- Posted by hsgraham
- On April 27, 2015
Learning means different things to different people. Some think of learning as tedious and academic, while others approach learning with the mindset of development and growth. Recently, I have used workplace learning opportunities as conversation starters with my team. Millennials have been especially receptive to learning, and that is great for engagement. These learning conversations are not complex. They are simple, and focused on interests and needs of my team. Often these interests and needs align with our business objectives, allowing for a direct impact on improving performance.
For example, a team member who is involved in a marketing role may want to learn more about Search Engine Optimization. This provides an opportunity for a team member to learn about something for which they are passionate. It is important to remember that learning goes beyond training; it should be part of a long-term strategy; and it needs to have personal appeal for maximum impact. Learning conversations encourage personal growth, and that growth has an impact on organizational effectiveness.
Take time to investigate what growth opportunities are needed by your people. Using a learning conversation starts the dialogue of how to align learning initiatives with organizational goals. There are many resources for learning even if your organization does not have formal options. Encourage your people to explore Massive Open Online Courses (MOOCs) or other forms of learning.
It is crucial to establish a culture where learning is part of growth, where it is expected, and can be personalized to fit the needs of your people. Start learning conversations that help you manage the individual, and not the processes. Connect learning interests to organizational goals.