Two Tips to Improve Workplace Learning and Development
Published 16 October, 2019
A brand-new survey by Harvard Business Publishing Corporate Learning concluded that Learning & Development (L&D) isn’t working for today’s workforce, despite the $359 billion companies spent on training in 2016. So what kind of learning is best for workers and the organization?
Learning that is individualized and experiential.
Here at GXG, we use a few methods that address these imperatives and that you can implement for yourself or for others in your organization.
Over 61% of respondents said they wanted individualized training that addressed their specific skill gaps. Mind mapping is a great tool we use to illustrate knowledge gaps in a particular area.
Managers and employees can collaborate on creating an individualized learning ecosystem, satisfying learner’s desire for greater management guidance. Then the map allows the employee to self-direct their learning with the resources at hand – offering some of the control employees want over their learning.
Tip: Focus the learning ecosystem on topics that will enhance the learner’s specific performance in their current role. This ties learning to business impact and performance that’s likely already being measured.
Workers have access to a tremendous volume of information, including a lot of quality content developed and curated by their organizations. The next step is connecting some of the things they’ve read about to tactics they can use to do their jobs better.
According to Forbes, experiential, peer-to-peer engagements are in high demand. That’s why we take our clients’ individualized learning ecosystems and identify other businesspeople who can share how they’ve implemented learnings in a similar situation. These conversations provide relevant, actionable insights in the context of real business challenges. You can read more here on how to find people to connect with, some are likely already in your professional network!
The other benefit to distributing learning through a network of conversations is the ability to condense learning into manageable time blocks. Learners feel crunched for time, but preparing intentional, focused conversations can bring impactful learning closer into the flow of work.
Tip: To make a valuable connection, be sure to prepare for the conversation ahead of time and be specific in your ask.
We hope you’re able to put these tips into action for you and your team! Don’t hesitate to reach out if you get stuck executing them and could use a little help.