Corporate Digital Learning

Chapters 3 › Unit 3: Creating a Culture of Learning for Martina View instructions Hide instructions

Creating a Culture of Learning for Martina

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Imagine Martina from Unit 3 again. She is working 40 hours a week and on top of that, needs to learn about managing and leading a team in an online training class.
So now Martina is trying to integrate her learning and training into her work. However, she feels uncomfortable reading a text or watching a video as part of her online training in front of her team at work. In the end, she decides to learn at home in her free time, making her more stressed than before.

Help Martina create a learning culture in her team or office!

For example: She could create a corner in the office with a flag on it, when it is learning time, every Friday afternoon for 2 hours. She could block her calendar, creating deadlines for herself to finish the tasks, have open conversations with her staff members about her learning experiences etc.

How can you support her?

There are quite a few ideas you can develop after having read all the implications that a corporate digital strategy involves in the main and the additional material.

Do you need more inspiration for the task? Then have a look at the following links and articles:

Put yourself in the shoes of the learner: This nicely written article in the Washington Post illustrates the power of spending two days as a learner and experiencing their everyday lives.

How much time do you spend on learning a week? This short article by Jane Hart includes a poll about how many hours people spend on learning. She also wrote about 5 steps towards Modern Workplace Learning. It is important is to see the change, be the change and support the change.

Or maybe you get some inspiration by a rather controversial article and push for employees to learn in their free time? Quentin Hardy wrote in the NY Times about how AT&T "Tells Its Workers: Adapt, or Else".

Find some images that visualize how you can help Martina and how Martina can create a culture of learning. Upload these images as part of your journal entry and your ideas so that we can collect them at the end and create a collage.



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At the end of the road, corporate learning should form part of the Core Values of the company. It must be clear, that professional development is necessary to stay competitive and it is positive for the company.

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This may be controversal, but why not discount budget for professional development from departments/teams/employees who do not want to develop themselves and allocate extra budget for those, who are interested in developing themselves.

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Align learning activities to future promotions.

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Create a learning environment where learning can take place (free from calls or emails). Usually people know under which circunstances they learn best. Therefore it may even make sense to think about a days off policy (learning days/hours provided by the company, whenever it does not interfere with current business needs and there exists a trustful relationship between company and employee.
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Use technology to connect people from different locations/teams.
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Encourage people to share what they know. Sometimes, large groups of employees attend to rather generic courses, which may not make sense as a stand-alone course for their sector. Therefore companies could focus more on train their own SMEs to attend to adapt the content before sharing it with larger groups of employees.


almost 3 years ago

You have tackle the question at a much broader level than just helping Martina. You have combined it with the type of work we were asked to do on the 5 questions.
Some of your ideas are provocative - like invoicing departments that don't train their people to pay for those who do. Of course this can be achieved simply by invoicing everyone, and not reimbursing those who don't use their share of learning opportunities.
I wonder if you have experience with the "day off" concept. This would be hard to imagine in our environment. On the other hand, people do sometimes do online learning while remote working.

almost 3 years ago

Hi Jocelyn,

Invoicing sounds quite illegally, true. I was thinking more about the way you described it, in order to prevent last minute trainings for employees who have to be trained, because there was budget assigned to their department, but without them having a real learning need.
I think the day off/time off concept could be used if a company is not able for whatever reason, to provide an acceptable learning environment (eliminate distractions/promote a learning culture), but still wants to support and reward their employees will to learn. The same way that you have a certain amount of time reserved on a yearly/monthly basis to go to the doctor in your contract, you could reserve time for professional development. Maybe these hours should rather be offered on a team level (that is Martina decides about "learning requests" of her employees not HR) than contractwise. I mainly thought about it, because sometimes I would prefer to do some courses at home than in the office because of the following reasons:
1. The business need is always more important than the learning need (and that´s okay) and therefore a learning activity has to be interrupted if something comes up, like an urgent request. Interruptions are hostile to learning.
2. Hard to concentrate due to loudness.
3. Uncomfortable to learn while team members work (like in the example) as part of a learning culture.

What I do think is important is to document the learning efforts in some way.

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