Industrial-age learning no longer works
As knowledge quickly becomes outdated, employees often lack time to learn while at the same time global developments accelerate, keeping your skills up to date becomes increasingly difficult. To tackle these challenges, we need relevant, just-in-time learning options and leaders who prioritize learning – this is New Learning. New Learning isn´t necessarily new learning tools or methods, it is rather a different mind-set and how existing methods, content and knowledge exchange is organized.
What is New Learning?
New Learning is based on Frithjof Bergmann’s New Work concept and aims at the self- and potential development of the individual. New Learning refers to learning that is perceived as meaningful by the learner and enables participation in the community. The learning processes are characterized by self-determination, autonomy, action orientation and the pursuit of effectiveness. It holds true that learners experience a high degree of self-responsibility and a sense of belonging to the (learning) community.
How can a new learning approach succeed?
To succeed, New Learning requires a suitable organizational context, including culture, leadership, rewards, and work design. In settings without employee self-organization, implementing this approach becomes difficult. Expecting self-directed learners without autonomy at work and influence in their departments is unrealistic, emphasizing the interdependence of New Learning and New Work.
In my own corporate career, as an employee I was often served with a smorgasbord of digital learning offerings to help myself, when I have some time. I hardly ever had the time to learn in my busy days. And I don´t even recall a CEO that pushed learning as a key activity in the organization. As a leader I was challenged with on the one hand providing support and resources to learning while my team´s KPI did not measure upskilling and people development. As a learning advocate this represented a dilemma – how can I facilitate employee development without getting the required resources, time and KPIs form my organization?
In my view we need new approach to corporate learning to meet this challenge effectively from two directions: top-down sponsorship from leaders and bottoms-up self-directed learning within the workflow.
Here are some recommended best practices to get you startet
How can we help you to build a path to New Learning?
We can support you with assessing your current situation and define a vision and roadmap for you to implement a new learning approach in your organization. Explore our services and feel free to reach out a free consultation on this topic.
