DRIVE Continuous Learning !
- Muzameer Soudagar
- Feb 21, 2020
- 4 min read
Updated: Oct 23, 2020
One critical component that impacts organizations operational performance and business outcome is the culture of learning that has been imbibed in the system and an collective approach towards ensuring exchange of thoughts and perspectives by employees at the right time to deal with complex and dynamic business challenges. To build a culture of this scale is not an onetime intervention , but a continual effort driven through formal and informal learning.
Organizational learning need to be linked to organizational changes and prompt management of this change process by building in requisite skills and capability at every level. In many cases Learning & Development Team lay emphasis only on driving Training to address the immediate gaps , in turn loosing a focus from the big picture and end up failing to build a sustained process to create a culture of continuous learning.
Few years ago learning was looked as a one time event , wherein the employee attends a course , learns something new , however back at the workplace the learning activity ceases . Concept of continuous learning challenges this established thought , and this requires both the learner and manager to see learning as an ongoing activity rather than for a set time frame.
Here are few tips to DRIVE Continuous Learning in an organization:
Deliver with impact and build in objectivity :
Sure everyone has been through an intervention which has indeed left a lasting impression on your mind , not just for the content but an impact with which it was delivered and how it helped provide few solutions to the challenges you had at hand.Objectivity coupled with an impactful delivery sets a lasting remembrance which certainly translates to business results.
Review mechanism to ensure learning is implemented in work space:
Introduce a robust process in alignment with the key stakeholders to review the learning implementation of the participants post every intervention. Learning reviews by key stakeholders( especially the participants managers )plays a key role in the creation of knowledge for organisations ,as managers are the ones most responsible for introducing change and learning into organisations
Focus on Developing Change Champions to drive learning forward:
Most effective yet the most underutilized , the use of trained champions to implement change and drive learning spans decades as this approach ensures process adherence and carrying forward the intervention vision a long way.However, it is vitally important that organisations select and train the right people to act as change champions. The role of a change champion is very important because these individuals will be helping to manage the inevitable ambiguity and uncertainty associated with implementing change by imparting the requisite knowledge and skills to fellow colleagues presenting a strong case of the self success. Trained champions driving organization learning need to be done with a framework and structured process.
Drive workplace Learning through Action Learning:
Define action learning projects for the participants to work on in Action Learning Sets. Through reflecting on aspects of the project, participants will learn more about themselves and the concepts and processes associated with it while applying in the project.They will also learn and master skills to work with cross functional team members. Encourage the Action Learning Sets to choose projects that can help resolve immediate business challenges at hand , this ensures leanings are implemented faster and results generated have a lasting experience .
Create Milestones / Benchmark Bulletin:
Reflecting milestones / benchmarks set by co-participants by implementing the Action Plans is the best way to motivate the group to go for the similar success.This can be achieved by developing a Success Bulletin showcasing the key implementer’s project achievements .Create a strong pool of implementer’s and feature them on companies newsletters showcasing their execution skills , make their efforts more tangible and meaningful. Observe a ripple effect created among the team to execute things at the own end.
Drive Continuous Learning through New Age Learning Technology
With the advancement in technology and rapid adoption of social collaboration , the approaches to drive learning in employees has also taken a dramatic turn . Organizations can make these as a fundamental drivers to keep their employees continuously engaged in learning and helping them to re-skill to stay relevant in current times. Successfully blending various new age platforms like Mobile , Webcast , ILT , Multi Media , e-learning etc…can help organizations to build a robust culture of continuous learning. This also gives employees a clear understanding of what’s expected of them and how they can achieve thier true potential by engaging in their overall development.
The constant need to stand out among the competition has made the organizations to focus on continuously upgrading workforce skills . Disruptions created in the dynamic environment has certainly fostered a culture of engaging employees in continuous learning . Learning will continue to be on high priority as companies who manage to develop skills faster than the counterparts will have an edge and will be able to successfully execute their business plans.
Hence organizations which continuously think what and how learning means to the new age employees and place the employee at the center of the Learning VISION and drive Development initiatives to help achieve this vision will manage the current and future challenges quite well.
Muzameer Soudagar
Keep learning keep shinning !!
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