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Creating a Learning Impact through Self-Learning
The document discusses driving self-learning and organizational performance through employee engagement. It argues that performance is a function of people and processes, and that enabling, engaging, and empowering employees to drive their own self-learning is key to developing people. Some ways discussed to promote self-learning include offering learning resources, providing varied learning opportunities aligned with goals, building excitement through recognition programs, creating peer accountability, and strategically recognizing success. The perspective is that self-directed learning allows employees to define their own success journey and improves organizational performance.
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Creating a Learning Impact through Self-Learning
- 1. Self-Learning, Choice in Learning, Peopleto People Learning Gallup Strengths: Strategic I Achiever I Self-Assurance I Competition I Maximiser Jony Mandal
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- 3. The equation todrive Performance Performance = f (People x Process) How to Drive People?
- 4. The equation todrive People ENABLE ENGAGE EMPOWER
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- 6. The Winning Key Learning Engagement Establisha Learning Culture!
- 7. Learning Engagement Do NotPush Learning! Create a Pull
- 8. Learning Engagement Pull isCreated When Learning is Self-Driven!
- 9. Self-Learning is thebeginning of: ⇝ Wealth ⇝ Health ⇝ Reaching the Potential Self-Learning Any Foundation: Choice in Learning! Time Where Path
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- 11. Driving Self-Learning ⇝ OfferLearning Resources ❖ e-Learning Platform ❖ Knowledge Database / Bank / Achieves ❖ Job Aids ❖ Education Policies with Reimbursement Clause ❖ Online Book Platform (e.g. Kwench)
- 12. Driving Self-Learning ⇝ Providethe Right Asset and Learning Opportunity ❖ Variety of Learning Content ❖ Aligned with Professional and Personal Goals ❖ Accessible to Everyone ❖ Comprehensible / Easy to Relate and Understand
- 13. Driving Self-Learning ⇝ BuildExcitement and Engagement ❖ Contests ❖ Monthly / Quarterly Awards ❖ Interesting Content/ Modules
- 14. Driving Self-Learning ⇝ CreatePeer to Peer Accountability ❖ Structured Buddy Program ❖ Learning Ambassadors ❖ Learning Clubs ❖ Cross Functional Work Assignments
- 15. Driving Self-Learning ⇝ StrategicallyRecognize Success ❖ Weightage in Career Progression ❖ Awards and Certificates (E.g., Reader of the Month) ❖ Award Medals (LMS)
- 16. Driving Self-Learning Keep theEnd Objective in Mind!
- 17. An organization thathas revolutionized its potential basis e-Learning / Self-Learning Approach? Let’s Ponder!
- 18. e-Learning/ Self-Learning isa Complimenting Tool In Reality … It’s a guiding force to enable employees find their own way to Success!
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- 20. Learner Perspective Name it,Aim it and Claim it! Name It: Identification of the Learning Goal Aim It: Defining the Learning Journey Claim It: Dedication and Investment to Reach the Goal Accountability of Learner Matters!
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- 22. The Architect: Transformationof Learning Through Foundation (Classroom Training) MIND SET TOOL SET SKILL SET Through Coaching/ Mentoring Sessions Learning Transformation Through Execution Concept Understanding Learning Tools and assignments ENABLE ENGAGE EMPOWER Development of Skills with Practice
- 23. The End Objective Enabled Engaged Empowered Employeesare: Organization Performance They define their own success journey
- 24.