We live in an era of consistent change and technological advancements. For a business to thrive in the modern age, it needs to keep up with this consistent change.
The majority of businesses, according to a McKinsey study, report that they are in a constant transformation at any given time – and 65% of those transformations fail. The primary reason for this failure is unprepared employees.
Most employees do not fully understand the changes being implemented, and do not have the knowledge to successfully solve old problems in new ways and take on new roles. Because of this, transformations either fail or become stalled. You need to equip your employees to be a successful part of the business you are aiming to become. Therefore, Learning and Development professionals are considered a valuable corporate asset.
To develop employees, you don’t just want to give them knowledge, you need to convert that knowledge into skill. Your employees need to know how to implement that knowledge. A variety of practical learning experiences is the most effective way to ensure the learning actually sticks.
Having applied learning available to your employees creates an environment of learning, and environment where employees want to learn. This means they will learn faster as they are driven by a problem they need to actively solve. They will then see, first hand, how their new skills can advance their career and contribute to the success of the company. All this makes learning that much more relevant.
Providing continuous access to learning encourages employees to grow, take initiative, and innovate. This kind of engagement is imperative to a growing, evolving business.
So, where do you start when building a learning program that supports business transformation?
Do you need to employ account managers or are you able to develop them internally?
Do you need Seniors to learn how to become managers?
There are a variety of specialities where demand is greater than supply – and this is why it is important to develop internal talent.
People who are honest about their skills and who ask questions are the people who are most able to learn. These are the employees who view learning as a priority. If employees are made to feel that asking questions is a sign of weakness, then you have created a toxic learning environment. You need to reward employees for asking questions, and invest in creating a culture of curiosity.
People learn quickly if they can easily access information when they need it. Learning experiences that make use of a single format (e.g.: a lecture with little participation), do not accomplish much. When learning is varied, it is optimised, becoming engaging and novel. Learning environments that are allow for collaborations, projects, and assignments turn knowledge into practice.
Today, work is learning and learning is work. If you don’t ask your employees to do things differently, or new, you cannot expect them to learn. Your management team needs to view employees as learners who are able to grow, adapt, and rise to challenges set in front of them.
It is important that you bridge the gap between knowledge and practice through performance support. In successful learning environments, professionals will learn to solve a problem, better their role, and remain competitive. Essentially – people learn to do something when they are continuously learning – WORK IS LEARNING AND LEARNING IS WORK!
Masterskill is proud to announce that it has content aligned to the NC: Generic Management NQF 5, SAQA ID: 59201 (LP: 66069 Skills Development Management) for HR professional wanting to accelerate skills development within their organisations.