Learning Is No Longer An Option!
Successful people ask better questions, and as a result, they get better answers.
― Anthony Robbins
Today’s organizations are characterized by changing, dynamic environments in which the need for adaptive workers has become increasingly important.
This change has caused research sponsors, academic researchers, and practitioners in organizations to become increasingly interested in understanding and enhancing adaptability in the workplace.
One of the tools that professionals use to stay updated in an ever-changing workplace to remain innovative, relevant, and ahead of their competitors is perpetual learning.
Perpetual learning is a set of cultural values and a state of mind that enables employees to enhance their skills and knowledge at their own pace through a personalized development design. It empowers employees to perform effectively and adapt to changes in the workplace.
However, in order for it to work, it must become more than just another task or another training course. It needs to become a mindset and system integrated into the work environment naturally. And that takes time, effort, and vigilance. But once achieved, the results can be significant.
Culture is at the heart of an organization and your ability to succeed depends on cultural alignment. It’s important to understand that cultural transformation is a continuous process and that impactful, meaningful, and sustainable change is built day by day.
– Edoardo Gironi
But what does a culture transformation strategy look like?
Shifting from old-school training to a modern, perpetual learning mindset comes with significant benefits such as:
- LEARNING ENGAGEMENT: by incorporating scenario-based learning, microlearning, gamification, and other features, we can increase employee engagement, knowledge retention, and completion rates.
- CAREER DEVELOPMENT: by perpetual learning, workers can make sure their skills and abilities are meeting the changing needs of their current roles, incorporating new tools and knowledge for possible future roles, and encourages employees to learn and develop professionally by reassuring them that their employer values their willingness to learn.
- SOCIAL COLLABORATION: by promoting a collaborative learning environment, employees can leverage the expertise around them to get the exact information they need and quickly apply it to the task or goal at hand. This can be done through discussion boards, polls, work-related groups, or simply by contacting a colleague
- KNOWLEDGE SHARING: sharing knowledge at work can enhance creativity, improve knowledge retention, and reduce information barriers between departments.
- SUCCESSION MANAGEMENT: the ability to identify skills and competencies that next-generation employees will need to succeed in key positions, and then use systems to transfer that knowledge and shorten learning curves, can help companies prepare a pipeline of future leaders.
- BUSINESS IMPACT MEASUREMENT: a more effective learning measurement system can be implemented in an organization’s effectiveness and business impact, allowing them to prove the ROI of their training programs, which can lead to better business performance and goal achievement.
Once you become aware of the benefits of perpetual learning here are some suggestion to help your organization creates the right environment that will help you to take your business to the next level:
- Passionate Leaders: leaders should become passionate and enthusiastic learners to motivate others into becoming lifelong learners and trying new solutions and ideas.
- Personal development goals: setting personal development goals for mastering certain areas, or acquiring knowledge that will help the organization, can be a good way to foster self-learning responsibility. Let employees choose areas they are interested in learning more about, rather than imposing a specific topic on them. The knowledge they need must be acquired through self-motivation
- Become an expert: employees should be encouraged to become knowledge experts in their fields. Provide them with the opportunity to become the go-to person for all questions. Let them share their wisdom, for example, in the company blog, newsletter, or in the LMS Coach&share. They’ll be encouraged, and will encourage other employees to share their knowledge as well.
- Create learning task forces: organize employees into task forces to learn more about an issue, a process, clients, and competitors. Consider sharing it with others. It will improve the efficiency of teams, encourage other employees to follow suit, and reinforce the process of continuous learning.
Now that you have the necessary knowledge, the question to ask is:
Is your organization prepared to deliver perpetual learning to your employees?
Building a culture of perpetual learning and development requiresalso an intelligent learning tools. As Docebo®’s expert, Apprendere will help your organization and your employees learn more, connect deeper, adapt faster, and perform better through intelligent Cloud LMS platform designs to create beautiful learning experiences that are tailor-made for your use case to help you deliver engaging, continuous, and personalized learning and development experiences that will drive your business impact.
I hope this helps you on your journey to establishing a perpetual learning culture!
What about you? Are you already a perpetual learner? Is your company deliviring perpetual learning? And which changes have you noticed? How well did it work?
Please feel free to share in the comment session your thoughts, ideas, and experiences, we are more than happy to learn from you!
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