GUEST EDITOR – Angela Sayre
Giving time for development validates a culture of learning
I have been in the pharmaceutical industry for longer than I would like to admit, and like many in this industry (at least in the commercial realm), I started in sales. It wasn’t until 2016 that I was able to understand my fit within the space.
Many sales professionals have a difficult time leaving their own domain where they have control of their own successes to come in-house and live in a support role. However, that’s exactly what I did, and I loved it!
The opportunity to work with key stakeholders, understand their needs and deliver solutions that enhance their capabilities is incredibly rewarding. That is exactly how I’m wired, and it’s how many who call themselves learning professionals are wired.
This is expected for learning professionals, but what about our own learning? In my seven years as a learning professional, I never really stopped to consider the “what about me” part.
Sure, I have been a member of LTEN for years, but that was something a learning professional did. Right?
UCB has opened my eyes to the fact that there is more.
A Culture of Learning
Does your organization support learning? Can you truly call your culture one of learning? We can at UCB. Many times, I have heard from senior leaders (in previous lives) that the growth of talent is important, but there was no action to the words.
UCB is committed to being different. Our employees clamored for growth and development opportunities, and leadership listened. Below are some of the actions taken:
- Employee Growth Center – A focused hub where employees have one place for all things growth and development. Employees can assess current skills, business acumen, interests and capabilities. Employees can discover and connect with people who have the same skills or interest. Additionally, the hub provides access to more than 1,700 resources for learning, growing and building knowledge in identified skills and interest.
- Learning Days – Calendar holds for just learning. The save-the-date invitation is once a quarter for a half day (employees can spread the half day over time if needed). Talent acquisition and learning employees have the flexibility to use this time to invest in their own growth. The team sends out recommendations of content, or programs to help anyone seeking something new.
- Personal Development Plans – Guidance on how to build your own development plan and coaching for leaders to discuss and support the development.
This is just the tip of the iceberg. I look forward to the many more ideas and opportunities to come.
Space to Grow
Why does this matter? Well, remember how I said that I hadn’t thought about my own learning? That has changed!
I now take advantage of the things LTEN has to offer, such as the Learning Executive Series articles and events. This recent Learning Executive Forum was phenomenal! I learned about L&D Detective Work and how artificial intelligence is shaping our industry, and I met some fantastic individuals who also have a shared passion in learning.
Our team regularly gives me the space and time to attend, learn and grow! I am looking forward to our next learning day and already have a plan to take some LinkedIn programs. This would have never happened if it hadn’t been for UCB’s head of talent acquisition and learning development not just talking the talk but walking the walk.
Conclusion
I hope some of this resonates with you as a reader of LTEN Focus on Training. You have the power to control your own growth and hopefully you have an organization that supports a learning culture. If not, advocate for it! Take charge and create your plan.
I look forward to my continued journey and I hope I have the opportunity to meet you all along the way.
Angela Sayre is a learning partner with UCB. Email Angela at angela.sayre@ucb.com or connect through linkedin.com/in/angela-sayre-75449164.
