The usual type of event-based learning, in which people are sent away to learn in training events, workshops, classes, or even hackathons, is so separated from the rest of their lives that it’s very difficult to carry the insights and skills from the sessions back into daily work. If the new skills are not practiced, they are lost.
A more effective model is continual learning: learning that is happening regularly, integrated with the rest of a person’s life, and oriented toward his or her own long-term aspirations. When learning takes place through day-to-day experience, it is far more relevant; employees can see the connection to the work they are already doing and the goals they (and their enterprise) already have. This means deemphasizing carrot-and-stick incentives such as bonuses for those who excel and poor performance reviews for those who don’t participate. Those incentives may be effective in getting people to take part, but they rarely generate interest or commitment.
Authors: Ann Johnston, Darren Lee, Mike Pino
Source: strategy+business
Subjects: Human Resources, Training & Development
Click to Add the First »