5 Actions to Leverage Workplace Learning to Increase Engagement and Organizational Performance

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Your Challenge

Learning and Development (L&D) has been positioned as a support function in many organizations. The power of workplace learning and its impact on engagement has been underestimated. Unrealistic expectations are imposed on L&D to prove its validity and significance. Shrinking budgets and disproportionate balance between learners and learning providers seem to be the trend and the struggle.

Our Advice: 

1. Align and Realign L&D Strategy with Organizational Goals: 

Understand and align the business goals with the learning goals frequently. As the organizational requirements and goals evolve, L&D strategy needs to be revised accordingly to support the performance goals. 

2. Job-Embedded Learning Precedes Any Other Learning Modality: 

Keep 70:20:10 methodology to the front and centre of the design and implementation of learning. Workplace learning through experience (70) and support from mentors and coaches (20) in informal and formal environments can have tangible outcomes and benefits. Formal learning (10) in classrooms and other interactive techniques provide the valuable knowledge and foundation for job-embedded experiences.

3. Understand Key Challenges of Stakeholders: 

Customize and align L&D solutions to better work with the stakeholders and support them to meet their challenges and solve their problems. Staying closer to the real people facing real challenges can strategically position and integrate workplace learning within the organization that can drive performance.

4. Refocus the L&D Approach - Shift from Push to Pull: 

Drive an exciting learning culture that attracts learners. Once the benefit of learning is out there amongst the learners, there is a powerful inclination and motivation to learn. Drive the pull-approach by engaging the learners with:

  • the right context
  • aligned learning to business and performance objectives
  • job-embedded learning 
  • bite-sized learning that is critical, yet exciting and in a safe learning environment
  • rewards and recognition for learning
5. Engaging Leaders to Develop Leaders: 

Engage leaders to best support the workplace learning and developing a leadership pipeline in an organization. This technique is power-packed with operational excellence, inspiration, realistic challenges and goals, and a real sense of shared engagement that is targeted towards driving results and developing the human capital at the same time.

Our Recommendation 

Get hold of this excellent resource and look at it from a workplace learning and engagement lens. Think like a Chief Learning Officer!

The Employee Engagement Mindset: The Six Drivers for Tapping into the Hidden Potential of Everyone in Your Company by Tim Clark (Author).

The Employee Engagement Mindset is a step-by-step guide where Clark breaks it all down into six key behaviors:

Connecting: Form solid relationships with co-workers and align your behavior to the organization's culture and goals
Shaping: Seize opportunities for tailoring experiences based on your personal preferences
Learning: Take proactive measures to learn at or above the speed of change
Stretching: Move out of your comfort zone and take calculated risks
Achieving: Accomplish your goals
Contributing: Make personal contributions that drive lasting positive change to others and to the company