Professional Documents
Culture Documents
August 2010
NOTE TO MEMBERS
This project was researched and written to fulfill the research request of several members of The Corporate Executive Board Company and as a result may not satisfy the information needs of all member
companies. The Corporate Executive Board Company encourages members who have additional questions about this topic to contact the Member Support Center at EXBD_Support_CLC@executiveboard.com
for further discussion. The views expressed herein by third-party sources do not necessarily reflect the policies of the organizations they represent.
PROFESSIONAL SERVICES NOTE
CLC Learning and Development has worked to ensure the accuracy of the information it provides to its members. This project relies upon data obtained from many sources, however, and CLC Learning and
Development cannot guarantee the accuracy of the information or its analysis in all cases. Furthermore, CLC Learning and Development is not engaged in rendering legal, accounting, or other professional
services. Its projects should not be construed as professional advice on any particular set of facts or circumstances. Members requiring such services are advised to consult an appropriate professional. Neither
The Corporate Executive Board Company nor its programs are responsible for any claims or losses that may arise from any errors or omissions in their reports, whether caused by The Corporate Executive Board
Company or its sources.
Why does
coworker
support
matter?
How can
coworkers help
each other
learn?
How do I help
employees
learn from
coworkers
experiences?
20%
14%
12%
10%
0%
Support from Coworkers
Source: CLC Learning and Development, Unlocking the Value of On-the-Job Learning, Arlington .VA: Corporate Executive Board,
September 2009, p. 67.
*Learning application refers to the amount of what an employee learned from an activity that he/she has been able to use (i.e. put into
action) in his/her work.
CLC Learning and Development, Corporate Leadership Council
2010 The Corporate Executive Board Company. All Rights Reserved. LDR6501610PRO
Helping peers understand the best informal ways of getting things done
Source: CLC Learning and Development, Unlocking the Value of On-the-Job Learning, Arlington ,VA: Corporate Executive
Board, September 2009, p. 70.
CLC Learning and Development, Corporate Leadership Council
2010 The Corporate Executive Board Company. All Rights Reserved. LDR6501610PRO
Schedule regular
meetings as platforms
for employees to share
successes experienced
on-the-job.
Ask a group of
employees to each
prepare a
success story for
each meeting.
Facilitate a discussion
where the group identifies
how the drivers of
success might be applied
in their own work.
*Provide employees with example questions to ensure a productive session. (see page 9)
Help employees analyze the root causes of successes. (see page 10)
Essential Feature
Rotate the Presenter: Having employees take turns sharing successes ensures a mutually beneficial exchange
where employees are both learners and teachers. If you have a small team, have each employee play the role of
presenter in the same session. With a larger team, ensure that everyone knows upfront that each employee will be
asked to share a success story at one of the sessions.
Source: CLC Learning and Development, Shells Enabling Employees to Collectively Learn from Successes, Arlington, VA:
Corporate Executive Board, September 2009, pp. 16.
CLC Learning and Development, Corporate Leadership Council
2010 The Corporate Executive Board Company. All Rights Reserved. LDR6501610PRO
Provide guidance to
help employees
effectively participate in
the exercise and learn
from peer successes.
Clarifying Questions
Provide short, easy to answer clarifying questions to the group to help them understand the specifics of
the success while listening to a presenter, such as:
What resources did you have available to help you with this?
What was the overall challenge that you looked to address through this experience?
What support did you receive from your manager or other peers during this experience?
Probing Questions
Provide probing questions to the group that they can leverage in order to help the presenter think more
deeply about the success and move reaction to reflection, such as:
Source: CLC Learning and Development, Shells Enabling Employees to Collectively Learn from Successes, Arlington ,VA:
Corporate Executive Board, September 2009, pp. 16.
CLC Learning and Development, Corporate Leadership Council
2010 The Corporate Executive Board Company. All Rights Reserved. LDR6501610PRO
Identifying the
underlying factors (or
"root causes") of a
success will help
employees learn from it
and replicate the
success.
Source: CLC Learning and Development, Shells Enabling Employees to Collectively Learn from Successes, Arlington ,VA:
Corporate Executive Board September 2009, pp. 16.
CLC Learning and Development, Corporate Leadership Council
2010 The Corporate Executive Board Company. All Rights Reserved. LDR6501610PRO
10
Identify a networking
partner who has
demonstrated
success in your
direct reports
development area.*
Agree on key
success measures
with your direct report
and monitor their
progress.
Determine the
objectives and
timeline for the
network
interaction with
your direct report.
Provide a list of
questions to your
direct report for
reference during
the network
interaction. **
*Ensure to identify networking partners based on specific past success in your direct reports development area. (see page 12)
**Provide employees with interview questions to ensure an effective network interaction. (see page 13)
***Help employees reflect on the key learning from the network interaction. (see page 14)
Source: CLC Learning and Development, Event-Based Network Brokering (American Express), Arlington ,VA: Corporate Executive
Board, July 2010, pp. 4248.
CLC Learning and Development, Corporate Leadership Council
2010 The Corporate Executive Board Company. All Rights Reserved. LDR6501610PRO
11
Identify networking
partners based on
observed successes to
ensure actionable
employee learning.
Source: CLC Learning and Development, Event-Based Network Brokering (American Express), Arlington ,VA: Corporate Executive
Board, July 2010, pp. 4248.
CLC Learning and Development, Corporate Leadership Council
2010 The Corporate Executive Board Company. All Rights Reserved. LDR6501610PRO
12
Source: CLC Learning and Development, Event-Based Network Brokering (American Express), Arlington, VA: Corporate Executive
Board, July 2010, pp. 4248.
CLC Learning and Development, Corporate Leadership Council
2010 The Corporate Executive Board Company. All Rights Reserved. LDR6501610PRO
13
Source: CLC Learning and Development, Event-Based Network Brokering (American Express), Arlington, VA: Corporate Executive
Board, July 2010, pp. 4248.
CLC Learning and Development, Corporate Leadership Council
2010 The Corporate Executive Board Company. All Rights Reserved. LDR6501610PRO
14
15
16
Communicating consistently
Absence of trust within the team increases employees unwillingness to collaborate and
share with coworkers.
17
Improve cross-functional
collaboration to enable
employees to learn from
coworkers across the
organization.
Identify opportunities to
connect your employees to
those in other functions and
business units to break
functional silos and further help
employees leverage coworker
support.
18