The more time goes on the more we learn about each other – and this is especially noticeable in a working environment. But not only do we learn different things, we also learn in different ways.
In a recent article in the People Management magazine (available to read on their website at www.peoplemanagement.co.uk) it is mentioned that learning within a work environment should now be more individually led, rather than constantly attending mass training events. The article provides a fascinating read, not to mention a very convincing argument for why this individual stance should become the norm rather than the exception.
There is every reason to think that with the proper structure, this type of self-propelled learning could actually work rather well. Why? This is simply because not everyone learns in the same manner.
Let’s look at a typical example. Let’s suppose you set up a training session which takes place predominantly using a slide show and talk to get your message across. You may have chosen this method because it’s a method you like yourself.
Now some of the people who attend your training course may take in a lot of what you are saying. Others may study the slideshow carefully and take in a great deal of information in that way. Others may struggle to take in much at all – not because your presentation skills are boring in any way, but simply because they don’t study very well in that way. If you gave them a pamphlet that listed your presentation step by step it might be a different story – it all depends on which way they tend to learn.
That’s where individual learning can really be a winner. Provided there is a supportive framework in which the whole thing works, there is no reason to suppose that better results can’t be obtained, and motivating staff won’t become a lot easier.
It would be wrong to say that each individual employee will be totally alone though. A good move would be to start motivating staff to take on learning opportunities to grow and develop their skills during the coming weeks and months. The idea can also be brought up during discussions about their personal development plan; if you can identify the best ways of learning in their individual case, then you will be able to steer them in the right direction for making the most of every learning opportunity which comes their way.
© Hannah McNamara 2008
Hannah McNamara is the Managing Director of HRM Coaching Ltd. HRM Coaching provides Career Coaching, Executive Coaching and Leadership Development Programmes. Call 020 7939 9910 for more information and a free initial consultation to discuss your requirements.
