight and into the director’s chair. To create opportunities for co-workers to connect with people in the organization that they wouldn’t otherwise have met. To give them an arena to meet, but then leave them to build relationships on their own.
If we can do that while also providing our co-workers with useful tools to take on present challenges, then we’ll create world-class co-workers and organizations over time.
Lär dig enkla men kraftfulla sätt att applicera nudging i dina lärprojekt, så att beteendeförändringen faktiskt blir av.
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