We’ve all heard the age-old question, “What do you want to be when you grow up?” For many of us, this was an easy question. There are so many great careers to choose from: police officer, ballerina, carpenter, doctor, lawyer—the options are limitless.
If you’re like me, you’ve never heard anyone say, “I want to be a Learning and Development (L&D) Manager.” And now that I am one, I often get asked what my title even means. For me, being an L&D Manager at Miron Construction means contributing to the organization’s success by serving as a strategic partner. I am constantly looking for ways to anticipate needs and preparing for new ventures in the business. Whether that means a new workflow, new software, or even a new location, I can help create a plan for communication, rollout, training, and support after implementation.
One of the biggest challenges in my role is getting my customers (internal and external) to shift from the old model of training and measuring success—counting “butts in seats”—to delivering value by providing already skilled professionals with meaningful tools and experiences that help them solve problems they face every day, creating a true learning environment.
In a 2018 New North, Inc. study*, over 60% of Northeast Wisconsin business leaders believe they are at risk of disruption by 2020. The pressure to stay competitive by creating and implementing product and/or operation innovations and to hire and retain a skilled workforce is imperative. Additionally, the aging workforce, changes in the political environment, and even climate change can impact the way work gets done in organizations.
These day-to-day challenges are what energize me. I got into the learning and development field to make a difference. I knew I wasn’t going to be saving lives, performing on a stage, or become skilled with a tape measure and hammer, but what I love doing is partnering with those specialists in their fields of expertise and asking them how I can help them address disruption and reach their potential.
At the end of the day, if I can encourage employees to have a learning/growth mindset, develop new skills, and share what they learn, I will help Miron continue to build a solid foundation for future success.
Source: * https://www.thenewnorth.com/media/507339/SNC-NewNorthSurveyExSummary_w_videolink.PD
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