Learning Consultants in a learning programme
Crossing borders within the HRD function
A global company in the field of communications technology is changing its HRD policies. Technological innovations in this market so rapidly succeed each other, that classical forms of training are simply not enough to help people keep abreast of all developments. The organisation also has questions regarding change and innovation. In order to assist the company on all of these issues, corporate HRD appointed several learning consultants. And asked Kessels & Smit to facilitate a learning programme to help prepare this group for their strategic consultancy role.
Learning consultants
The learning consultants’ role is to build a relation as strategic partner with business clients. They are expected to give professional advice on learning and development issues, and to design and facilitate training and development activities. So, we developed a learning trajectory with attention to both the systematic and the relational side of designing learning activities. It was important to provide ideas and inspiration for types of learning interventions other than formal training: flexible, fast, close to the workplace. Consultancy and facilitation also were part of the learning agenda.
Learning from real projects
During the programme, the consultants worked on projects from their own work practice. They sought to create innovative and powerful interventions. And were supported by Kessels & Smit facilitators – who provided coaching, feedback, theory and tools. Much room was made for learning from each other: by providing feedback, sparring, exchanging experience, working on each other’s cases... The joint search for solutions to complex learning issues in a challenging business context, as well as the strong international character of the group, created a very rich learning environment.
Using technology to facilitate communication
Partly from the perspective of cutting costs, but also because we were working in a technology company, we deliberately used communication technology to support learning. Webinars, web applications for collegial consultation and videoconferencing were all used at some point in the process.
In a final presentation, attended by both managers and internal clients, participants shared their professional growth and progress, using actual work samples to support their story. A powerful ‘proof of competence’ at the end of an intensive programme.
A powerful network
Several dozen learning consultants have now participated in this programme. Since we stressed and supported their mutual learning, a powerful network of learning consultants developed with people from India, Romania, Italy, France, Canada, the US, Belgium, the Netherlands, China, Egypt….. They all still look each other up for advice and sparring.
Currently, delivery of the programme is in the hands of experienced learning consultants: they facilitate the learning of their novice peers. Thus creating and independent and sustainable basis for a professional HRD function.
