Sparking a Learning Culture @ Phillips 66

By Suzanne Frawley, CPTD

Monday, March 6, 2017

Phillips 66 has several business lines and numerous locations, each with unique aspects to their culture. Supporting the unique professional development needs of the various units posed a conundrum for the talent department. Besides the diversity of cultures and needs, the other primary challenges included creating awareness of available learning assets, standardizing and customizing content based on the audience, and making compliance training engaging enough to stick. This case study shares a variety of ways the talent department modernized the learning to address this situation.

Resources

About the Author

Suzanne Frawley, CPTD

Suzanne Frawley has a passion for setting people and organizations up for success. At Plains All American Pipeline, she leads succession planning, leadership and professional development, performance management, organizational design, and talent acquisition. Suzanne’s previous experience includes roles in leading learning and organizational development functions and as a strategic HR business partner. An Ohio native, Suzanne holds a bachelor’s degree in biology from Wright State University and has earned several certifications including Certified Professional in Talent Development from ATD, Human Resource Specialist from Michigan State University, NLP Master Practitioner and Life Coach from Global NLP, and Organizational Development from the Institute of Organizational Development.

Suzanne has presented at Forum labs and ATD international conferences. She is also a contributing author to Leading the Learning Function: Tools and Techniques for Organizational Impact and will serve on the Forum’s 2022 advisory group.

Connect with Suzanne on LinkedIn at linkedin.com/in/sfrawley/.