#1 Blurring the lines between micro and macro learning
First and foremost, organizational learning has two parts: Macro and Micro-learning. Sometimes, learners need small chunks of content to ensure quick progress. Other times, they need to stop, take a break, and dive into something totally new. Your organization should offer both of these options.
Source: Josh Bersin, Accelerating Business Growth: Corporate Learning as a Business Strategy, p. 10. https://www.crossknowledge.com/media-center/publications/josh-bersin-learning-business-strategy
Average employees move through a learning curve from month to month, from day to day. The curve is steep when starting a new job, but it flattens off over time. Research clearly shows that when transitioning jobs or taking on a new role, people require lots of formal training, but once they become experts, they want references, support, and quick answers to expert questions.
Source: Josh Bersin, Accelerating Business Growth: Corporate Learning as a Business Strategy, p. 11. https://www.crossknowledge.com/media-center/publications/josh-bersin-learning-business-strategy
#2 Create a tapestry of learning experiences
Another best practice is to acknowledge that corporate education does not just happen online. While learners want access to content and courses online, they also want to meet with peers, learn from experts, and take developmental assignments to gain exposure. All four of these learning methods are important, and you should make sure they are all available in your company.
Source: Josh Bersin, Accelerating Business Growth: Corporate Learning as a Business Strategy, p. 12. https://www.crossknowledge.com/media-center/publications/josh-bersin-learning-business-strategy
What this means is that face-to-face learning, university-like classes, and on-the-job training must be part of a successful solution. In a highly successful financial service company, a Digital Academy was implemented and staffed by in-house experts in each field (i.e. cyber security, design, analytics, and customer marketing). The Academy is a virtual experience (similar to the Saint Gobain example) that also includes multiple workshops, bootcamps, and face-to-face expert sessions. Visa, Mastercard, and other financial service companies have done the same. As the CHRO of one of these companies mentioned, “creating our corporate university as a special place people can go has had a transformational impact on our corporate culture. People come to the university to meet up, conduct team meetings and leadership programs, and bring in experts. Without the location, we never would have had the business transformation present today.”
#3 Focus on collaborative, high fidelity programs where needed
A third best practice is to acknowledge that at various points in a person’s role development, “macro learning” is needed. As shown in the chart below, these transition points, which are often called “moments that matter” can make or break an employee’s career at your company.
Source: Josh Bersin, Accelerating Business Growth: Corporate Learning as a Business Strategy, p. 14. https://www.crossknowledge.com/media-center/publications/josh-bersin-learning-business-strategy
Onboarding, sales training, and leadership transitions are among the most common opportunities for such learning. An example of a company implementing this learning method is Pandora Group, one of the world’s largest jewelry manufacturers.
Workplace training methods have come a long way since traditional trainer-student lecture methods were commonplace. Additionally, a division has appeared between macro and micro learning material, as research shows that most employees learn more efficiently when they alternate between bite-sized and complex topics. That is not to say that classroom-style and experiential learning should be abandoned. Rather, incorporating all these methods can offer your company a competitive edge with training, keeping your employees informed and motivated to continue learning. Download Josh Bersin’s e-Book and start improving your workplace training today.
Credits: Freepik – javi_indy