As a leader you are likely to leave all the decisions on where learning occurs to others. However there are many reasons why you should be interested in how to create safe spaces where you and your people are learning.
As demonstrated in the earlier example (PROCESS article), if you yourself are an active learner your people will mirror your daily habits.
If you take the time to become aware of the options and you consciously become an active learner developing yourself aligned to the shared PURPOSE with a clear PROCESS – this in itself is a powerful force aligning your teams to your strategic ambitions.
Let’s explore how you can think about which platforms could be used. Going back to first principles – we can learn and therefore create safe spaces on the web, in a workshop or in the workplace.
You as a role model – As a learner, you yourself should be leading the way and being an early adopter curious to explore new learning technologies that enable digital learning.
Are you trying out Chat GPT as an example and what enterprise learning technology platforms are you using? Do you demonstrate that you are learning in the workplace which is called action learning? Are you participating in workshop sessions which enable social learning?
What investments do you approve – I have had leaders approve a very expensive learning technology because it had spaceships – which by the way were completely irrelevant to the behaviours, mindset and culture they needed to achieve better results.
If you are consciously leveraging learning technology to upskill yourself, you will be fully equipped to influence the requirements, selection and adoption of platforms that enable digital, social and action learning.
Return on investment – Are you aware if your organization is investing in the right platforms or spaces that best suit the target audience and the nature of the impact required?
Are you purely signing off on budgets that may be totally ineffective, while your entire organization continues on the same track, not making any changes at a behavioural, mindset and skill level?
On the other hand your teams are using their valuable time addressing recurring problems or losing customers from poor service or paying fines for ethical misconduct due to the way the organization works and learns together?
All this is happening because the why, how and where your people are working and learning together is ineffectual.
For example many organizations still spend lots of money on online content with low adoption rates and yet every year these online subscription licenses are automatically renewed.
We are not pro- or anti- digital learning (or eLearning as it was called) or classroom training.
It is the conscious decision to combine the 3 ways we learn naturally (through Education, Experience and Exposure) with the 3 places where we learn.
So here is a way they think about this and nudge yourself, your leaders and teams to leverage the available PLATFORMS most effectively.
For each micro-learning experience every team can:
*LEARN on the WEB – use digital learning to identify, curate and consume relevant content just-in-time
*APPLY the learning in the WORKPLACE – use action learning while working on tasks or jobs to be done
*REVIEW it in WORKSHOPS – use social learning to reflect, assess and adjust your behaviours and results
In fact, this is often referred to as the 4th – which is E for environment. Much research and your own evidence will confirm that creating safe spaces for learning on the web, workplace and workshops is a critical ingredient to drive the critical behaviours and results of any community or ecosystem of people navigating change.
We use a digital-action-social learning cycle using the web-workplace-workshops for each unit of learning from a simple to a very complex learning strategy.
Using this as part of the 5P framework anyone is able to create a highly scalable and sustainable learning, enablement and change strategy with strategic impact.
Collectively leaders can reach millions of people with deep and meaningful impact on their behaviours and results which in turn leads to people and organizational transformation, success and growth.
Furthermore you are creating psychological safety in your organization which is a fundamental role as a leader. Aligning the PLATFORMS to the PURPOSE and PROCESS, ensure you are leveraging all the possible spaces and embedding continuous learning, adapting and improving as a daily habit into your operating rhythm.
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ineffective . . . while your entire organization continues on the same track,
not making any changes at a behavioural, mindset and skill level.any