Post Syndicated from Megan Yawor original https://blog.rapid7.com/2022/05/27/the-forecast-is-flipped-flipping-l-d-enables-managers-to-be-impact-multipliers/

At Rapid7, we recognize that managers are at the heart of our mission and are central to optimizing the potential of our people. So naturally, focusing on the growth and development of our manager population became critical to productivity, engagement, retention, and creating strong teams, as well as Rapid7’s overall success. From there, Manager Bootcamp 1.0 was created.

The history of Manager Boot Camp

The original, fully in-person program targeted newly hired or promoted managers and consisted of eight modules that ran over the course of two full days. The modules focused on the key skills managers would need to successfully manage a team at Rapid7, including sessions like coaching, delegation, team building, goal setting, feedback, and engagement, as well as an introduction to key partnerships and the overview of tactical elements and processes. The structure of the lessons was a blend of lectures, breakout activities, and group discussions.

Then the pandemic hit and historical face-to-face teaching practices were no longer an option. Overnight, all of People Dev’s sessions had to transform into virtual instructor-led sessions (VILT). Quickly realizing that two full days of online learning wouldn’t have the same impact or engagement as the previous live sessions, the team began the process of re-engineering the learning experience. In the spirit of Challenging Convention, over the course of 2020 and 2021, a variety of program formats were created, trialed, and iterated upon: A cohort model was introduced, both a 10- and five-week format were tested, learning was broken up between VILTs and peer discussion groups, lessons were a mix of instructor-led lectures and discussion prompts, and learnings were supplemented by optional, hour-long “Manager Core Skill” sessions that honed in on specific skills aligned to Rapid7’s Manager Effectiveness Bar.

Though the program’s feedback scores remained high, the team felt that in order to best support and empower Rapid7 Managers and shift learner behaviors in a growing, global, hybrid environment, they had to re-engineer the program even further — by flipping it. Senior People Development Specialist Carolyn Kirkman stated, “Flipped content allows learners to optimize the time in session for more application-based work… we are continuously trying to find the right approach, but this method — reserving session time for practical application — is a win for putting real-world skills to use.”

Flipping the boot: Manager Boot Camp 2022

At the start of 2022, the new, flipped eight-week Manager Boot Camp launched, with 48 participants split between two cohorts (North America and EMEA).

The new experience seamlessly tied together not only flipped content but also brand-new modules focusing on skills represented in Rapid7’s Manager Effectiveness Bar, as well as those necessary to support our growing business and teams. The delivery of content was a blend of prep work (pre-session) delivered via bite-sized learnings, live sessions, and post-session peer groups.

Kirsty McAleese, Senior People Development Specialist, notes, “Having the training sessions spread over eight weeks, using a flipped approach, gives managers the opportunity to practice what they’re learning before and in between sessions, which helps them to better retain and utilize their new skills,” and the design gives the team the ability to “engage a global audience without the boundaries of time and location, while maintaining peer-to-peer learning and application opportunities.”

To tailor the content and experience to each cohort’s needs and to ensure longer-term impact, the program begins and ends with a skills pulse check. Not only does this allow the team to compare pre/post program scores to ensure effectiveness, it also promotes self-awareness for the participants and encourages partnership with their own managers around their continued growth and development.

Recognizing that creating connections was a key element of success while working in a hybrid environment, the program uses individual Slack cohort channels, as well as Peer Discussion Groups to foster a sense of community and accountability, both prior to and throughout the program. In the Slack channel, managers can share information and seek help while the Peer Groups embody our value of an Impact Together by enabling peer learning and ongoing, thoughtful discussion and reflection around the most recent topics, as well as one-on-one time with the People Strategists.

When considering the content, People Dev leaned into the importance of cohesion and the flipped mindset. They knew it was key that the information being delivered aligned the skills being learned with Rapid7’s manager standards and the larger goals of the business. To ensure the greatest impact, they created prep work for foundational information and reflection, which allowed classroom time to be focused on practicing learned skills and connecting with business leaders and People Strategy.

