In some organizations, training or a work development program is considered a perk. In some, it is under-valued and under-developed – and is often impossible for people to participate because the workload doesn’t allow time to go and learn.
It’s not unusual for organizations to view e- and m-learning as “shortcuts” for classroom training, thinking that they can save money and time through automation. The problem with this thinking is that, no matter what development method you use, you get out what you put in. It begins before that however.
Do leaders in an organization promote on-going learning? Do they show interest in the learning processes? Do they ask questions about what people have learned and how they plan to apply the learning on-the-job? As it becomes more widely understood, there are lots of ways to keep “learning while you work and working while you learn”.
With a positive learning environment in place, the preparation and choice of the right initiative will create the results you need.
With that in mind, we have put together a chart that describes some of the best practices before, during and after training to make it successful and impactful. Build a Learning Culture (2)