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Building the Habit of Everyday Learning


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People learn most of what they need to do their jobs by just doing their jobs. However, we don’t learn EVERYTHING we need to perform at our max from experience alone. Problems arise. Shortcuts develop. New skills are required for the next role. As organizations strive to do more with less and the pace of change continues to accelerate, time for additional training almost always goes by the wayside. As a result, organizations are slow to learn and become more easily disrupted. But what if training didn’t always require lengthy chunks of time people never have? What if the opportunity to develop fit snugly into 5-minute gaps in the average workday? What if training was a regular part of the day - like brushing your teeth?

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Building the Habit of Everyday Learning

  1. 1. EVERYDAY building the habit of LEARNING
  2. 2. JD Dillon Chief Learning Architect, Axonify Principal + Founder, LearnGeek
  3. 3. How often does the average employee engage with L&D? NOT OFTEN How often does the average employee learn something new? EVERY DAY
  4. 4. Charles Jennings | 70:20:10 Institute
  5. 5. Pixabay Work moves FAST. It’s easy to get caught up in the day-to-day.
  6. 6. Pixabay new things to learn WORK It is difficult for employees to balance personal development with business priorities.
  7. 7. NICE to know NEED to know Pixabay Roles typically have a lot more NICE to know than NEED to know info, meaning people can look it up if they haven’t learned it yet.
  8. 8. Pixabay EXCEPTIONS? DETAILS? ASPIRATIONS? INCONSISTENCIES? CHANGES? But what about the stuff you don’t readily encounter on the job?
  9. 9. And the fact that many people don’t recognize their knowledge/skill gaps.
  10. 10. We can’t learn everything we need just by doing the job.
  11. 11. Pexels Traditional approaches to training can’t keep up.
  12. 12. Events Online Content Job Training Messaging workplace training experience There’s something missing in the day-to-day working/learning experience.
  13. 13. We don’t have time for learning! Pixabay actually means “your strategy doesn’t fit our reality.”
  14. 14. Pexels Yes, company culture is a considerable factor in the role learning plays at work … But L&D cannot fix culture top-down.
  15. 15. We need to start thinking about workplace learning in terms of moments, not content objects.
  16. 16. 5 Moments of Need NEW MORE APPLY SOLVE CHANGE Gottfredson + Mosher
  18. 18. FOCUS FAMILIARITY SCIENCE ACCESS FORMAT DATA This is where ‘microlearning’ principles become any important part of any modern workplace strategy. Microlearning is just learning that fits.
  19. 19. Everyone has 5 minutes. … but how can this time be leveraged?
  20. 20. Pexels How can L&D fit into the existing workflow to provide more timely, personalized support?
  21. 21. L&D must redesign its fundamental approach to match the realities of the modern workplace.
  22. 22. Pexels L&D must escape the course mentality
  23. 23. L&D must design for the employee’s context
  24. 24. Unstructured Structured Availability to Employee Shared Knowledge Performance Support Continued Reinforcement Management Support On-Demand Training Formal Training modern framework for learning L&D must reshape how tactics are applied
  25. 25. Shared Knowledge Pexels Enable access to share information as the foundation of all workplace learning.
  26. 26. Pexels Performance Support Provide simple + reliable ways for people to get help in the time of need.
  27. 27. Continued Reinforcement Time Reinforce need-to-know information continuously to ensure retention and application.
  28. 28. Pixabay NICE to know NEED to know Reinforcement activities are the dividing line between …
  29. 29. Spaced Repetition practicing a new topic repeatedly over increased periods of time to deepen memory Retrieval Practice using questions to strengthen memory by forcing the brain to recall information rather than cramming through repeated study evidence-based learning principles Cognitive Load the inherent limits of a person’s working memory that must be addressed when attempting to impart new information
  30. 30. But how can we fit this strategy into an employee’s already busy day?
  31. 31. Pexels Everyday learning should be like brushing your teeth - simple, familiar and with clear, long-term value.
  32. 32. FIND THE TIME FIND THE ACCESS FIND THE VALUE To make learning part of every day, L&D must foster the habit.
  33. 33. Pexels find the TIME Find the natural stopping points in the workflow where a targeted learning opportunity can be inserted.
  34. 34. Nimble find the ACCESS Determine the mechanism through which a learning experience can be provided to the employee in the identified moments.
  35. 35. find the VALUE Identify the right-fit topics for these learning moments based on individual needs and business priority.
  36. 36. CONTENT RESULTSKNOW DO Apply a results-first approach to design a learning experience that fits into the selected moments and adds clear value for the employee.
  38. 38. Reinforcement Analytics Motivation Feedback Shared Experience Shared Knowledge Events Online Content Job Training Messaging Knowledge Growth Business Results continuous learning experience Coaching
  39. 39. An apparel retailer used 3 questions per day delivered via their POS to reinforce critical topics. A logistics team positioned a PC next to battery charging stations to provide 3-minute refresh modules. A professional sales team designed 5-minute refresher sessions that can be completed while sitting in the client waiting room. For example …
  40. 40. Knowledge Confidence Misinformed Mistakes Mastery Smart Action Doubt Hesitation Un-informed Paralysis Knowledge Confidence + Smart Action Misinformed Mistakes Doubt Hesitation Un-informed Paralysis Mastery Smart Action
  41. 41. Questions Reflection Cues Refresh Modules Short-Form Content Topical Recommendations Postings Huddle Discussions Potential Everyday Learning Tactics …
  42. 42. Pexels Building an everyday learning habit strengthens the full workplace learning experience. It can be the beginning of a meaningful change in your learning culture.
  43. 43. Pixabay You can’t learn how to fly a plane in 5 minutes per day … But you can use 5 minutes to reinforce critical topics.
  44. 44. Start talking about learning as moments Find persistent time gaps in the workflow Determine point of access Clarify priority for intended audience Experiment Engage
  45. 45.
  46. 46. TAKE5your monthly burst of microlearning Keep pace with the evolving L&D profession with a curated selection of resources, articles, events + a featured video – all in less than 5 minutes per month.
  47. 47. @JD_Dillon
  48. 48. What can you learn in just 5 minutes today?