Staff development takes many forms at Flamingo: They believe learning and development should be broad, encompassing, and tailored to the needs of each individual. They deliberately use the language of ‘learning’ rather than ‘training’, to communicate that staff development should be ongoing, self-directed, and participatory.
The core of their business lies in understanding people, culture and brands, and their learning programme encourages staff to develop their understanding of these pillars in the broadest way possible. So, naturally, Flamingo senior staff run regular sessions on core skills internally, and they encourage staff to attend external sessions, but they also encourage a wide range of activities which, though they may not look like ‘training’ as such, are hugely beneficial for staff development.
Flamingo encourage staff secondments to both their own and their clients offices, all over the world. They encourage staff to write for their blogs, and present internally on subjects of interest to them in informal, lunchtime sessions. Flamingo encourage staff to learn languages, to read about the industry, to mentor other staff, internally and externally, to attend conferences, and museum exhibitions.
Crucially, they acknowledge these as great learning experiences, ensuring their staff feel they have both individual freedom, and a wide range of resources to help their development in a way that is right for them.
Flamingo share all of their learning resources on their intranet (which also provides a space for discussion and commentary), and discuss staff development at each review, ensuring open and continuous discussion and guidance