interviews Kelly Moore,
national learning and development manager, at Inland Revenue
for her insights.
Inland Revenue is the public service department of New Zealand charged with advising the government on tax policy, collecting and disbursing payments for social support programs, and collecting tax.
LDP: What are the most important aspects of your L&D program?
We have a distributed learning model, so great learning is created and delivered throughout the organisation.
From an Inland Revenue wide perspective, there is a strong focus on continuous professional development, particularly in the interpretation and application of tax and social policy legislation.
Over the next few years of our transformation, capability uplift will be crucial to our success. Learning plays a part in the build component of lifting capability.
For us this means determining how we include developing our organisational capabilities into our current learning and identifying those areas where we need to create new content as our roles evolve.
We are working on building the capability of anyone who is involved in designing or delivering learning, people who are technical coaches or mentors.
This is crucial as L&D departments are not the go-to people for expertise or content anymore. We want to equip people so they can pass on their expertise with more skill (bring learning capability to the masses).
We have a strong focus on our leadership development, ensuring our leaders are capable for today and able to lead in a transformed organisation.
This program ranges from fundamental people management skills, general leadership at different levels, through to change leadership.
LDP: What excites you most about L&D?
That learning has the ability to really impact an organisation's engagement, culture, and performance.
It can equip people to be able to hit peak performance and do things they didn’t think they would be able to.
The most exciting part is the explosion of the ways that learning can be delivered and who can be in the driving seat. Learning has become very devolved. It is no longer the sole preserve of a few people with expertise.
I find it fascinating watching a six-year-old teaching themselves how to play Minecraft, finding videos on YouTube to watch a tutorial, testing out the ideas themselves, failing fast and trying again, and then linking up with two other six-year-old kids on the couch to share what they have learnt and build a world together.
This blows my mind given the possibilities of a future workforce and how they will learn new things. In an ever-changing world, agility is going to be essential.
LDP: What are the most important lessons you learnt so far in L&D?
Working with L&D people is awesome! They are the most friendly, open to change, and supportive people to work with.
There is this really high level of wanting to help, participation, and a sense of wanting others to succeed that makes working with other L&D professionals a very rewarding experience.
's Richard Tremain, manager, performance & culture, will be speaking at the Learning & Development Masterclass in Auckland. It takes place on 24 August 2016.