Build A Learning-Centred Approach and See the Difference

What do you think true growth depends upon? Customers? Increasing sales? Smart employees? I guess all of them but there is a core requirement for growth which is so basic. We are experiencing growth within ourself when we were kids in school, throughout high- school and graduation. So why should we stop during employment period. In fact it is the time where we can leverage the most out of learning. Big business enterprises believe in equipping their employees with great learning approach to help their employees meet their goals, vision and mission of their company. So the best way to take the most out of your resources is by arranging a learning environment which will not be beneficial for the growth of the company only but will also be beneficial for the growth of employees. Any workplace which encourages leaning culture ultimately encourages a continuous learning process, promoting employees to constantly learn and elevate their skills and performance as well. There are various advantage to approach leaning work culture, to name some of them are as mentioned below:

1. Develops a culture of knowledge sharing and innovation.
2. Learning goals are aligned with the organization’s vision and mission.
3. Employee job satisfaction

Creating a learning culture to drive business goals and organizational growth should be a continuous and well-planned activity. We need to keep strolling through some steps to get to the bigger picture, i.e. implementation of actual learning environment and some of the most focused areas should be:

Timeline

Lets suppose you have a strategy and all the resources but you still need to do homework on how much time is it going to take and whether that timeline is imperative with business goals. Just focus over two concerned areas first:

• Identifying the problem areas, i.e. locate the area of improvement in terms of skill or competency gap which can have direct impact over operations and services. It can be done with brainstorming, surveys, online polls, TNAs etc.
• You should be confident enough to address each of the problem and resolving it on the urgency basis. You need to take action depending upon the urgency of the problem recognised.

Providers/Suppliers

Arranging the right provider with just the right industry experience, who can deliver the required methods, concepts, objectives and the budget. The idea is to have someone who understands the content and context, technology and pedagogy. Very often we come across individuals who have the RIGHT product knowledge, however, may not possess the facilitation skills to deliver an impactful program.

Knowledge

Competence and technology is always emerging and you need to be updated so that you can link your competency and skills with organizational goals and objective. You need to realize what are you weak links and the skill gaps you need to fill. Training and development teams need to ensure they are in pace with the swift changes in not just technology but also the development of soft skills and other competencies required to-

A) develop a culture of innovation

B) Timely Sharing of Knowledge

Methodology

Business enterprises is about having variety of learning forms and technologies. But the main concern is to choosing the best fitting learning forms depending upon the type of company and employees. Companies no longer relies over traditional classroom learning procedure but rather hey have different learning techniques including theatre-based learning, micro-learning, e-learning, blended learning, outbound training etc. You need to choose the right technology to enhance learning and elevate performance of your employees.

People

The passion for your people, clients, customers should be the primary focus. An investment in bridging the skills gap needed to elevate your employees and their performance. Continuous learning motivates employees on both professional and personal fronts.