Find a good subject, a good teacher, and an hour of blocked time and you have a great team-building idea for a management team.
I’ve seen this work with many different business-related topics. The first time I saw it, I was part of an Apple Computer team listening to marketing guru Lynn Phillips explain value-based marketing. His marketing theory was spellbinding. And it wasn’t just me — I was one of about two dozen. That half day sparked a delightful shower of new ideas and long-term discussions. Whatever Apple paid him was well worth it.
The same Apple executive who did that one also organized similar workshops on channel management, sales, leadership, and business planning. Those workshops contributed to a happy management team that grew its group’s annual sales from $2 million to $40 million over four years. Every hour of expert lecture paid off with the collective satisfaction of the individual managers, first, plus the benefit of a shared language and framework that facilitated discussion and decisions.
Since that first experience, which was three decades ago, I’ve seen that kind of success repeated in several other companies I’ve worked with. I think you’d probably agree that people like to learn. The opportunity for formal learning as part of a job is a really good perk. People appreciate it. And when the people in charge choose good speakers and good topics, the value of learning increases even more.
I rediscovered this idea recently from Learning Is the Most Celebrated Neglected Activity in the Workplace, an article in the Harvard Business Review. Author Gianpiero Petriglieri, professor at the prestigious INSEAD business school, writes:
“Everyone says that learning is essential for companies’ success — and for your own. And yet, on a daily basis, who cares for your learning? No one. People care about what you have learned. They care about your results. Learning is great as long as you do it quietly, in your own time.”
He goes on to cite the popular 70:20:10 “formula” stating that 70 percent of learning happens on the job, 20 percent through coaching and mentoring, and 10 percent takes place in classrooms. He says that’s folklore, not real, but he adds:
“The reason we have turned folklore into a formula, I believe, is because it resonates with the safest, most efficient kind of learning — the incremental kind. We acquire an idea and we practice it with some feedback on the way. That eventually results in mastery. That kind of learning is additive — and addictive.”
Addictive? Good choice of words. That brings me back to my own experience, which is that people like learning, and shared learning is a great boost for teams.
If you want to adopt this idea for your own team, I can offer these fairly obvious tips:
- Find somebody who does it well. Check references. Ask for past clients you can talk to.
- Choose a topic that brings the group together, general interest. Strategy is the best, hands down, because everybody gets strategy and it generates great discussions. Marketing, branding, strategic alignment, and — my personal favorite — business planning are also good. Avoid topics such as Finance, Google Analytics, or copy writing, that tend to leave people out.
Team Hand Pile Photo via Shutterstock