I read lots of blogs on learning. I sometimes end up shouting at my screen; “No! Stop telling me why training and learning doesn’t work! I know it does work!”
So let’s talk about the upsides of learning – how we make learning work. How we make it a valuable experience, and a great journey for learners too.
Let’s start with the end in mind and identify the following from the outset:
- What do you want to achieve from this learning?
- Who needs this knowledge / understanding / skillset?
- What do they need to know / appreciate / be able to do (differently) by the end of their learning journey?
- Why is it important to your organisation?
- Why is it important to the learners?
- How do you plan to communicate and prepare learners for their journey?
- How will you involve learners in identifying their desired learning and performance objectives and engage them?
- How will you genuinely involve them as active participants in their learning and development rather than make them passive subjects?
- What will motivate them to embrace and apply their learning?
- What learning experiences and structured development have you provided for your team previously?
- How have your team learnt in the past?
- What dependencies are there? (For example; IT and systems, processes and policies being ready and signed off – in advance.)
- What investment (budget) have you allocated for this?
- What post learning support will you provide to embed the learning?
- What development will the learners’ supervisors need to coach, mentor, support and develop their teams in the longer term?
- How will you measure the effects of this learning experience?
- How will you measure the ROI (Return On Investment) / ROE (Return On Engagement)?
- What will success look / sound / feel like?
Now that our ducks are lined up, along with our passion for learning and your engaged learners I’m sure this is going to be a great journey….because a highly motivated person can learn almost anything.
So, tell me now, exactly what do you want your team to achieve?
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