Equiniti India has recently launched an action learning that is based on the leadership program for executives for bolstering learning retention. Here are few crucial insights from the company’s initiative.
The workplace has changed. Companies are now moving on to new business terrains and choosing the best workplace models. In this context, there is a high requirement to re-imagine the learning mode. Far too long, the executive leadership programs were inclined towards classroom sessions. This might not be true in the upcoming future. As the businesses go for navigating a hybrid future, they are also made to develop their leaders while they work remotely. In this article, we would have a look at an initiative like Equiniti India.
“Horizon 2.0”, which is a coaching initiative at Equiniti India was specifically designed to align the Skillsoft Leadership Development Program or SLDP. The program had a goal of boosting the leaders as well as realizing a better return on investment for learning purposes. This program also leverages the action learning method for creating a team-driven collaborative learning approach throughout the employee life cycle.
What is the action learning approach?
“There is no action without learning & there is no learning without action,” Professor Reginald Revans once said.
Action learning is one of the preferred techniques for mentoring and coaching conversations because of its following benefits.
- Competency development– Participants boost their competencies in both process skills and content knowledge.
- Effectiveness– Action learning also revolves around an issue for increasing learning effectiveness.
- Specialization– Participants also get to know various techniques for decision-making, communication, problem-solving, leadership skills as well as conflict management.
- Tactic and explicit knowledge– Participators learn the Tactic and explicit knowledge that is needed to solve problems.
- Team-based– The action learning projects help in solving difficult problems alone.
- Transformational- Action learning also encourages reflection, questioning, feedback for generating a transformational learning in the problem-solving process.
The stakeholders or participants
The mentoring program was specifically designed for sharing experiences and encouraging scenario-based learning. It involves four major stakeholders:
- Learning coaches or the head of businesses
- L&D teams as program managers and processes owners
- Digital Academy helping to build core competencies.
Equiniti’s approach: Key Insights
The main idea of Equinity’s mentoring program for coaching was to Go Beyond The Horizon. The program enables the participants to choose two channels for competency buckets from the defined competency models. This includes leading yourself, leading the business, and leading your team. Here’s how the team defined a completely well-outlined approach:
- Identify the best executive from the team and former team size of 5 to 6.
- Find out at least two problem statements that showed demand the skills which the executive must improve on the learning process.
- explore different channels and subjects using at least 4 of them.
- Complete the decision-making and problem-solving videos. The main idea here is to initially complete the weaving process and then follow up with the conversations.
- Prepare the L&D report for the coach or head of the department.
- Coaches should meet with executives every fortnight to evaluate their progress.
- The last and final step is to be reviewing and certification.
The detailed process helps Equiniti monitor and track the progress of learners while providing them a clear direction of where they were headed, thus engaging the learners on an ongoing basis. The Equiniti framework of coaching and mentoring is mainly drawn from the methodical approach. A compelling environment, simple design, and focus implementation are the keys to make learning happen. Most essentially, the involvement of the senior-most stakeholders like functional heads helped draw accountability and ownership.