Building a Learning Culture: Kellogg's Journey with LinkedIn Learning (Full Transcript)

Speaker 1: It's been said that the ability to learn faster than competitors is the only sustainable advantage you may have as an organization. You really need to have a strong foundation for learning and growth if you truly want to build a meaningful employer brand.

Speaker 2: I've been at Kellogg for almost 16 years, and so I've seen a lot of evolution in how we approach learning at Kellogg. We used to be primarily instructor-led. We had to fly a lot of people in to go through courses several days at a time, and we weren't being agile enough to be able to do what we needed to do from a learning perspective.

Speaker 1: Our promise to people who become part of the organization is we want to make sure that they are able to grow, to thrive, to really develop their careers and build skills as Kellogg employees. We identified LinkedIn Learning as a potential platform because of quality and consistency of content. We can use data to assign, to recommend, to really help people when they need it.

Speaker 2: My goal for learning and development at Kellogg is that it's not about the HR team or the L&E team out there pushing, pushing, pushing and trying to convince people that it's time to go learn something new. It's being driven by employees.

Speaker 1: So when we were getting ready to launch LinkedIn Learning, we needed something catchy. We needed to put together almost like a marketing campaign. We had big launch events at different sites, informed them of what the product was, and then we've been formally recognizing colleagues from around the world who are effectively completing courses.

Speaker 2: We had a bit of a contest to say, what would our hashtag be? And one of the things that came back that everybody immediately loved was, I got this.

Speaker 3: I got this. I got this. And the reason behind this is that each person in the organization can be responsible of their own development. That's why we say, I got this, because it's our own responsibility. I think we have a great learning culture here at Kellogg. Everyone has the opportunity to develop their own skills.

Speaker 4: You know, a lot of companies will say their employee is their biggest asset, but very few actually translate those words into action. Having LinkedIn Learning makes me think of Kellogg as a long-term employer because I have the resources to improve myself. If I am working on something, I will have LinkedIn Learning. It's like, boom, there's the solution for me to get my project done.

Speaker 1: My advice to you would be to understand the business. Be about business first and learning second. Get influencers, change agents, champions around the business to be your spokespeople. Tell stories of impact to help with your overall growth and achieving your results.