November 5, 2015 in Events (live blogging), #cipd15

#cipd15 – creating a learning organisation to achieve competitive advantage

Julie Simpson (BNY Mellon University), Ian Pettigrew (BNY Mellon University), chaired by David D’Souza (CIPD)


This was a first experience for me, to meet another Ian Pettigrew so it had to be celebrated with a selfie!


Julie Simpson introduced BNY Mellon as  52,000-employee organisation before Ian Pettigrew (BNY Mellon) then talked about BNY Mellon University, which is part of an integrated talent management process across BNY Mellon.

When BNY Mellon was originally formed (as a result of a merger), they had 20 distinct learning organisations and lots of fragmented programmes, with lots of duplication of programs, resources and investments. They now have a coherent, integrated approach using a real mix of new approaches (such as MOOCs and Harvard ManageMentor). They consistently apply the learn, do, reflect cycle and have worked hard to flip the classroom.


They have 9,400 managers across the globe and run leadership development in lots of global centres. With the previous offering that they inherited, there were really small class sizes (average of 4) due to high cancellation and drop-our rates. It wasn’t all negative, as there was a real positive commitment from senior leaders to developing people.



Five best practices that worked for them:

1 – The Strategy (research-based, practitioner-vetted, client-focused)

2 – Build a mindset (that managers make the difference)

3 – Target Programs (doing less to achieve more)

4 – Practice-driven learning (Expand resources to improve the quality)

5 – Focus on the client (Do no harm)


Their strategy has three main strands:

Flagship programs – catch people act the critical inflection points (e.g. new to a role, and this is picked up from the HR system when a role is updated.)

Acceleration programs – geared to people who demonstrate high performance and high potential

Core programs – typically 90-minute rapid virtual classroom sessions, with the course leader taking the role of a virtual coach, not a ‘trainer’. They have very few long out-of-office training courses.



(This was live-blogged during a session at the CIPD Annual Conference & Exhibition – #cipd15 – I’ve tried to capture a faithful summary of the highlights for me but my own bias, views – and the odd typo – might well creep in.)

By browsing this website, you agree to our privacy policy.
I Agree