SixT60 Training: How To Adapt Your Learning Culture
Amy Stephenson
Human in Your Corner | Culture | Coaching | Hiring Support for Leaders
Welcome to your weekly 60 second insight into optimising your Team, Tools, Training, Tactics, Traction and (Cultural) Transformation.
Each week we share videos, quotes, podcasts, questions and articles for you with the aim to add value in 60 seconds, or less!
This week: Training
As we only have 60 seconds, let’s start!...
My daughter asked me why she still needs to go to school recently, “We only need three apps Mum: Google, ChatGPT and a calculator”... After stepping back to decipher if I’ve created a monster or a prodigy (jury’s out!) I started thinking about learning and how it will need to evolve to remain fit for purpose.
If the real world, with its ease of access to Google, ChatGPT - and calculators, is now effectively an open book exam, how do we make sure the training our people receive is still a good use of time and resources??
Why teach people the answers when (many times) it’s more effective to teach them how to find the answers? With today’s pace of change, it’s important to create a resilient workforce with the ability to find the answers and not just recall the facts.
The days of old school, “chalk and talk”, evolved to death by PowerPoint and now thankfully we’re evolving again to what Josh Bersin calls ‘learning in the flow of work’. Just in time on the job training is becoming more prevalent. The way we access information has changed, so too will the way we learn.
But how can you adapt your learning culture to add real value to your business and your people, when budgets are tight, time is short and objectives need to be met?
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Here are three ideas to get you started:
Encourage development of ‘growth mindset’. People with a growth mindset not only want to learn and apply what they have learned, they are often keen to share their knowledge with the wider team.?
Encourage managers to allocate time for learning activities during team meetings or one-on-one sessions. Implement initiatives such as "Learning Fridays" or "Knowledge Sharing Sessions" where employees can share insights, lessons learned, or new skills acquired.?
Provide Just-in-Time and Peer To Peer Learning Resources: Develop a library of microlearning guides that your team can access whenever they encounter a new task or problem. Creating a peer to peer learning resource could also be a great way to identify and encourage the development of future leaders.?
There are many benefits to building a strong learning culture, not least an increase in organisational resilience and capability but also increased engagement and efficiency. The difference between a culture of knowledge sharing vs knowledge hoarding alone is enormous.?
If you have more time:
Here’s a link to the article that got me thinking this week.
Want to carry on the conversation?
See you next time!
Amy
?? The award winning "NO Nonsense" coach for Leadership Teams who want to take action, innovate and implement ideas | ?? CPD accredited training, 121 & group coaching programmes | ?? Published Author | ?? Keynote Speaker
12 个月I’m a big fan of getting people to consider how are you going to apply your learning in the workplace? What’s the positive impact that you want to make? How are you going to measure your success of the learning experience? It was great to catch up yesterday Amy Stephenson & share the wisdom our children are bringing. They are going to be leaders of the future & completely disrupt the world as we know it which is exciting My youngest is excelling in Spanish…… all thanks to google translate! Homework is done in minutes & he has no intention of choosing Spanish in his options. In his words “done is good enough, homework is handed in on time & I’ve not got a correction” I have no words……..