One of the more common uses of Working Out Loud by companies is to include Circles in their talent or leadership development curriculum.
I kicked off two of these programs this past week. Here’s why they chose WOL and how the programs work.
The “why"
HR managers overseeing talent programs are looking to instill the company’s values in their participants while they help them develop certain skills. Most of them are also looking for a scalable virtual offering that requires little to no administration.
The three main reasons they include WOL Circles as part of their talent program are:
To build meaningful relationships between managers in the program
To help participants build their network outside of the program
To help participants cultivate influencing and collaboration skills
The company’s values usually align nicely with the themes of WOL, and WOL is often framed as a way of “bringing the culture to life.” (As one SAP Circle member wrote, “practicing WOL fosters cultural change and makes SAP’s values truly experienceable: tell it like it is, stay curious, embrace differences, keep the promise, and build bridges—not silos.”)
How the program works
The program structure is quite simple. We hold a kickoff event for 25 to 100+ people and form them into Circles during the event. In one hour, they understand how WOL fits into their program, get to know their Circle in breakout rooms, and organize all of their meetings.
Over their 12 weeks together, the Circles meet independently using a private copy of the online Circle Workbook. We provide support along the way in the form of live touchpoints, weekly impulses, and access by email any time.
By the end of 12 weeks
The Circles learn by doing, and by the end each participant has built a bigger network, has improved their digital fluency and communications skills, and has cultivated their ability to influence others inside and outside the company.
What does the company get? In addition to equipping managers with skills they need, the Circles forge “relationships that matter,” crossing silos between locations and divisions. (We had more than ten countries represented in the two programs this week.) While many organizations have slogans that emphasize they are “One Company” or “Better Together,” WOL Circles help breathe life into those phrases, enabling managers to experience what it means in practice and to realize the benefits for themselves.
Most managers actually see only a tiny fraction of what the organization has to offer, grossly limiting what they can accomplish. What they need—and what WOL can help them build—is a broad and diverse network that earns them access to new ideas, resources, and opportunities. That’s what helps the individual and the company realize more of their potential.
