As humans we are always learning and growing. While this is true for each and every individual, no matter how much we invest in our own individualized learning, success always seems to feel like a far-fetched goal. Even after we accomplish one goal, we feel unsatisfied and unaccomplished when our efforts are not rewarded or recognized.
How to strategically invest in learning programs for business growth? First understand WHY is it worth investing in learning opportunities for professional development. Other than attracting top talent, increasing retention, keeping employees engaged and satisfied, and planning for future growth, there is some incredible value hidden in learning and development.
When we invest in learning on an organizational level, here is how it can serve as an impact both internally and externally:
Increase of personal and social awareness, impacting the quality of relationship among stakeholders, vendors and clients.
Increase in ownership and initiatives, giving a boost to smooth transition in adaptation to changes and unanticipated roadblocks.
Competence improvement followed by performance enhancement resulting in increasing customer satisfaction followed by improved business performance.
By focusing on the process, there is a higher potential for return on investment when it comes to driving learning programs. Apply the following strategy to improve processes or to build a new process from scratch:
Information Gathering: Any implementation first requires collecting data as it represents the current status. Conduct a survey on where your organization currently stands on the Conscious Learning scale from Unconscious Incompetence to Conscious Incompetence to Conscious Competence to Unconscious Competence.
Root Cause: Then we must gain clarity on why it is challenging to easily incorporate new strategies toward improving learning and development initiatives. Among many, a few reasons are, fear of change, knowledge transfer strategy and self and social awareness gaps.
Governance Vision: Next, consider updating the organization-wide policies and procedures to incorporate a new definition for Corporate Mindset that focuses on the importance on Mentorship and a Goals-driven Approach to leading cadences and driving operations. This will require a lot of internal engagement and feedback gathering.
Planning: To plan an enriched learning program that will deliver results, consider the purposeful approach to learning by incorporating the 3 elements of learning, between gaining, retaining or sustaining of knowledge, during each phase of planning, including after development and deployment.
Development: It's time to develop! Similar to the Agile approach to product development, use the same methodology to learning development by applying the SMART approach, keeping learning engagements short, iterative and consistent. The Specific, Measurable, Attainable, Relevant and Time Bound objectives will help curate a systematic lesson plan through each iteration.
Deployment: To execute a results-driven holistic approach to facilitating learning, ensure to incorporate the idea of working with purpose during each learning engagement. No matter which instructional design component is being used to deliver learning, keeping the purpose in mind will serve better results. This will keep the learners actively involved in conscious learning.
Retrospect: Incorporating these steps will ensure that everyone involved in learning, including the learners and the facilitators, will take a shared responsibility in the learning experience. By reflecting on achievements and lessons learned, everyone will work together to co-elevate the way we learn and grow.
Learning is an on-going part of human development. Whether we realize it or not, there is opportunity to learn something new every single day. Through conscious thinking and a systematic approach, we can all utilize this opportunity for our own good. No matter where you are in life or professional development journey, it's never too late to invest in learning something new!
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