Inside Secrets of Learning Success

Sandra L. Wiley

Great initiatives in a firm are often conceived at the top with an owners vision of what “could be” in the firm. However, a vision could remain simply a vision if the wrong person is selected to carry out the plans and make the vision become a reality. Many firms are intrigued by the concept of hiring a “Learning Professional” in their firm; however, they are overwhelmed by this strange position that they feel ill-equipped to handle. The skill set is not comfortable, the thought of failing is not comfortable and the idea that this person will create change is not comfortable!

Successful firms know that there are a few “inside secrets” that will create a more comfortable feeling and ultimately will create a feeling of success in this important area of the firm. The wisdom that others have obtained is yours for the reading as you make some important decisions about your firm in the area of Learning and Training.

Inside Secret #1 – Make the decision, then get out of the way!

You have heard the saying — All progress starts with the truth. When the management group makes the decision to hire a learning and training professional they need to make the hiring decision, set the expectations and then change their role from “manager” to “leader.” What is the difference? When you manage, you are giving direction on a daily basis. As a leader you are allowing the professional to do the job they were hired to do. You support them and lend guidance when required – but you take a more behind the scenes approach and let the new learning professional shine.

A good example of the “get out of the way” principle is being used at the firm of Corbett, Duncan & Hubly, P.C. in Itasca, Illinois. Bill Hubly, had the opportunity to interview and ultimately hire Darla McClean, the firm’s Learning Professional. In Darla’s words “I was interviewing for a position in administration within the firm, and as my interview continued, Bill’s excitement and enthusiasm was contagious as he spoke about the vision for the firm – a vision which included a Director of Learning and Training! While this new position was dependent upon the growth of the firm, he felt that within five years learning and training would be essential for the continued success of the company. Four years later, Bill’s vision became a reality. “I anxiously changed roles to the challenging position.” Bill had a vision, and when he found the right person, he got out of the way. Today Darla is implementing initiatives like core competencies, technical training assessments, train the trainer programs and a new employee orientation program just to name a few.

Inside Secret #2 – It is not about CPE!

Many professionals that hire a learning professional make the mistake of believing it is all about the CPE. Nothing could be further from the truth if you want to have a truly successful effort from this position. Just like a professional CPA is not just an “income tax preparer” the learning professional is far more than simply a record keeper for CPE. These professionals are highly trained to assist in developing curriculum, assessing training needs and providing the ladders that will increase production in the firm, IF they are given the chance to use their wisdom and knowledge.

In the firm of McKonly & Asbury LLP in Camp Hill, Pennsylvania, Cindy Thatcher is hard at work these days implementing programs that range from administrative office procedures and work flow to accounting software training. However, she does not escape CPE duties altogether; she has implemented a tracking system for the firm that helps make the necessary task of CPE tracking a much easier system than it ever has been in the past.

Inside Secret #3 – The Firm Walks the Walk.

In the firms that are transforming their culture from an improving firm to a winning firm, there are distinct characteristics that are in place.

• The managing partner plays the role of head teacher

• There is a disciplined environment

• There is an expectation that the firm will collect information/wisdom

• There is a passion for distributing knowledge

• Everyone in the firm continually gets smarter

• Everyone in the firm teaches

• Everyone in the firm learns

These characteristics are not just hanging on a wall in someone’s office; they are seen everyday by every member of the team because the firm “lives” what they believe!

At the firm of SJ Gallina & Co., LLP in Sacramento, California, Denise Rhyne is indeed “walking the walk” along with the ownership group and all the managers in the firm. When there is training, everyone attends. The firm realizes that “supporting the initiatives with action” is far more effective than simply “supporting the initiatives with words.” Denise has been busy in the firm working on learning and staff development, a formal scheduling system, formal performance review process, a summer “learning academy” and professionals’ professional development/career pathing plan. All of which would be impossible without the physical support of the leaders within the firm.

Inside Secret #4 – The Professional Trainer needs Training Too!

Just like professional CPAs need to continually learn and grow so does the learning professional. Firms with the “inside scoop” understand that these professionals need to be given the opportunity to continue their own professional learning and networking with their own peer group. The opportunities do exist, but to insure that they have an opportunity to not only increase their skills, but to have an opportunity to see what others in our industry are doing as well.

Inside Secret #5 – Have a Little Fun!

One of the attributes of a great learning professional is that they know how to have fun. They are often seen as the person that will motivate and encourage others in the firm. When they are holding a class, or holding a one-on-one meeting to discuss needs within a practice unit, the Learning Professional often must be a person that will find answers to the challenges within the firm. A part of that encouragement comes in the form of humor and fun!

Take for example Linda Steele, the Director of Learning for Habif, Arogeti & Wynne, LLP in Atlanta, Georgia. Linda took an art course from a local artist and brought one of her masterpieces to work one day. Soon, she had several in the firm showing interest in taking the classes as a way to “de-stress” and get away from their typical hobbies outside the office. Linda did not hesitate to contact her instructor and soon the firm was holding evening painting classes for anyone in the firm that wanted to join. Linda has a great time at the events and has seen many of her peers turn into “budding artists” along the way. The point? It is not always about technical skills, it is also about finding ways to inject a little fun in the work place.

Are you ready to take on the challenge of developing the learning professional position in your firm? By incorporating these five inside secrets into your plan of action, you will be well on your way to seeing bottom line results from this transformation position in your firm.

Sandra L. Wiley, is the CPP and senior consultant with Boomer Consulting, Inc. She can be reached at swiley@boomer.com.

AZ CPA – March/April 2007