Why
Organizations Are Approaching Learning All Wrong!
Workplace
learning plays an important role in organizational productivity and
effectiveness. Unfortunately, a large number of organizations approach learning
wrong. Managers mostly rely on training “sessions/ programs” classroom-based to
solve any problem that they face in the workplace without meeting the
employee’s needs, values, and cultures. They most of the time just give
instructions instead of helping employees to feel part of the organization.
As
we know learning in any organization does’t need to be formal. In actuality,
learning could be more effective and efficient in unstructured environment
“informal leaning” something that could be happening on a daily basis. I mean
employees can continuously learn from their colleagues or their managers to enhance
their job performances without even realizing it.
If
anyone interested, to learn and read more about the model, please see
the following link!
Another reason why
organizations are approaching learning all wrong is the “Lack of Dialogue.” Having
a dialogue and allowing an open communication between mangers
and employees is also necessary
to establish an environment of trust within
and among all the people in the organization. It helps to boost employee
engagement too .
Many traditional
organizations don’t have open communication policy between employer and
employees. As a way of illustration, the organization that I used to work
in, we, I mean as employees we didn’t really have the
opportunity to opens ourselves to the others and to share vision and
information! Our ideas and concerns were not heard, we felt like
we didn’t have a voice and we were not part of the team. As a result, turnover
was highly increased! I think there was a simple solution to breakdown the
communication barrier and foster learning in the workplace, which was the open communication!
Why
Organizations Are Approaching Learning All Wrong!
Workplace
learning plays an important role in organizational productivity and
effectiveness. Unfortunately, a large number of organizations approach learning
wrong. Managers mostly rely on training “sessions/ programs” classroom-based to
solve any problem that they face in the workplace without meeting the
employee’s needs, values, and cultures. They most of the time just give
instructions instead of helping employees to feel part of the organization.
As
we know learning in any organization does’t need to be formal. In actuality,
learning could be more effective and efficient in unstructured environment
“informal leaning” something that could be happening on a daily basis. I mean
employees can continuously learn from their colleagues or their managers to enhance
their job performances without even realizing it.
If
anyone interested, to learn and read more about the model, please see
the following link!
Another reason why
organizations are approaching learning all wrong is the “Lack of Dialogue.” Having
a dialogue and allowing an open communication between mangers
and employees is also necessary
to establish an environment of trust within
and among all the people in the organization. It helps to boost employee
engagement too .
Many traditional
organizations don’t have open communication policy between employer and
employees. As a way of illustration, the organization that I used to work
in, we, I mean as employees we didn’t really have the
opportunity to opens ourselves to the others and to share vision and
information! Our ideas and concerns were not heard, we felt like
we didn’t have a voice and we were not part of the team. As a result, turnover
was highly increased! I think there was a simple solution to breakdown the
communication barrier and foster learning in the workplace, which was the open communication!
Working as a corporate trainer, I really appreciated your post, especially the 70:20:10 model. Lastly, you are correct that without being able to express concerns, difficulties, etc., training can't work. You could have the best training program in the world, but if its employees feel they can't address concerns, ask questions, pose constructive criticism, no one will want to implement it. Training and development in the workplace is a holistic process in which everyone needs to have equal stake.
ReplyDeleteAmal, your point about managers relying too heavily on classroom based training sessions accurately captures the reality of some organizations. These managers look at training as the solution to all problems without realizing that some problems could be rooted in the culture or individual. Or that non-training solutions might work better in some situations.
ReplyDeleteAs far is 70.20-10 model goes, its validity is being challenged by a few from the learning field. The basis on which they challenge this model is that it was only put forth as a hypothesis and has not been researched enough or proven and that research never leads to numbers which are in multiples of 10. Do check out these two interesting articles:
http://www.nickjhowe.com/2010/05/lets-kill-a-few-learning-holy-cows/
https://www.td.org/Publications/Blogs/Science-of-Learning-Blog/2014/07/70-20-10-Where-Is-the-Evidence.
I absolutely love your point about "lack of dialog." Indeed communication in an organization helps bring to light the latent issues. In terns of finding out from employees about where exactly they need help and how they would prefer to get it would help create training that addresses the needs of the target audience it is intended for!
Amal I agree with you that organizations have to work more on communication skills. From my point of view the communication process starts with the leaders. I believe in the basic practice of open doors. If a leader really keeps the door of his/her office open and also his/her mind open, for employees to come and ask questions, or make suggestions. This practice will improve the communication process giving employees the opportunity express themselves. Understanding that every way of communications has to resonate with the company’s values.
ReplyDeleteThe second element that I believe helps to improve communications within the organizations is the way leaders and employees are taught to give and receive feedback. If leaders prepare the feedback session in the proper way, taking the time and the space for it, among other essential characteristics for this process. Employees will engage to practice good communication behaviors among them. It is important for every employee to be mindful on how to handle a feedback session. Thus the organization can develop a desired communication environment.