Let’s face it- everyone learns and retains things differently. We learned about this fact during our school years and it still holds true in our professional careers. Some people learn at a faster rate than others. Some gain more from classroom teaching than hands-on training. The point is, one size does not fit all when it comes to learning and development and it would be wise for organizations to recognize this fact to ensure their training initiatives are more effective.
First off, get your formal learning in check. With technology advancing our ability to have more options to be trained, it’s important to remember that formal learning doesn’t have to require people to be trapped in a four walled room. Break down those walls and incorporate new ways to do formal training that goes beyond traditional classroom training. Personally, sitting through 8 hours of classroom lectures did not always help my understanding or retention (not to mention, my attention span). Break up the lectures with some additional learning opportunities. Maybe have your training classes go out in the field or interact/collaborate with people who already do this role within the organization. Let them see formal learning be put into action.
Secondly, it is important to remember that informal learning is necessary, too. Like stated earlier, people all have different learning styles so forcing them to only learn in a handful of ways might limit what they gain out of the experience. Breaking up your formal learning can only go so far so it’s up to you to encourage and empower employees to take initiative for their development. Give them suggestions on what they can do for their independent learning efforts. Let them interact with people in the industry so they can see how to put these trainings to good use. Allow them to join webinars or go to professional social networking groups. The learning world is their oyster.
I will tell you that I personally gained a lot from my informal learning. I often feel like the social media HR groups I’ve participated in (such as the Twitter chat, #Tchat) or the networking calls I had with people I’ve connected with have helped me gain so much more than majority of the training I’ve formally had from employers or schooling. Even researching topics and information to write the posts on my blog have helped me learn an extraordinary amount. I made it a point to ensure I was still learning even when in between jobs so once an employer took a chance on me, I could bring something extra to the table. Even after being employed, I still make the effort to regularly include informal training to accent the formal training I get from my employer. Some of my informal training has even sparked new ideas that will help us offer more to our clients and prospects. It’s even helped our internal team work more effectively.
As an employer, what are you doing to add more to your teaching and training? Have you ever considered informal learning as being a valuable option?