Learning is even more important now for an organisation to perform and adapt in our current environment. In some instances, we have come far from where we used to be. Many of our clients have a clear focus on learning and creating sustainable ways to embed it across the organisation. Some clients outsource it, some develop and deliver internally, or it is a bit of both. What is really great is that we are talking about sustaining learning over the long term, and organisations are investing in and thinking differently about learning.
We do see trade-offs and organisations balancing the level of investment and return on investment - how much do we spend, versus what we get back. Another challenge is the questions: Do we invest in learning that is more affordable but perhaps less effective over time? Or invest in something that is high quality and sustainable over time?
We are seeing a great shift toward high-impact learning that is scalable and accessible for individuals at all levels. However, for such investments to make a difference, be sustainable, and see a return, there are some key focus areas:
1. Strategic Alignment – The scalable learning needs to align with overall organisational goals, as well as individuals’ motivations.
2. In the flow of work – For scalable learning to be embedded it needs to be an enabler of existing work and tasks, not an extra activity that has no connection to the individual's ‘business as usual’ or growth.
3. Personal and Collective – A perfect combination of personalised development and collective development is a powerful combination to move mindsets, build capability and create sustainable change.
There are many risks in talent attraction, engagement, and retention in relying on box-ticking events or ‘set and forget learning’ that may offer short-term motivation but lack the depth or long-term sustainability needed for true growth. Additionally, the gap in participation among different levels within an organisation can rely on an internal group to cascade knowledge transfer hindering overall effectiveness.
Tactically, the traditional "death by PowerPoint" approach, where information is delivered passively, further undermines sustained interest and engagement. So how do we strike a balance between affordability and sustainability while exploring alternative approaches that foster continuous learning and active involvement across the board?
When we invest in our people in the right way, we foster high engagement and increased productivity, ultimately leading to business success.
By prioritising sustainable learning, we can minimise the need for constant recruitment and onboarding, resulting in long-term cost savings. Incorporating learning into our daily operations keeps it alive within the organisation, even when facilitators and coaches may not always be present.
This empowers individuals and the entire organisation to become self-sustainable learners, capable of continuously improving and adapting. Sustainable and embedded learning plays a crucial role in attracting top talent. In today's competitive job market, candidates are discerning and seek employers who invest in their learning and development. Organisations that prioritise learning culture and embed it throughout the company become more attractive to potential hires. As new talent joins, they seamlessly integrate into the existing learning ecosystem, continuing a cycle of growth and continuous improvement for everyone in the organisation.
Brain science research tells us there are a number of factors important for learning to make it ‘stick’, and often traditional approaches like one-off workshops with information overload may not effectively engage learners. To foster sustained learning, we must spark interest and captivate attention by encouraging insightful 'ah-ha' moments and look at the learning both in the room and beyond.
Dynamic learning experiences can look like the below:
Facilitated conversations: Conversational sessions prove highly effective, encouraging a culture of continuous learning. Designing workshops that are segmented to keep the learner engaged in short increments, such as 20 – 30 minutes on an activity or topic. As facilitators, we also play a vital role in surfacing conversations and supporting learners' growth throughout their journey.
Individual and group coaching: Providing people with a coach who can help them work through the skills they are learning, in a way that suits them and in a time that is dedicated and tailored to them, where they can sit and reflect on how they are going whilst learning. We also see a rise in group coaching to go deeper into group dynamics.
Peer-to-peer learning: Peer-to-peer learning has been proven to be very effective and sustainable. Conversations with others create a culture of learning amongst one another. It gives the opportunity to teach back what you have just learned and discuss it with others.
All levels of the organisation participating: For sustainable learning to thrive within an organisation, it must be deeply embedded into its fabric. It starts with ensuring that learning opportunities are accessible and embraced at all levels, from senior leadership to frontline employees. If a learning experience is only available to one group, or one team, the conversation and learning can not happen up and down. When you have all levels of an organisation engaged in the learning, then you have shared knowledge and language, role modelling of language and behaviour, and support across the board to embed the learning.
Learning pods: Creating a learning culture means providing support beyond the workshop environment. Communities of practice are a way for learners to be supported when the facilitator or coach isn’t around. This could look like learning pods where people come together to practice their skills, incorporating the learning into team meetings to keep it alive, or infusing it into KPIs and values to reflect learning expectations. These can all contribute to an enduring learning environment.
Selecting appropriate learning opportunities for different roles and leadership levels is crucial, and organisations must assess their capacity and appetite for investing in each area. Online learning can be a scalable option, while face-to-face sessions maintain the human connection aspect. As we broaden our perspective on learning, we can explore innovative solutions such as AI coaching, offering coaching skills training to diverse individuals.
Mastering learning sustainability is an important step toward business success. Embracing innovative methodologies, fostering dynamic learning experiences, and adopting inclusive approaches can empower organisations and their people to thrive and create a culture of learning and performance.
