The world of work changed virtually overnight with the global spread of COVID-19. In this series, we'll share personal stories and perspectives from Cornerstone employees who—like so many of us—are doing their best to balance life, work and learning from their couches, kitchen tables and other makeshift office spaces.
They say you should try to maintain your old routines during a crisis.
When our team at Cornerstone moved to fully-remote work in response to COVID-19, daily life changed for everyone. So did a critical part of my own work routine: learning. For me, it isn’t just part of my job as senior product marketing strategist of learning—it’s also core to my personality. I’m always eager to learn new things to the point that even my passwords are designed to teach myself important tidbits of information.
My main source of inspiration for new topics and ideas to explore was conversation around the office—but it’s now gone. So how can I continue to absorb information in my new work environment? It’s been crucial for me to develop a strategy for learning and discovery during this period that will (hopefully) last well beyond it.
Taking Stock of My Digital—and Human—Resources
Luckily, the digital age is on our side when it comes to remote learning. At Cornerstone, all employees have access to an enormous partner content library. In addition to looking through available courses that might pique our interest, we can also see which ones are trending. As a result, I can stay in tune with the most important skills across businesses today, which include: 1) communication, 2) leadership and 3) personal growth.
Beyond digital learning resources, other people can be incredible, untapped sources of knowledge. I don’t know if it’s just me, but there seems to be a "lag" as the old world transitions to this new, hopefully temporary, mode of working. My calendar is a bit emptier, so I’m taking the time to proactively connect with people I admire and schedule conversations to learn from them. I’m also looking out for opportunities to be a resource to others, too—I’m sure that everyone could use the human connection right now.
Cross-Referencing Available Courses With My Goals
With so much content at our fingertips, it can be overwhelming to try to choose the most relevant or interesting learning development program. To help focus my search, I’ve chosen courses based on my personal goal to become a better storyteller—one with the ability to influence others with compelling visions of the future. I find it’s easier to adjust your message to an audience you can read in-person, in real time. But our new world of remote work requires communicating effectively without this kind of feedback (even video conferencing isn’t quite the same). So, I’ve committed to improving my remote communication skills.
Staying Motivated and Accountable
One of the most challenging components of learning remotely, in my view, is the feeling of disconnection. There’s no manager or team lead dropping by your desk to check on your progress. People are relying on work chat and video conferencing platforms to communicate with colleagues and, well, anyone outside of their homes. Because we may be in this remote limbo for a while, I know I need to get creative around how to stay engaged in my learning.
So, I’m thinking about this endeavor as a two-week "learning sprint." During that time, I will focus on setting achievable goals for my own learning, and pass along learnings when I feel colleagues will benefit from them. I’ll be proactive and tell my mentors—and even my colleagues—about these plans. And after two weeks, I hope to feel inspired to begin the process anew. These are strategies anyone can use—I welcome all who want to join me in pursuing learning for the future.
In addition to surveying the online learning options your company or a quick web search may provide, you can add Cornerstone’s content library to your resource collection, too. Our platform is available to everyone for free here.
Ike Bennion is the Senior Product Marketing Strategist, Learning at Cornerstone.
Want to keep learning? Explore our products, customer stories, and the latest industry insights.
Publicação em blog
Cartoon Coffee Break: Fitness Challenges
Editor's Note: This post is part of our "Cartoon Coffee Break" series. While we take talent management seriously, we also know it's important to have a good laugh. Check back every two weeks for a new ReWork cartoon. +++++ We’re approaching the middle of January, and New Year's resolutions are in full swing. For many, that means being more active and creating a regular gym schedule. But sticking to these goals can be challenging, especially for employees who work at a desk for eight or more hours per day. HR can help employees reach their goals by fostering a culture where workers feel empowered to prioritize their health and by offering benefits like gym memberships or wellness stipends.
