McDonald’s is the world’s largest restaurant chain by revenue, serving over 69 million customers daily in over 120 countries and across approximately 36,900 restaurants. With an aggressive strategy to transform McDonald’s into a modern and progressive burger company, the need to deliver a consistent employee learning experience is critical to enabling change across the business.
Enter Rob Lauber, McDonald’s Chief Learning Officer; an industry thought-leader on implementing best-in-class L&D foundations that enables employee development while also – and this has always been his guiding light – fully aligns with the company’s strategic business initiatives.
Rob Lauder: “In order to successfully run an organization, it is very important to change or align cultural mindset by being customer obsessed and grow up with the business. This is potentially supporting a better understanding of moves the organization may need to make in order to achieve its goals and strategies in a better manner. With numerous upcoming changes in organizations towards digital platforms, it is prudent to keep an eye on moves of other organizations – without losing focus of your strengths – in sourcing new ways of doing things. Normally bringing in new people may meet “organ rejection” as those already rooted in the organization may have their own conventional ways of doing things and may tend to avoid the new strategies. However, to overcome that barrier, adaptability is needed which will then ensure internal and external thinking meet seamlessly.”
It is very important to change or align cultural mindset by being customer obsessed and grow up with the business.
Rob Lauder: “In embracing new technological advancements to boost performance of the organization, learning is key especially in defining why the organization exists, that is – to clearly state the purpose of the organization. Creating cultural dynamic within the organization boosts learning for development as it enables new recruits to take advantage by learning from the older and more experienced members of the organization.”
The bulk of your attention should be drawn towards efficiency, effectiveness and alignment to organizational strategy.
Rob Lauder: “Normally there are ups and downs in the overall economic cycle, however, it is advisable not to focus on them. The bulk of your attention should be drawn towards efficiency, effectiveness and alignment to organizational strategy. These are very key learning points in order for the developments in the organization towards achieving its goals to be realized against all economic odds. One may squarely need to ask what they can do to keep the good performance of the organization. Never wait to be asked on how to bail out the organization, as then, one have already lost. Being sincere to oneself and confident to say “am doing this to make it work for the organization” and accepting to vacate may be an option to consider in some cases. The crucial thing to focus on is how to make people learn and act in a specified way to move the organization in desired direction. Even in building social network platforms in an organization, the agenda should be pegged in boosting knowledge necessary for success of the organization”
Rod Lauder: “As a CLO, identifying people in various categories responsible for moving the organization forward and how to help them do better is very critical together with up scaling everyone in your organization consistently and continuously.”
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