“By transferring some of the theory content to prep-work, we are allowing the learner to have knowledge beforehand,” said Kirkman. “It allows for flexibility to learn on the go, at a time convenient to the learner. People enjoy having autonomy in regards to when they will learn. With a scaling, global audience, it’s important that we provide resources for asynchronous learning.” To further encourage asynchronous  learning, and streamline the flipped experience, the team built a one-stop-shop microsite containing supplemental materials that encourage a Never Done mindset both during and after the program.

At Rapid7, we believe managers are impact multipliers, responsible for building, growing, and optimizing the potential of their people, teams and ultimately the company. In regards to the new program, McAleese said, “The new modules [and experience] were designed to build a stronger bench of future leaders as well as meet the needs of our business in our bid to scale and close the security achievement gap – while also ensuring our managers have the skills needed to be champions for our people.“

Check out what some of our Moose are saying!

Program and Sessions

• “What was discussed are all things I can implement and be mindful of in my management work.”
• The class conversations and learnings have given me more tools to use as a manager… There was a great mix of tutorials and activities and sessions at the correct duration. Plenty of interactive conversations.”

Flipped Content

• “Brilliant course. Compressed material provides a very detailed introduction to employee engagement and related aspects… Good starting point so I can then have the deeper conversations in session”
• “I was able to do this training over a couple of hours between meetings. So that made it a great way to utilize in-between time… and [if needed] I could speed up the videos to match my ability and comprehension.”

Stay tuned, over the next several months, to dive deeper into how People Development will be introducing flipped content and other innovative practices into all of their programs for 2022 and beyond in our blog series, “The Forecast Is Flipped.”

Additional reading:

• The Rapid7 Sales Culture and Experience: An Inside Look From 2 VPs
• 7 Rapid Questions: Meet Adrian Stewart, Aspiring Pilot Turned Product Manager
• The Forecast Is Flipped: Flipping L&D in New Hire Training
• Security for All: How the Rapid7 Cybersecurity Foundation Will Expand Access and Inclusion

Post Syndicated from Megan Yawor original https://blog.rapid7.com/2022/02/11/the-forecast-is-flipped-how-rapid7-is-flipping-l-d-for-the-future-of-work/

The last 2 years have turned the world on its head, and now, companies across the globe are transitioning into a new normal. In this hybrid world, employee engagement is a moving target, the market is more competitive, and historical face-to-face teaching practices are no longer viable. Rapid7’s People Development team is leaning into innovation, striving to define the next best practice, and reimagining the possibilities of hybrid learning.

Focused on supporting employees (or Moose, as we call ourselves here at Rapid7) on their unique development journeys and the embodiment of our Core Values, People Development noted, “Our peoples’ feedback, hybrid work, and our company goals are pointing us in a new direction. So the question becomes, what is People Development’s next evolution in learning? We realize our programs must not only be aligned, impactful, and engaging but also scalable and accessible to our global audience. Additionally, further developing and fostering an environment where continuous learning is woven into our everyday employee experience is key.”

People Dev is flipping over flipped content

So, what could this next evolution look like? People Development’s answer: flipped.

The flipped classroom is a blended learning method that reverses the traditional teaching approach of live session lectures to live sessions focused on discussion and practice. Studies show that flipped learning results in higher engagement, observable behavior shifts, and greater retention of information.

In 2022, through the introduction of flipped learning, we will see People Development raise the bar and innovate as they evolve their current trainings into fuller, more robust learning experiences. These programs will be built around a connected story with a more intentional focus on the “why” and “how,” enabling employees to better see the connection between their learnings, their personal development, and the impact they have on the business. People Dev will strategically design flipped experiences that offer the right learning, at the right time, coupling live sessions with self-paced content, discussion groups, and lab environments. To further engage and enable employees, they will enhance these flipped experiences by utilizing carefully crafted delivery methods such as eLearnings, interactive challenges, virtual scenarios, and customized program hubs.

