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The Learning at Work Week: Fostering growth through “Connecting”

The Learning at Work Week: Fostering growth through “Connecting”

15.05.2016.

 

“The learning at Work Week”. I paused at the sight of this sentence and thought: “Isn’t every working week a learning week? Isn’t the workplace somewhere where learning should be continuous, valued and promoted not just by learning professionals but by leaders, managers, innovators and team members as a vital part of their organisational growth and development? Whilst I absolutely support the need to keep the importance of learning in the public eye, it does seem a little odd to identify this as ‘Learning at Work Week’

 

I understand that this campaign aims at placing the emphasis on learning at work, rather than training which is a great differentiator, and leads me to sense that organisational thinking is beginning to shift following the constant change that the world we liv in is witnessing. The role of the expert trainer is diminishing in a data and knowledge rich world in which ‘expertise’ can be summoned in seconds via a video or a podcast.

 

Today’s learners increasingly expect to learn when they have an immediate need, so pre-programmed, specific workshops on skills that learners may or may not feel are relevant, are becoming increasingly difficult to fill.

 

Neuroscience is teaching us more about how people learn and is suggesting that many of the practices of workplace training are becoming redundant.

 

To create a culture of learning in your organization, a learning that aims at producing agile, resilient and engaged employees, this are few suggestions:

 

  1. Dialogue before Design: To design a learner entered intervention, you need to have a dialogue with the stakeholders to understand what is at risk and what is the challenge in hand before designing the intervention that will deliver the outcome needed by the learners.
  2. Create Safe space : where everybody slice of genius can be unleashed and harnessed and turned into a collective genius. Using dialogue, circles and dialogic methodology to evoke from learner is one way to achieve it.
  3. Experiential & practical experiences: aimed at helping the learner live and experience their pain areas and their strengths and become aware of the driving and hindering forces to change and growth.
  4. Reflection: we need to balance between doing and being time. Between action and reflection to help learners reflect on the lesson and learn about the process so to replicate the result time and time again
  5. Fostering curiosity: Einstein said “I have no special talent. I am only passionately curious”, entertain learners curiosity and build the capacity within them it is a life long gift, that will help the learner to unlearn and learn.

 

While marking a week of learning at work, is a good reminder of the importance of creating a learning environment and investing in the development of talent, it is also a chance for organizations to review their learning strategies keeping abreast of the latest trends that are shaping the landscape of learning at work.

 

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