Try as we might in L&D, it can be difficult to instil a powerful learning culture in organisations. That’s because the only people who can ensure you have a great learning culture are the learners themselves.
There are, of course, caveats to this; you obviously need great learning, you need it to be accessible, and there must be a need. However, at the end of the day, it will be the learners who make or break it.
But there are things L&D can do to encourage learners to pull learning, and initiate the journey to a great learning culture. One key way to help learners become engaged is to give them as many ways as possible to pull the learning as and when they need it.
We know that people routinely use search engines to pull the answers to everyday problems, and have already looked at what we can learn from Google to make that happen in the workplace, but there are other key things you can do too.
That’s why I’ve outlined these three key areas to encourage pull learning in your organisation – they’re all tried and tested with great results.
Build in Rewards
What can you do to reward people for pulling learning? In gaming there are often rewards for moving forward and being successful, so ask yourself how you can replicate those principles to help drive that engagement.
Give Them Recognition
Learning is often not acknowledged or recognised enough if at all. The individual learner and their manager might have discussed the need and the outcomes, but even that simple conversation is a rare occurrence in many organisations. Publicly recognising learners for the effort they have committed and the rewards they have achieved reinforce the positive learning experience, which is then more likely to be repeated. I don’t mean certificates for attendance, no one is impressed by that anymore and they often end up tucked away in a drawer, but think about your organisation and your learners, what could you do to give them more recognition? What would increase their desire to ‘do it again’?
Make it Contagious
We are all influenced by our peers. Making it easy to share the learning itself or the personal learning outcomes is one way to make learning infectious. Try to find ways to enable your learners to share, quickly and easily. This also gives permission to learn, which is vital for a great pull learning culture.
It is easy to think that these three key areas are just tactics or gimmicks, but I firmly believe they are actually about mindset and having an overall learning strategy that puts the learner and their ability to pull learning at the centre. It is how you do this that are the tactics, and you should shy away from gimmicks if you truly want to develop a genuine learning culture.
Stephanie Morgan FLPI, Director of Learning Solutions, Bray Leino Learning
Sharing ideas and observations to help improve performance.
Copyright © 2017 Bray Leino Learning