Technology will be key as we flip our trainings into dynamic learning experiences that provide the same opportunities for learning and engagement to all Moose. Director of People Development Maureen Spalluto said their goal is to “ensure that the skills and behaviors we prioritize in our programs align with the strategic needs of the business,” and moving forward, People Development will utilize flipped content to “maximize ILT (instructor-led training) time… and ensure our Moose are provided with time to practice, gain feedback, and foster accountability around learned skills.”

The unique design of these learning experiences will enhance program effectiveness, empowering employees to own their own development by meeting them where they are, regardless of role, tenure, or location, and further support their ability to embody our core value of Never Done.

Never Done is rooted in the idea of continuous learning, but that’s just the beginning. It’s about individuals bringing their authentic selves, committing to a higher bar, and continuing to learn the skills and behaviors needed to re-engineer experiences. The Never Done mindset is foundational to embodying our other Core Values — supporting innovation to Challenge Convention, honing skills to master complex collaborations and Impact Together, and strengthening practices that create world-class experiences and allow us to Be Advocates for our customers. People Development’s embodiment of Never Done and their passion around Challenging Convention will not only help scale their offerings but also transform their programs into adaptive, active learning environments where employees can learn at their own pace, engage in real-world scenarios, be accountable for their development, and leave trainings feeling confident in their ability to demonstrate and apply new skills and techniques.

A glimpse into People Dev’s flipped content

By Denée DAndrea, Katie Almanzan, Carolyn Kirkman, Kirsty McAleese, and Megan Yawor

• New Hires – We will use flipped content to create an onboarding experience that extends beyond one-and-done live sessions and self-paced content. We will create a journey that gives New Moose weekly opportunities to engage with relevant content, reflect on and apply learnings with their peers, connect with their cohort, and participate in experiential learning.
• All Moose – Our learning opportunities will utilize flipped learning by combining self-paced digital assignments, live sessions, and partner activities to foster meaningful connections, provide access to learning that supports a growing global business, and encourage employee accountability.
• Emerging Moose Development Program (Emerging Leaders) – Focused on content that is customized and aligned to Rapid7’s business strategies, our Emerging Leaders program will use the collaborative, interactive, and application-based aspects of a flipped classroom to maximize classroom time, deepen connections, and encourage a more focused, hybrid learning experience.
• Moose Managers – To better support our Managers to optimize the potential of their people, teams, and the company, we will introduce flipped content through community learning opportunities and a variety of digital, self-paced learning materials, allowing for increased practice and application opportunities during live ILT time.
• Experience and Technology – The goal is to find innovative uses for existing tools as well as incorporate new technologies, as needed, to ensure our flipped content not only tells a story and feels part of a whole but is also seamless, relevant, and exciting.

As we think about re-engineering our programs for 2022 and beyond, we have to consider what will work best to support a hybrid, global workforce and what will create thoughtful learning experiences that support individuals, their careers, the business, and our customers. The answer is clear: flipped content, and we can’t wait to see it in action.

Flipped content is just the beginning for People Development. As Rapid7 works to establish the new normal, People Dev will continue to reimagine their programs and learning experiences in order to create the best possible training grounds and career pathways for technical talent, emerging leaders, and those early in their careers. The team will look to not only evolve their work but also enable and support our Moose to understand how and where to apply what they are learning so they can develop at their own pace. Ultimately, empowering our people to own their own careers and build their journey with us.

Stay tuned over the next several months to dive deeper into how People Development will be introducing flipped content and other innovative practices into all of their programs for 2022 and beyond in our new blog series, “The Forecast Is Flipped.”

Additional reading:

• 7Rapid Questions With Our APAC Sales Manager, Soumi
• 7Rapid Questions: Stephen Donnelly
• Securely Advancing in the Sunshine State: Rapid7 Announces Tampa Office Opening
• Rapid7 Technical Support: Building a Career Path With Endless Possibilities