Continuous Learning – A Paradigm Shift
Has learning and training in organizations collapsed down to one episodic event where people are trained for the first and last time after they are recruited? Do you consider continuous learning at work a distraction from business objectives?
The C-suite clearly understands that organizations that don’t constantly upgrade their skills or invest in continuous workforce learning will eventually lose out to competition in future.
But why do organizations struggle to keep their employees current and learning continuously throughout their careers? According to Deloitte’s ‘Global Human Capital Trends 2016’ report, many organizations are struggling with internally focused and outdated platforms, along with static learning approaches. They are unable to integrate widely available external platforms like open online courses, self-directed learning powered by social media, and mobile learning apps as part of their employee learning.
How can organizations change this scenario?
Employees are not students who can be pushed into traditional learning classrooms. It’s also unreasonable to expect employees to read work-related material at home during leisure time. Hence, organizations will have to incorporate learning sessions into normal office hours and make available the necessary resources for learning.
As per the Deloitte report, to encourage learning, organizations should aim to provide a technologically enabled, on-demand learning experience to employees. Mobile, social and web-based platforms can deliver on-demand learning content. Organizations will be able to deliver effective learning if they shift from content-centric ‘push’ to learner-centric ‘pull’.
The idea is to make the learning curriculum advanced by harnessing the power of video, podcasts, mobile and other learning apps. Also, providing employees with a learning experience by building internal knowledge-sharing programs and easy to use portals can promote collaborative experiences that can assist in constant learning and sharing of knowledge.
We at MYB believe that organizations can incorporate continuous learning as part of their culture if they make learning more digitally adept, innovative and fun. That way, learning will be non-intrusive, in-vogue and easy to grasp. Rather than making employees learn, make them want to learn! Are you ready to make this paradigm shift?