登录查看更多内容

How do you foster collaboration and peer learning among learners and across teams?

由人工智能和领英社区提供技术支持

Learning and development (L&D) is a key component of performance management, as it helps employees acquire new skills, improve their performance, and achieve their goals. However, L&D also faces some challenges in the context of performance management, such as aligning learning objectives with business outcomes, measuring the impact of learning, and creating a culture of continuous learning. In this article, we will explore some of these challenges and how you can overcome them by fostering collaboration and peer learning among learners and across teams.

此文章中的业界达人

由社区从 3 条内容中精选。了解更多

1 Aligning learning objectives with business outcomes

One of the main challenges of L&D is to ensure that the learning objectives are aligned with the business outcomes that the organization wants to achieve. This means that the L&D strategy should be aligned with the performance management strategy, and that the learning activities should support the performance goals of the employees and the teams. To achieve this alignment, you need to communicate clearly the expectations and the benefits of learning, involve the stakeholders in the design and delivery of learning, and align the learning content and methods with the performance indicators and feedback mechanisms.

添加您的观点

Kate Sotsenko ??

I free up 30% of your time from bad busy work | Productivity & Leadership Coach for mid-senior leaders & teams | Save your spot for my free goal-setting workshop ↓ "Visit Website" ??
(已编辑)
举报内容
In my experience, the responsibility of learning is often put on the L&D team. Yet, I believe that this responsibility should be shared. Every employee must be accountable for their own learning journey. Employees should: > express their needs and wishes more specifically > take lead in finding learning opportunities supporting their growth > show how what they will learn will benefit the company Impactful learning requires an intrinsic motivation. The process of learning doesn't start with business objectives. It starts with the learner. #TheGoodBusy

已翻译

赞
Andre Martin

Author of Wrong Fit, Right Fit | Chief Talent and Learning Officer | Ex-Google/Target/Nike/Mars | Board Member | EdTech Advisor | Organizational Psychologist | Mushroom Farmer
举报内容
I have often wondered why the talent development agenda isn't set inside of the business strategy process. If we were to invest in the conversation with business leaders while they are collectively committing to a strategic direction, we would have alignment from the onset. Then, our talent development teams could focus on executing on "growing talent faster than the business" as opposed to using their creative energy to get leaders to align on where investment should go and what capabilities should be our focus.

已翻译

赞

2 Measuring the impact of learning

Another challenge of L&D is to measure the impact of learning on the performance of the employees and the teams. This means that you need to evaluate not only the reaction and the learning of the participants, but also the behavior change and the results that they achieve after the learning intervention. To measure the impact of learning, you need to define the criteria and the methods of evaluation, collect and analyze the data, and report and act on the findings. You also need to use both quantitative and qualitative measures, such as surveys, tests, observations, interviews, and case studies.

添加您的观点

3 Creating a culture of continuous learning

A third challenge of L&D is to create a culture of continuous learning, where employees are motivated and empowered to learn and grow on an ongoing basis. This means that you need to foster a learning mindset, where employees are curious, open, and willing to learn from their experiences, feedback, and mistakes. You also need to provide opportunities and resources for learning, such as coaching, mentoring, online courses, and communities of practice. Moreover, you need to recognize and reward learning, by celebrating achievements, providing feedback, and linking learning to career development.

添加您的观点

Andre Martin

Author of Wrong Fit, Right Fit | Chief Talent and Learning Officer | Ex-Google/Target/Nike/Mars | Board Member | EdTech Advisor | Organizational Psychologist | Mushroom Farmer
举报内容
Though we make enormous investments in talent development, most of our learning occurs on the job and in the day-to-day. I have often wondered if we could combine learning with recognition to more strategically and surgically promote the "better practices" across our company. Someone is innovating in a way that both serves our consumer and fits our culture. If we can find those practices, codify them, and scale them across the company, we will more naturally and more easily excel both as individuals and as companies.

已翻译

赞

4 Fostering collaboration and peer learning

In order to overcome the challenges of L&D and increase its effectiveness, fostering collaboration and peer learning among learners and across teams is essential. Social learning, where employees learn from each other, share knowledge and insights, and solve problems together, can bring a range of benefits. These include increased engagement and motivation of learners, as they feel more connected and supported by their peers and colleagues, as well as enhanced relevance and applicability of learning. Additionally, collaboration and peer learning can enrich the diversity and depth of learning, and accelerate the transfer and retention of learning. To make this possible, a conducive environment needs to be created, where employees feel safe, trusted, and valued, and can communicate and interact effectively. Furthermore, collaborative and peer learning activities, such as group projects, discussions, peer feedback, peer coaching, and peer mentoring, should be designed and facilitated. Technology and tools, such as online platforms, social media, and mobile devices, should also be leveraged to enable collaboration and peer learning.

添加您的观点

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

添加您的观点

Performance Management

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

How do you foster collaboration and peer learning among learners and across teams?

1

2

3

4

5

1 Aligning learning objectives with business outcomes

2 Measuring the impact of learning

3 Creating a culture of continuous learning

4 Fostering collaboration and peer learning

5 Here’s what else to consider

Performance Management

给文章评分

感谢您的反馈

更多Performance Management相关文章

更多相关阅读内容

How do you foster collaboration and peer learning among learners and across teams?

1

2

3

4

5

1 Aligning learning objectives with business outcomes

2 Measuring the impact of learning

3 Creating a culture of continuous learning

4 Fostering collaboration and peer learning

5 Here’s what else to consider

Performance Management

给文章评分

感谢您的反馈

查看其他技能