Fostering quick learning in your organization is one of the most important aspects to increase productivity and efficiency.
It also helps the organization to grasp the information and or upcoming technology and make quick decisions. Quick decision may help to expedite the progress of an organization. Though, it is true that decision taken in great hurry without considering it in detail may hurt you sometimes. However, in today’s competitive world, the delayed decisions may prove to be equally unproductive.
My experience with quick learning is that it is a two – step process. The first is grasping the learning, and second is its total integration with your inner self. The learning, thus, is ingrained and helps in taking quick decision through sub-conscious mind.
Also, the technology is changing at a very fast pace. Unless an organization discovers new products, processes or adopts to newly discovered ones, it may become redundant.
An organization should indulge in life-long process of quick learning and updating it to stay commercially viable.
For more information on author’s view, please refer to the following blogs published earlier by us :
Let us quickly go through the latest literature available on how to foster quick learning in your organization.
The website balancecareers.com lists 16 ways to foster learning in your organization. The roles and responsibilities of leaders in this respect are huge. For this to happen, they should clearly know what are the latest trends in learning in the field related to their organization. The next step is to lead the changes in quick learning.
Similarly, enterprisesproject.com lists 7 ways to foster culture of learning in an IT organization. We should note that great emphasis on quick learning is very vital in such organizations.
The website deloitte.com is of the opinion that quick learning must be the priority for all the organizations. This is in view of the rapidly advancing technology and pressures on the organizations to continue to have an edge.
John Bersing in his article “5 ways to building a learning organization” has elaborated in detail, how to go ahead in this direction. He is of the opinion that companies, which adopt formalized informal quick learning programs, out perform others. These programs may be coaching, on-demand training and performance support tools. If someone has acquired expertise on their own, and the same is beneficial to the organization, they should be awarded.
David A. Garvin in “Harvard Business Review” hbr.org,has elaborated on a learning organization. A learning organization is capable of creating, acquiring and transferring knowledge. It should also be able to modify its behavior to reflect new knowledge and insights.
Developing a growth mindset in your organization, is the most important facet as per blog.smarp.com.
7 tips to foster quick learning in your organization
However, the author has formulated the following 7 tips to foster quick learning in your organization
1.Evolve quick learning strategy in your organization
In order to evolve a quick learning strategy in your organization, the following may be attempted.
- A complete analysis of the expertise and or skills available in the organization, individually and team wise.
- Identifying the gap in skills, expertise and knowledge based on above.
- Selecting the people out of the existing work force, who are enthusiastic to learn new skills, knowledge and technology.
- Planning of training, coaching to make them skilled through quick learning for individuals and teams.
- An effective implementation of the above.
- Make plan to recruit people from outside to fill the skill gap.
2. Introduction of quick learning clubs inter and intra departments
Introduce quick learning clubs to foster learning in your organization. The author recalls distinctly the serious problem of quality in 1980’s in a major steel making organization in India. They made efforts to tackle this problem by introducing quality circles across the different shops.
The workforce may read together, talk together, learn together and test each other together in these clubs. Fix a particular time slot for club meetings in your organization on daily, bi-weekly or tri-weekly basis.
We may form these clubs across the organization through inter and intra department. This will help in the integration as well as better overall awareness about the urgent learning needs of the organization. This will also foster a sense of belonging. Remember the proverb “Together we succeed”.
3. Build a quick learning culture in your organization
Quick learning organizations are built assiduously through well-conceived plans, and implementing them carefully.
All efforts should be made to build an appropriate learning culture through the following ways-
- Learn how to solve an existing problem.
- Innovate continuously and experiment with new approaches.
- Learning from their own experience, and past history.
- Learning and also knowing, what are the best practices of others in the field of your organization.
- Develop a methodology to transfer the acquired knowledge with efficiency and rapidity.
4. Let individuals have their own self driven, intrinsic learning goals, which inspire them
Learning can not be foisted upon anybody. Hence, the best option is to motivate people to have their own intrinsic and inspiring goals, best suited to them. These self-formed goals may prove to be a great booster, if the individuals concerned become obsessed with it.
These may be woven together to build into a major learning break through.
The author is of the opinion that top managers and leaders have to play a role in this. They should be able to identify such individuals and also their intrinsic interests to ignite sparks. This spark created in time, in the individuals and in teams, may prove to be hugely beneficial.
5. Providing alternative sources for quick learning
Providing the alternative resource materials like journals, CDs, webinar and online learning tools, is essential for fostering quick learning in any organization.
Making provision for learners to attend conferences, workshops and or even short term courses may also be attempted.
6. Create a carefully crafted healthy competitive environment in the organization
Keen competition may not always be good especially in the case of a mediocre learner who has newly learnt a skill. Comparing him to a veteran in that skill may prove to be a bitter experience.
Also, the individuals may be different from each other in their learning speeds.
Hence, author is of the opinion that comparison and competition should be avoided.
However, if at all, competitiveness is to be facilitated among employees for quick learning, it should be done among equals.
It may also be done, when the new learners have gained confidence, and appeared to have reached the level of veterans.
7. Evolve a methodology to monitor the quick learning in your organization through 360 degree feedback
Monitoring the process of quick learning in the organization is very important facet.
It will be prudent, if a 360 degree feedback mechanism is also evolved. The feedback may be taken from peers, boss and also the subordinates.
Based on the feedback, the corrective actions may be taken.
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