How do you foster a continuous learning and improvement mindset among your learners and stakeholders?

In my experience, as someone responsible for L&D of a company with a higher average age, I had focused more on developing ideas which would also promote self learning. Training was a given as it would come for the competency gaps brought out tthrough assessment. We were looking beyond. I had conceptualised and developed and started a Select Readings Bulletin where I would publish highlights, summaries and lessons picked up from articles which would appear in HBR or Indian Management or Books or any other magazines. Just four pages which most were able to read during travel. Purpose was to develop a reading habit and also learning habit. I did it for 11 years of this monthly bulletin. To develop a culture like that one has to be passionate.

While I agree that you should have goals for what you want your learners to achieve, as that connects to the competencies you're seeking to drive, I would submit that not all learners will attend for the same reasons. Recommend stepping back and considering the learners' needs more broadly in establishing goals. In other words, give consideration to a broad spectrum of learner needs as based on target attendees. Then consider how your curriculum could advance those needs and build related elements into your SMART goals. Taking such actions will propagate the intended culture of learning and improvement because it connects to the underlying needs of the learners.

Defining learning goals and objectives depends largely on the stakeholders and the planned expected outcomes. However, training should align more with improving the skills of trainees on the given subjects/projects.

Teaching employees SMART goals that are based on the company's beliefs and strategy is paramount: Alignment: By educating employees about SMART goals that reflect the company's beliefs and strategy, you ensure that everyone is aligned and working towards the same vision. It creates a shared understanding of what the organization aims to achieve and how individual efforts contribute to the overall success. Clarity and Focus: SMART goals provide clarity by defining specific objectives. When employees understand the company's beliefs and strategy, and how their goals contribute to them, they can focus their efforts on the most relevant and impactful activities. This clarity helps in avoiding distractions and increasing productivity.

It is very vital to vary our teaching methods in delivery learning. We have to put the learners in consideration , let them be at the center of learning and also consider their individual differences.

The above mentioned methods can be quite inspiring and enhance learners knowledge; experience sharing with vivid descriptions of events can also be included.

There are several cutting-edge ways to deliver educational material to members of a company. Some innovative approaches are: Microlearning Platforms: Microlearning involves delivering small, bite-sized chunks of educational content. Companies can leverage microlearning platforms or apps that provide quick and engaging modules accessible on various devices. These platforms allow employees to learn at their own pace, making learning more convenient and accessible Mobile Learning Apps: Leveraging mobile learning apps allows employees to access educational material on their smartphones or tablets anytime, anywhere. Mobile apps provide flexibility and convenience, enabling employees to learn on the go, making efficient use of their downtime.

Yes, I quite agree with these. In a number of times, planned follow up/next steps are delayed or never comes up after training. It leaves the learners in the limbo and they tend to forget all that they learnt.

When teaching employees, leading by example is a powerful and effective approach. Here's how to apply the rule of thumb to lead by example: Demonstrate the Desired Behaviors: Instead of simply telling employees what to do, show them through your own actions. Act in alignment with the values, principles, and behaviors you expect from your employees. When employees see their leaders embodying the desired qualities, they are more likely to emulate those behaviors. Consistency is key when leading by example. Ensure that your actions are consistently aligned with the messages you communicate. Inconsistencies between words and actions can create confusion and erode trust. Strive to be a consistent role model that employees can rely on.

Always engaging your internal and external stakeholders in the learning process will continue to improve your customer experience. Observation is good, however; participation in the activity will move the needle. We all see things differently and experience things differently based on our biases. Building a robust community through engaging with your stakeholders is always a win win! #LeadLoudly #leadership #mindset

This is very relevant not just for the stakeholders but also the community engagement and what the training interventions is planned to achieve.

Including stakeholders in the employee learning process is crucial for gaining their support, fostering collaboration, and ensuring that the learning initiatives align with organizational goals. A great way to achieve this is by doing the following. Collaborative Goal Setting: Involve stakeholders in setting learning goals and objectives. This collaborative process ensures that the goals align with organizational strategies and stakeholder expectations. By engaging stakeholders, you can gain their buy-in and commitment to support the learning initiatives.

Training and retraining of trainers is like sharpening the tools for greater improvement. It foster the confidence of trainers in delivering quality training with great fulfilments and good expected outcomes.

Consider how to use different techniques to incorporate the different domains of learning into each training session for better retention. One strategy that can be effective for improving training is flipping the classroom. This approach involves having learners review training materials outside of class. Then, during the training session, learners can work collaboratively on problem-solving and hands-on activities. This approach allows for more interactive learning and can be especially helpful for learners who prefer to work independently or have different learning styles. By flipping the classroom, you can create a more engaging and effective training experience for your team.

As a learning services vendor, I believed people want to learn, but in the last 5 years, I realize that people do not want to learn. Learning is a "necessary evil" like friction. They need it enough to get through! People have a day job, a family, and some social life. Loading continuous learning on their already busy life can be counterintuitive. In my opinion, if we treat learning as medicine that is administered as and when required as against a regular diet, we may be able to create a healthy learning culture.

Most often facilitators and educators have a passion for the topic they present on. Excitement and a drive to share knowledge and insights with others is key in having the learning topic be engaging, but is not necessary a guarantee for transference of knowledge and the excitement doesn’t automatically make learners want to continue exploring the topic. To get learners into a mindset of continuous learning, application, and improvement it is important to understand what the benefits are specifically for them. You know why the topic is important, but why should they engage with it? What’s In It For Me (WIIFM)? Once this internal compass is established it can give direction to the exploration of learning and trying new things.

A company that prioritizes learning as a team gains a competitive edge. Continuous learning allows employees to stay ahead of industry trends, acquire new skills, and innovate. This enables the company to offer better products, services, and customer experiences, differentiating itself from competitors and increasing its market relevance. A "Beta" culture that emphasizes learning creates a supportive and engaging work environment. It demonstrates to employees that their growth and development are valued, leading to higher job satisfaction and increased retention. When employees have access to learning opportunities and are encouraged to expand their skills, they feel more invested in the company's success.

Some effective strategies: 1. Emphasize the Value of Learning: Highlight real-world examples. 2. Create a Supportive Learning Environment: Encourage open communication, collaboration and knowledge sharing. 3. Provide Access to Learning Resources: online courses, training materials, books, articles, videos, and webinars. 4. Encourage Regular Reflection and Feedback 5.Promote a Learning Community: Mentorship programs and learning circles. 6. Recognize and Celebrate Achievements:

Engagement with the learners or stakeholders (team) is very important. Such engagement comes via a survey or by conducting a Training Need & Development Assessment (TN&DA) to identify individual learning/training gaps and level of competency ( Beginners, intermediate or expert). After that a training strategy & Plan (TSP) will be developed to bridge or close the identified learning gaps. Execution of the plan is necessary to improve the individual team members. Continue to monitor, track and review individual performance for further needs of improvement.