Training Industry Quarterly - Fall 2008 - (Page 39) 10 QUESTIONS WITH BOB DEAN 1 2 What’s most important to a learning professional — classroom/training experience or business experience? I would say its business experience. If you don’t have that, especially today, you’re going to potentially be seen as disconnected from the business. If you’re going to work in the best learning functions today, those are the ones that are connected to the business. What’s your favorite training methodology? My greatest challenge is juggling all the different leadership responsibilities I have while finding the areas where I can make valuable contributions. I have contributions to make outside the scope of a chief learning officer, but I still enjoy being in the classroom. And even developing learning content myself--I really enjoy that process. I have developed the Three S's of Successful Presentations as a culmination of my work in this area. In an organization like Heidrick & Struggles, it’s not a bad thing for the learning leader to be seen as walking the talk. 6 What’s the most challenging aspect of your job? My old answer would have been the classroom, in the unique situations where a classroom experience has been designed, developed and delivered to have the impact to change people’s lives. But today you’re more likely to need what has come to know as a blended learning solution. It’s a better way to learn and transfer your knowledge and skills to the job than just the classroom by itself. I believe we are on the verge of a whole new world of learning engagement and transfer with Web 2.0 tools—including podcasts, blogs, wikis, video on demand (following the lead of You Tube) and social networks. 7 8 What’s the most rewarding aspect of your job? I feel great satisfaction when I see behavior change in people who have gone through a learning experience. If you combine that with being tightly linked to business strategies, you’re really making a difference. Do you find the time to continue your own professional development? 3 What’s your most memorable training experience, good or bad? When I was doing that residency program making the transition from business to learning, one of the most memorable experiences I ever had was spending four days making presentations in front of an audience. I didn’t have a desire to become an instructor and make better presentations. I didn’t know what I was missing out on. Twenty years later that’s one of the core things I do. I run presentation skills training. That’s one of the best learning experiences I ever had. That changed my whole outlook on being involved in training. If you’re not good at presenting and facilitation, you probably shouldn’t be in this business. Yes, I find that I continue my own professional development every week. This includes reading, collaborating with people in the industry that I respect, attending webcasts, working on my own projects and occasionally attending a conference. I am also passionate about learning and technology innovation. I just got an iPhone and it has opened a whole new world of ideas for me around learning content and the convergence of learning, entertainment and knowledge. 9 Any recommendations for folks out there – books, partners, resources, etc.? I’ve worked for several people in learning leadership roles who were really able to bridge the gap between learning and development and business, and even the corporate development and university environment. They have really showed me the importance of the learning value chain. Corporate learning needs to be connected to the best of what’s going on in the universities. I’ve had some great role models and mentors who have helped me see those possibilities. One gentleman who first made me realize I wanted to make my career out of this field was Dave Wilson, who was then national director of professional development at Ernst and Young and who is now CEO of the Graduate Management Advisory Council. I also have a great role model now—Amanda Alexander, the global head of talent for Heidrick & Struggles. She is a role model for future chief talent officers. There’s nothing like a great mentor for inspiration and showing the way. 4 Who would you consider your most valuable role model? My recommendation would be to have a passion for learning innovation. The results we’ve achieved in this industry have not been good enough. We need to drive more learner engagement, behavior change and business impact. There’s a book that has been somewhat of an inspiration to me along these lines. It’s called The Six Disciplines of Breakthrough Learning. It was written by four executives at the Fort Hill Company. Richard Flanagan, one of the four authors, has become a trusted adviser to me. I have also extended my own development through a certification from the authors of The Experience Economy. This classic business book offers lessons that can be applied in any industry. Pine & Gilmore have inspired me to create compelling and transformational experiences for learners—just as some companies do for their customers. 10 If someone wants to follow in my professional footsteps, I’d tell them to be sure to… 5 What are the most pressing issues on your professional plate now? What's keeping me awake at night right now is achieving global consistency in learning and development and how to align learning with talent management. We are trying to blaze some new trails in this area at Heidrick & Struggles. Link learning and development with business. I read the Wall Street Journal everyday and I have for 15 years. And I can tell you there’s not a day goes by that I don’t make some connection between something in the Journal and learning and development. And…follow your passions. Training Industry Quarterly, Fall 2008 / A Training Industry, Inc. ezine / www.trainingindustry.com/TIQ 39 http://www.trainingindustry.com/TIQ
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