![]() While this program was helpful, she knew that 14-person training sessions in a 3,300 person company was not scalable. To help managers adapt, she developed a cohort-based coaching program. Kristin knew this meant managers would have to show up differently and be more coachlike. The need and desire for L&D is there, but Kristin was looking for a way to make it accessible, digestible, actionable, and scalable.įurther, Ellucian had recently shifted their performance management strategy – eliminating rankings and focusing on more frequent high-quality conversations. Managers wear many hats, so they don’t have time for multi-day workshops or hours of online training. The organization has to provide the tools to effectively foster these kinds of conversations.” The manager’s role is now more conversational, more supportive, to help people grow in their career. Jane recognizes the need for better support: “the role of the manager used to be more task-driven, there wasn’t the conversational emphasis. “The challenge is to actually help people find the relevant training and time to do it.” “You don’t have to sell people on learning and development,” says Kristin. ![]() Key challengesĪs a company that supports learning around the world, Ellucian’s workforce knows the value of education. Moving through a variety of different roles within the company, Nathan is now the Director of Product Management with four direct reports. Nathan Bills has been a remote employee for Ellucian for the past 12 years. With staff around the world, Jane recognizes the importance of understanding the intricacies of various business cultures. As Senior Director of Global Real Estate, Jane oversees all global office and facility management. Jane Roth has been with Ellucian for over 30 years. Moving into his first management position, Tim gained eight direct reports, and spends his days ensuring that they have access to the support they need. In his four year tenure with Ellucian, Tim Ondrey moved from contractor to Manager of Application Services. “I’m passionate about helping people learn how to approach things differently to both make their jobs easier and to better engage their employees.” Meet Tim As the Senior Talent Development Manager, she focuses on leadership development – more specifically helping managers be more coach-like. ![]() Kristin’s career in the learning and development space ultimately led her to Ellucian seven years ago. We spoke with Kristin and three Ellucian managers who use Skills Coach to learn how Culture Amp helped build more scalable, accessible, and actionable learning practices. And when Culture Amp invited Ellucian to pilot Skills Coach early this year, the timing was perfect. Ellucian started using Culture Amp for employee engagement in 2018. Managers found the program valuable, but Kristin needed a way to encourage continued practice and learning over time. To support ongoing leadership development, Kristin Swanson introduced a coaching mastery program. Ellucian offers a suite of integrated software solutions to higher education institutions around the world.
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