This month I began working with three new clients: a mining company, a chemical company, and a steel company. These are not the kind of clients I ever expected to have, and yet there I was, helping each of them spread Working Out Loud Circles.
Why would they care?
In the mining company, it’s HR sponsoring the initiative. They’re integrating WOL Circles into a graduate training program and a digital leaders program, and both groups are looking for ways to help employees be connected, effective, and engaged.
The Chief Digital Officer sponsored the kick-off in the chemical company. They have a wide-reaching remit, including expanding the use and impact of the internal social tools, and Circles will help them tap into more intrinsic motivation for using those tools.
The steel company was different. The initial effort was sponsored by the head of internal communications, who wanted to drive adoption of tools and make the culture even more open and collaborative. But HR was also involved, and we quickly began talking about other challenges where WOL could help.
There is no one best way to introduce Working Out Loud into an organization. It depends on the people, the environment, and the culture. Sometimes WOL is another skill you can learn in the corporate training academy, and sometimes it’s integrated into an existing program like one of these:
- Graduate training
- Digital transformation
- Career mobility
- Talent development
- Leadership development
To find your own best way, join a Circle yourself or spread the first few at your organization. A mining company, a chemical company, and a steel company are all ready to try something new: scalable, hands-on, social learning to help their people develop new skills and make their organizations better.
Are you and your organization ready?