learning-culture

[learning-culture]

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[learning-culture]

Why Learning Culture Needs to Change

Look at this boy.

Does he remind you of someone?

He should.

He represents every learner in a classroom at some point or the other, if not all the time.

He also represents business, that questions the impact and return on invest from the learning investment.  

Learning, as it is done today, is very passive, boring, and in a huge blindspot:

a.       In a world where information is readily available, why would a learner spend 8 hours in a classroom listening to someone drone on about what they think I should know?

b.      Do discussions in a classroom and on-paper assignments tell business about the impact of the learning intervention?

Both questions present negative answers. In other words, the learning culture in corporates has not been disrupted. Why?

1.      Facilitator Experience is paramount, not the Learners – The notion so far is that grayer the hair of the facilitator, the more qualified s/he is to drive learning, i.e., we believe that if such a person comes and talks for 8 hours, then there has been some learning.

2.      It does not tie back to business – Organizations invest in learning for fear of employees leaving. The question remains, however, whether business is being directly impacted by learning. The answer for most is ‘no’!

3.      It is not Analytics Driven – Money is being spent on learning without awareness about the ROI, much like Marketing once was. Today, marketing ties back to business because it has become extremely data driven.

For learning to have a deep impact on learners and business alike, organizations must invest in making learning learner-centric, data-driven, and fun. In other words, learning initiatives must add value beyond solving a problem to driving business results.

For a decade now, this has been our core focus at KNOLSKAPE. To know more about driving a learning culture through experiential learning, visit our website, or speak to one of our experts