Interviewer: Mahmoud Mansi
“Virtual classrooms have to be filled with energy. The learners cannot see the energy, like in a traditional classroom; as instructors we have to find other means of sharing and spreading it…”
Cindi Koetzle
ABOUT THE INTERVIEWEE
Cindi has more than 10 years of experience in corporate learning and development. She focuses on utilizing adult learning best practices in learning strategy, classroom/virtual facilitation, and content design.
To meet the needs of today’s audiences, Cindi embraces technologies such as online course management, robust marketing tools, virtual environments, on-demand learning, cloud-based content libraries, and multimodal learning to modernize training strategy/deliverables.
She’s also led change management strategy utilizing a cadence of assessment, awareness, training delivery and follow up support to maximize adoption of training initiatives.
Cindi’s colleagues recognize her as a skilled partner, leader, and doer who transforms ideas and initiatives into concrete meaningful, useful learning solutions to achieve desired outcomes. Cindi holds a Masters of Education from Xavier University in Human Resource Development. When not working, Cindi loves to travel internationally, take short road trips, and eat good food. She enjoys spending time with her local “family” and visiting her like-a-nieces and nephews in Michigan.
THE INTERVIEW
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HR Revolution Middle East Magazine: Cindi, when and how did you find your passion towards working in the field of developing people?
Cindi Koetzle: I was a social worker in a role that provided community education when I realized my passion for adult development. As I led community classes, I felt this urgency to assure the content was being delivered in a way that would resonate with adults. Social interactions, brainstorming, peer knowledge sharing, small chunks of content, lots of breaks, etc. all provide active learning opportunities.
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HR Revolution Middle East Magazine: Can you tell us how your story with the Human Capital Institute started?
Cindi Koetzle: A departure from corporate world led me to taking the summer off and cleaning out that spare room filled with unpacked moving boxes (we all have that room!) The clearing was holistically therapeutic. I sorted, tossed, donated, painted, bought a new desk and put up pictures of the family and friends who’ve been my champions throughout my career. In a sort of manifestation, it seemed, two opportunities hiring learning facilitators, one being with HCI, were within arm’s reach. What a great way to use my talent and passion for adult learning,/development- leading learners through human resource topics! When I presented/interviewed with HCI, it was synergistic. I think we both immediately realized a mutual value in our partnership
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HR Revolution Middle East Magazine: As HCI is offering online certification programs besides the classrooms to be accessible from any part of the world. How do you – through the online programs – keep the participants engaged and have the “classroom” benefits?
Cindi Koetzle: So glad you are asking this! Virtual classrooms have to be filled with energy. The learners cannot see the energy, like in a traditional classroom; as instructors we have to find other means of sharing and spreading it. I haven’t always been a virtual classroom believer, but I led a virtual management course during my corporate career; it allowed me to experience the same connection with learners I would in a classroom. I was sold.
As a virtual instructor: I have to inflect an enthusiasm for the topic (I always talk with a smile-a trick I learned years ago). I have to offer many opportunities for the learners to bond with one another-including encouraging intermittent instant messaging (IM), asking learners to share their personal experiences in IM (even if I am going forward with content), and to IM their opinions. I would do all of this in a traditional classroom! Finally, I have a silly personality at times and I believe letting others “see” that supports other silliness in the classroom.
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HR Revolution Middle East Magazine: One of the programs you deliver is the sHRBP (strategic HR business partner. The role of HR Business Partner has been very critical in today’s organizations, but what is the different between an HRBP and a strategic HRBP?
Cindi Koetzle: I associate being strategic with being intentional. It means serving your organization proactively, planning for the future, teaching our partners/peers to fish, building/utilizing relationships, and listening to the business’ agenda. Ha! Words on paper makes it sound easy. It’s definitely a transformation to move from tactical HR to Strategic HRBP. It’s changing the habits as HCI refers to of being in the business of being “polite” or “policing” our leaders and workforce to being seen as a trusted partner/advisor.
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HR Revolution Middle East Magazine: Coming from a change management background, can you share with us a challenging situation and the way you handled it?
Cindi Koetzle: A previous organization was going from decentralized to a centralized training department. Obviously, this involved many stakeholders and many of whom felt very proprietary over their departmental training. It was key during this process to wear all the hats we mention in the sHRBP course-Architect (build a plan), Broadcaster(communicate) and Coach(assist with resistance).
The most challenging of this process was managing the resistance. I worked to repeatedly communicate the business case for the change, provide on-demand support, show financial savings in dollars and cents, share new processes, and most importantly regular touch bases to review. Being transparent, listening to the stakeholders, and course correcting were key to channeling the resistance from nay-sayers into building champions.
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HR Revolution Middle East Magazine: To what extent are certifications important? And how can employers make the best out of their certified employees?
Cindi Koetzle: I think certifications are a win-win for employers-employees. Employers who encourage and value continued learning/development likely experience a more engaged workforce. Likewise, the employee has an opportunity to own their development, receive recognition for their accomplishment and share knowledge with peers. I encourage participants to think about chunks of the content they can “peer share” or think about a tool or activity (from the course) and how it could be used within their team, with business units, leaders, etc.
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HR Revolution Middle East Magazine: Last but not least, can you share with us a lesson you have learnt from working in HCI, and another that you have learnt from your learners?
Cindi Koetzle: What an incredible group of talent at HCI! The breadth and depth of knowledge from my peers is beyond words. Be still and listen-there is always a learning opportunity in this group.
It’s hard to pinpoint one lesson from my learners; they teach me so much in every class. But, overall, I will say, they motivate me to keep reading, learning, and listening. HCI participants have had such cool workforce journeys and I am humbled every time.
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HR Revolution Middle East Magazine: Using your expertise in L&D, let us imagine if someday you became the Minister of Education in the US, what changes or development would you do concerning learning in schools and universities?
Cindi Koetzle: Shewww….Mahmoud that’s a big question. First and foremost, education should be made available and accessible to all!!
THANK YOU CINDI FOR THIS AMAZING INTERVIEW!
AND FOR YOUR PASSION TOWARDS DEVELOPING PEOPLE AND ORGANIZATIONS 🙂