Mission: Our Purpose: Helping people around the world do the right thing
Inspiring people to do the right thing is the essence of principled performance. It is about inspired rather than required behavior—living principles beyond following rules. It is ...
I have been working at LRN full-time (More than 10 years)
If you’re reading these posts because you are thinking of a career with LRN, I hope that sharing my experience and my observations will be helpful to you.
There is a lot to be said about being part of an organization dedicated to helping companies and their people operate in principled, ethical ways. Both individual employees and the organization as a whole are held to a higher standard, as they should be. Of course, neither are perfect. However, during my tenure at LRN, I have had the opportunity to speak with ethics and compliance executives at hundreds of companies who are seeking a partner to help them create and enable a corporate culture where their people understand that trust, values and ethical behavior lie at the heart of a sustainable business. It’s an important decision, and they have many choices. It is always a privilege when they select LRN as the company to help them do that. It is then our responsibility to lead with our values and principles and support them with an exemplary standard to continue to earn their trust.
Over the past 22 years, LRN has achieved a deep connection and partnership with many of our clients. This has given us the opportunity to do creative, innovative, important work and has created a need for accountable, creative, and innovative colleagues.
I accepted a position at LRN 16 years ago today. Like many before me and after me, I was inspired to join a company that was mission-driven and people who are committed to making society better by helping people understand how to do things the right way. I have had the privilege to work with some of the smartest, experienced professionals in the industry. Hard-working, caring people who support each other and go out of their way to make new colleagues feel welcome.
For me it has been an environment that has encouraged and challenged me and allowed me to grow personally and professionally. It has not always been easy, and I have not always agreed with decisions that we have made as an organization. But I have always been encouraged to voice my dissenting views. When I have done so, I feel that I have been heard and that my opinion has been respected.
Full participation in this type of open culture requires the ability not only to speak out and hold yourself and others accountable, but also to be willing to give and get candid feedback. If you’re not used to it, it can be uncomfortable, but it becomes easier when you think of feedback not as positive or negative but as truthful.
We have a capable, caring group of people on our governance council who are applying rigor, accountability, and transparency in setting the direction of LRN. There is a focus on diversity, inclusion and career paths. We have a sales organization that is collaborative, eager to help each other succeed and committed to do what is right for our partners and prospects. We’re making a big investment in innovation, technology and our support teams. We are welcoming many new companies into our partner community who have been referred by existing clients, and our year-over-year renewal rate is increasing. Companies who left us for other providers are returning to our partner community. It’s a great time to be at LRN.
I need to say a few things about our CEO since almost all of the posts on this site mention him. It’s true I don’t work out of the New York office, but I have worked very closely with him for 16 years, and I believe I know him well. He’s incredibly smart, demanding, with a strong moral compass and very high standards for himself, the company, and the people around him. He wants us to be our best selves and LRN to be the best company. He does encourage and participate fully in the notion of real-time, honest feedback which can at times feel intense. He knows he is not perfect, and he encourages all of us to give him truthful feedback as well, either real-time and/or in performance reviews. He cares about our partners and our employees, and I’ve experienced and observed some incredible acts of kindness on his part. He truly wants LRN to make a difference in the world.
I would be remiss if I did not acknowledge the turn-over LRN has experienced. LRN attracts smart, committed, dedicated professionals. When they leave, not only is it sad on a personal level, but it also drains institutional knowledge that is hard to replace. I have developed some deep friendships with people I have met at LRN. Some have left, but they have acknowledged that their experience at LRN made them better. Some have actually returned to LRN. I was at a team meeting recently where the collective tenure of the 13 participants was almost 100 years—that speaks volumes about a young company.
The lack of an organizational chart and titles can be challenging for some, and it can be a difficult place to work for individuals who need structure.
LRN, like most companies, is a very lean organization which results in many of our colleagues working long hours. If you are seeking a 40-hour work week, LRN might not be for you.
We have high standards and aspirational goals. Sometimes we make mistakes, but we work on self-reflection which allows us to identify and address those flaws. You need to be willing to be an active participant in the culture.
Advice to Management
Continue to encourage and embrace open communication throughout the organization and listen and act on the feedback you receive.
For all of my colleagues: continue to speak up, collaborate, celebrate our successes, hold ourselves and each other accountable when we veer off course, and most importantly, let’s be proud of what we’re doing.
I applied online. I interviewed at LRN (New York, NY) in June 2017.
My experience with the company was mixed.
I was contacted through email for an in-person interview. Two individuals interviewed me for the position both of whom I had a good conversation with. They, however, they seemed unprepared for my appointment.
For example, I was interviewed in the common area versus a conference room. This meant individuals within the office were in and out while we were speaking. Additionally, the HR rep seemed to disappear after my conversation with the hiring managers who did not seem to know what to do with me after I finished the interview.
While the interview itself was relaxed and laid back, which I appreciated, the logistics of the how the interview was handled definitely showed a level of professionalism I was not comfortable with.
LRN is Hiring! http://glassdoor.com/slink.htm?key=vQiFf
LRN is Hiring! http://glassdoor.com/slink.htm?key=vQtUK