Publicação em blog
Cartoon Coffee Break: Let's Talk About Your Facebook Post
Editor's Note: This post is part of our "Cartoon Coffee Break" series. While we take talent management seriously, we also know it's important to have a good laugh. Check back every two weeks for a new ReWork cartoon. Header photo: Creative Commons
Publicação em blog
Ten Dad-Friendly Workplaces
When we talk about the quest to "have it all," it's almost always in reference to working women trying to balance a stressful 9-to-5 with the equally difficult demands of family. To be sure, women face distinct challenges in the workplace and high expectations at home. But this Father's Day, let's not forget that dads are increasingly juggling work and home life, too. Single fatherhood is becoming more common in the US—a 2013 Pew report found that a record 8 percent of families with children were headed by a single dad—and 60 percent of households with children are dual-income as of 2014, putting added pressure on both working parents. While policies in the US do not mandate paid family leave of any kind—unlike parent-topia Sweden, which offers 16 months of paid parental leave and three months specifically for paternity leave—many companies are now thinking about how they can help their workers be "Employee of the Year," without sacrificing their "Dad of the Year" trophy. Here are ten excellent companies for working dads, based on a new report from parenting resource website Fatherly. 1. Google Photo: Creative Commons Headquarters: Mountain View, CA Number Of Employees: 53,600 Paid Paternity Leave: 7 weeks (12 weeks for primary caregiver) Industry: Tech Dad-friendly Policy Highlight: When you work with Google, your family is part of the family—really. If an employee passes away, the company provides his/her spouse with 50 percent of their salary for 10 years and immediately vested stock options, and children receive $1,000 a month until they turn 19 (or 23 if they're a student). 2. Facebook Photo: Creative Commons Headquarters: Menlo Park, CA Number Of Employees: 10,082 Paid Paternity Leave: 17 weeks Industry: Tech Policy Highlight: Procreating pays off. Facebook gives new parents a $4,000 "new child benefit," along with subsidized day care. Not to mention the $20,000 worth of supplemental insurance coverage for fertility and family planning treatments. 3. Bank of America Photo: Creative Commons Headquarters: Charlotte, NC Number Of Employees: 220,000 Paid Parental Leave: 12 weeks Industry: Finance Policy Highlight: Bank of America's twelve weeks of paid paternity leave is on par with countries likeIceland. Not too shabby. And, if you can handle the pay break, the company also allows for an additional 14 weeks of unpaid leave. 4. Patagonia Photo: Shutterstock Headquarters: Ventura, CA Number Of Employees: 2,000 Paid Paternity Leave: 8 weeks Industry: Retail Policy Highlight: Working parents don't have to stray far from their kids as Patagonia provides on-site child care for kids up to nine years old. The famously laid-back company will also provide afternoon transportation from local schools back to the office babysitter. 5. State Street Photo: Creative Commons Headquarters: Boston, MA Number Of Employees: 29,530 Paid Paternity Leave: 4 weeks Industry: Finance Policy Highlight: Flexible work arrangements are a must for the busy working dad (or mom). State Street's program helps take the stress out of setting up some work-from-home time by requiring their managers to approach their employees about flexible work options. 6. Genentech Photo: Creative Commons Headquarters: San Francisco, CA Number Of Employees: 14,000 Paid Paternity Leave: 6 weeks Industry: Biotech Policy Highlight: Along with dedicated paid paternity time, Genentech also offers a sabbatical program for long-term employees. Every six years, you earn six months of time off—perfect for a long summer trip with the kids. 7. LinkedIn Photo: Creative Commons Headquarters: Mountain View, CA Number Of Employees: 6,800 Paid Paternity Leave: 6 weeks Industry: Tech Policy Highlight: LinkedIn likes to encourage employees to think outside their cubicle and, in addition to "special projects" time once a month, you will get a $5,000 stipend for job-related education expenses. Maybe "Childcare 101" would qualify? 8. Arnold & Porter LLP Photo: Creative Commons Headquarters: Washington D.C. Number Of Employees: 1,284 Paid Paternity Leave: 6 weeks (18 for primary caregiver) Industry: Legal Policy Highlights: If your spouse or partner is gainfully employed and you'd like to trade some of those work hours for family time, Arnold and Porter allows employees working at least 25 hours to qualify for benefits. The firm even has an expert panel on hand to help their lawyers make the switch to part-time. 9. Roche Diagnostics Photo: Creative Commons Headquarters: Indianapolis, IN (North American HQ) Number Of Employees: 4,500 Paid Paternity Leave: 6 weeks Industry: Healthcare Policy Highlight: Roche employees have plenty of opportunities to teach Junior essential life lessons like how to swing a bat or grow a juicy tomato. The company spends $35,000 annually on sponsored extracurriculars like community sports leagues, and also offers an on-site employee produce garden. 10. PricewaterhouseCoopers (PwC) Photo: Creative Commons Headquarters: New York, NY Number Of Employees: 41,000 (U.S.) Paid Parental Leave: 6 weeks (plus an additional 2 weeks if have or adopt more than one kid) Industry: Professional Services Policy Highlight: Another company that values ad-hoc work schedules, PwC allows employees work-from-home options as well as ""Flex Days." So if you can cram 40 hours of work into less than five days and clear your schedule, you could end up with more frequent three-day weekends and more time with the kids. Photo: Shutterstock