Introduction
Continuous learning and development are absolutely necessary for organizations to stay competitive and innovative, but there’s a growing concern about the effectiveness of traditional training methods and their ability to translate into tangible business outcomes.
This concern is not unfounded. According to a study by McKinsey & Company, only 25% of respondents believe that training measurably improved performance (Benson-Armer et al., 2016).
The disconnect between where learning happens and where it needs to be applied is a significant challenge that many companies face. Josh Bersin, globally recognized industry analyst in human resources and corporate learning, highlights this issue:
“We have found that only 12% of learners apply the skills from the L&D programs to their job. And only 25% of respondents to our survey believe that training measurably improved performance” (Bersin, 2018).
Furthermore, a report by the Harvard Business Review found that 75% of 1,500 managers surveyed from across 50 organizations were dissatisfied with their company’s Learning & Development function (Spar & Dye, 2018). The report states:
“Corporate learning and development (L&D) functions have traditionally focused on training employees to promote productivity and help them advance in their careers. But L&D has consistently underdelivered for companies and for employees.”
Let’s explore this issue and consider a potential solution that addresses these significant challenges in corporate learning and development.
The Traditional Approach to Employee Training
Typically, employee training follows a standardized format. Companies send individuals or groups to off-site courses, bring in trainers for on-site sessions, or utilize online learning platforms. These programs are often designed by subject matter experts who break down complex topics into digestible modules. Participants attend lectures, complete assignments, and take tests to demonstrate their newfound knowledge.
At first glance, this approach might seem logical. Employees gain new skills or knowledge and receive certificates as evidence that this is the case. In theory, they become more valuable to their organizations. But is this what is really happening?
Why do Employers really pay for training courses?
While employers may appreciate, value and encourage opportunities for personal growth of their staff, the primary goal of investing in training is typically to improve business outcomes. Companies hope that newly trained employees will bring their learning back to the workplace, apply it effectively, and drive positive changes that benefit the organization as a whole.
However, this is where the traditional training model often falls short. The disconnect between the learning environment and the workplace can make it challenging for employees to translate their new knowledge into practical applications within their specific organizational context.
The Challenges of Applying Individual Learning in a Team Environment
One of the key issues with traditional training methods is their focus on individual learning. In reality, most work environments are collaborative, with employees working in teams or on projects that involve multiple stakeholders. When a single employee undergoes training and attempts to implement new practices, they may face resistance or lack of understanding from colleagues who haven’t shared the same learning experience.
Collective Learning: A Path to Effective Knowledge Application
To address these challenges, a shift in approach is needed. Rather than focusing solely on individual upskilling, organizations need to find ways to foster collective learning and application. This involves creating an environment where knowledge gained on a training programme can be shared, discussed, and socialised to the specific needs of the team and the organization.
This is one of the primary use cases of Slick+ which provides the necessary scaffolding and support for employees to effectively share what they’ve learnt with colleagues, engaging them so that improvements can be applied within their unique organizational context. By facilitating knowledge sharing and collaborative learning, Slick+ bridges the gap between individual training, collective learning and in-context (on-the-job) execution.
Five Key Benefits of a Collective Learning Approach:
- Contextual Adaptation: Employees can work together to adapt new knowledge to their specific work environment, making it more relevant and applicable.
- Reduced Resistance: When entire teams or departments engage in learning together, there’s less resistance and more buy-in to new ideas and practices.
- Enhanced Collaboration: Collective learning fosters a culture of knowledge sharing and collaboration, improving overall team dynamics.
- Increased ROI: By ensuring that learning is applied effectively, organizations achieve a better return on their training investments.
- Continuous Improvement: A collective approach encourages ongoing dialogue and refinement of new practices, leading to continuous improvement.
Six Steps to Implement Collective Learning
To shift towards a more effective learning model in your organization, integrate the following steps:
- Assess Current Practices: Evaluate your existing training programs and identify areas where knowledge application is falling short.
- Invest in Supportive Tools: Introduce platforms or social technologies that can facilitate collective learning and knowledge application within your organization.
- Encourage Knowledge Sharing: Create opportunities for employees who have undergone training to share their insights with colleagues in a structured manner.
- Align Learning with Projects: Whenever possible, tie training directly to ongoing or upcoming projects to provide immediate opportunities for application.
- Foster a Learning Culture: Encourage continuous learning and experimentation, where trying new approaches is valued and supported.
- Measure Impact: Use metrics that go beyond course completion rates to assess the actual impact of training on business outcomes.
Why will employees engage?
Before embarking on this journey, it’s important to find the right starting point by engaging employees and highlighting the value of being part of a knowledge-sharing community. This initial step sets the foundation for successful implementation and adoption of collective learning practices. Companies should take the time to understand what motivates their employees and how knowledge sharing aligns with their individual goals and aspirations.
For some employees, the primary benefit might be saving time by quickly finding the information they need when they need it. Others may be excited about the opportunity to network with colleagues they might otherwise never meet, expanding their professional circle within the organization. Some may see knowledge sharing as a way to build their reputation as knowledgeable employees, positioning themselves as go-to experts in their field. Additionally, many employees will be motivated by the prospect of building their skills and increasing their chances of promotion through active participation in collective learning.
By identifying and emphasizing these personal “whys” at the beginning of the process, you can create buy-in and enthusiasm that will drive the success of your collective learning initiatives.
Conclusion
The disconnect between where learning occurs and where it needs to be applied is a significant challenge for organizations seeking to improve through employee training. By recognizing this issue and taking steps to foster collective learning and in-situ application, companies will maximize the value of their training investments and drive meaningful improvements in their operations, innovation and competitiveness (not forgetting their employee retention!)..
As we move forward, it’s important to view learning not as an isolated activity (separated from the context of where and with whom it will be applied) but as an integrated part of the work process. By providing the right support and tools, organizations will empower their employees to bridge the gap between learning and the application of learning, turning individual knowledge into collective wisdom that propels your entire organization forward.
Discover how Slick’s innovative, video-powered social learning system can transform the way your team learns, shares, and grows together.
The Author
Curious to learn more? Contact Linda Hegarty, SlickPlus’s CoFounder and CXO. Send us an email or connect with Linda on LinkedIn 😉
