![]() ![]() Equally, it is hard for employees to find the necessary time and space to learn when they are asked to maximize results, efficiency, and productivity. A report by Bersin found that among the more than 700 organizations studied, the average employee had only 24 minutes a week for formal learning. By definition, performance is highest when we are not learning. ![]() Sadly, even when managers understand the importance of learning - at least in theory - they are often more interested in boosting short-term results and performance, which can be an enemy of learning. Reward continuous learning. It is impossible to trigger deliberate changes in your team’s or organization’s culture unless you actually put in place formal reward systems to entice them - and even then there is no guarantee you will achieve change unless the rewards are effective. Here are four science-based recommendations to help you create a learning culture on your team or in your organization: Research by Bersin examined the issue of learning culture in great detail and found that companies who effectively nurture their workforce’s desire to learn are at least 30% more likely to be market leaders in their industries over an extended period of time. Recent research found that only 10% of organizations have managed to create them, with just 20% of employees demonstrating effective learning behaviors at work. However, true learning cultures, defined by CEB as “a culture that supports an open mindset, an independent quest for knowledge, and shared learning directed toward the mission and goals of the organization,” are still the exception rather than the norm. As a Bersin report pointed out: “The single biggest driver of business impact is the strength of an organization’s learning culture.” You and Your Team Series Learning Unsurprisingly, employers such as Google, American Express, and Bridgewater Associates make learning an integral part of their talent management systems. What you know is less relevant than what you may learn, and knowing the answer to questions is less critical than having the ability to ask the right questions in the first place. For instance, LinkedIn’s talent research shows that half of today’s most in-demand skills weren’t even on the list three years ago.Īs a result, there is now a premium on intellectual curiosity and learnability, the desire and ability to quickly grow and adapt one’s skill set to remain employable. One of the main career implications of the digital revolution is a shift in demand for human expertise. Technology is disrupting every industry and area of life, and work is no exception. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |