5 Tips To Induce A Learning Organization
Annika Willers · 4 years ago
Corporate training is not for individuals any longer: The entire organization learns and qualifies with in-company training. Team managers create courses to distribute throughout the company. Here are 5 tips for an effective knowledge exchange in a learning organization.
Collaboration and giving feedback are an essential part of an effective learning culture.
How To Induce A Learning Organization
Most of us have difficulties in providing information to the team effectively. Capturing knowledge takes time and always gets postponed to another time. If there are problems or changes however, everyone needs the information quickly and there is no choice but to lean in, explain the details, monitor results and give feedback individually. All of this can be done efficiently nowadays, so employees can gather the information independently in a moment of need. Online training software helps creating courses efficiently and qualifies the team on-demand. Why do many managers hesitate to implement online training for their teams? Basically, 3 prerequisites need to be fulfilled for managers to pass on information conveniently and achieve effective knowledge exchange in a learning organization:
- Courses that are easy to create.
Capturing knowledge in a breeze, without investing a lot of time.
- Low level entry.
Trainer and learners can access content without technical obstacles.
- Active company culture.
Trainer and learners participate in the process as a team.
If knowledge is captured easily, it is more likely for a trainer to do this regularly. Many companies choose a platform where material is converted automatically into a course structure. Luckily, technology gets easier every day. Today, everyone can make a movie or create a website. Also, everyone can be a “trainer”, without having to stand in front of a class or learn how to handle specific software. By converting a PowerPoint presentation, a lot of effort is reduced, as the software automatically turns the material into a course. Not a complete course, you still want to add video, questions, and of course the participants and maybe co-trainers. But you have an efficient start with the relevant information and quickly transform it into an interactive learning environment, where results can be measured as well.
5 Tips For An Effective Knowledge Exchange In A Learning Organization
- Employees learn best if they can determine their own time and pace.
This also helps them remember content better, even though most content today doesn’t need to be remembered: if you know where to find the information, you can always return to collect the relevant information when you need it.
- Offer material that is user-friendly and free from technical obstacles.
It is a habit to turn away from sources that are difficult to read or navigate through. Even worse, if you need to learn how to handle software before you can access the information properly! For user-friendly training, microlearning is the trending solution: material that is divided into short “ bite-sized” pieces of content. This way, learners are not overwhelmed by information but can complete trainings step-by-step.
- Crucial for company-wide learning is a culture that allows teamwork and feedback at an eye level.
The possibility to ask questions should always be given. Some employees feel uneasy approaching the manager, for it might be a bad timing – managers are often busy – or the question feels minor. This is easier done in an online training platform, as the trainer can reply in his or her own time.
- Stimulate feedback and exchange.
Just as much as learners need feedback, trainers want to hear back from participants if the training is helpful or if additional information is required.
In an effective circle of knowledge, employees add comments and upload their own documents as well. Also, they reply to each other’s questions and support a feeling of mutual exchange.
- Treat knowledge as a common good.
Managers who willingly pass on information benefit from a better-qualified team that is able to make good decisions at any moment. Still, many managers believe to retain power by keeping information to themselves. But quite to the contrary: passing on information leads to better results from the team on the long run, and hence a better reputation for the team manager. By involving employees from other teams even, the whole organization stays up-to-date on what is going on in every department and develops a constant knowledge exchange that everybody benefits from.
This article was first published at eLearning Industry, one of the world’s leading eLearning networks.
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