For a long time, we’ve seen leadership development and learning in the workplace as something that we have to motivate team members to do. Learning or training has been required. It is sometimes forced. But, it has rarely been something we except team members to want to do on their own. Times have changed. Employees have changed. And so should the learning model. We now know, that well-trained employees are happy employees and those that are able to take control of their own development, actually, flourish more.
Allowing your team to own their own learning doesn’t just make sense – but it actually makes the learning more effective. How? Here’s one example from Harvard Business Review:
Traditional learning and development has gone from instructor-led classroom training to virtual, global, scalable options. We’ve done this because work has changed. Companies aren’t only more global; they are more virtual. More people work from home, which makes it impossible to do constant classroom training. The virtual approach also gives people flexibility and appeals to the fact that they want to learn differently. Some employees do the programs at night. Others want to do them during working hours. The biggest thing we get from virtual programs is that people can fit them into their lives. — Samantha Hammock, CLO at American Express
So, how you can help your team own their own learning? Here are a few ideas:
- Make it mobile. Why? This gives your team access to their training anytime, anywhere. They can choose to do this during work hours, after hours or on-the-go. Creating a training system that works for people – in real life – is a sure fire way to help them own it and further engage with the content.
- Give them options. Learning isn’t one-size-fits-all. Different learning styles demand different learning mediums. Mix up your offerings from webinars to online chats, quizzes, and even classroom or workshop training. Make sure to appeal to many different types of learners.
- Make it fun: Using gamification has grown in popularity for a few reasons. It actually makes learning enjoyable and makes it stick for much longer! Make sure to include it in your training program.
- Give them purpose: It’s crucial to provide a “why” behind the training. When team members can connect their training to their actual career, they are far more likely to engage with the content and own it themselves.
If you’d like to talk to us about building the right training system to help your team own their own learning, reach out anytime!