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Corporate Digital Learning
Sandra Wohlers
21. mars 2016 03:44 heures
Chapitre 3 › Unit 4: Technical and Other Implications:
Creating a Culture of Learning for Martina
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Creating a Culture of Learning for Martina
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.
Creating a Culture of Learning in Martina's Team
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- Share her learning goals and experiences with her team Martina has been trying to be more co-worker then boss, not delegating, and doing 100 % of her old job plus her new job, putting in extra hours. Her team has likely realized that themselves. She needs / wants to change that now, so she should make them aware that changes are ahead for all of them. This includes not only learning during office hours, but also starting to delegate, and taling a more active role as team leader in the future. She should communicate to the whole team how she is planning to change the routines of the team.
- one-on-one talks about individual learning roles of team members My leadership classes from former log entry already include her having certain types of conversations with her team, and get feedback from her coach/trainer. Why not clear expectations with each individual team member about further cooperation, and at the same time ask about what are their career goals in the next years, if they feel they are well trained for all aspects of their current jobs, and if they have learning goals themselves? Are all team members with the same job title actually prepared to do the same tasks and cover for each other - and hoow well does it work out if a colleague is filling in during absences? (If they don't seem to have any learning goals, talk to HR development about changing that).
- Create team learning routines I think this is something Martina should prepare for with her trainer / coach, after getting input from her employees. Then do a meeting with the team, collect their ideas how they can work together on reaching their individual leaning goals. This could include giving each team member responsibility to monitor certain relevant publications, and share important insights with the team. If their are complaints about how substitution during absence work, talk about how colleagues can train each other to be better prepared to fill in, and more able to support each other when times are especially busy. All team members could commit to certain weekly learning goals and pay a small amount for not reaching them, the money to be spent on a team celebration after half a year. Lay down ground rules for learning during office hours, eg.: learning time should be blocked at the team calendar, so the team covers for the learner during that time, taking over calls and trying not to interrupt. Maybe do a weekly briefing to share learnings, and point out interestings finds to others (as they work in the same field, it should be a lot of learnings that appeal to others as well, encouraging them to look into the same field, and pursue their own learnings so they have something to share).
