Working in L&D must be fun! Undoubtedly, we learn all day and have cracked the code for learning in the flow of work, right? …Wrong!
On the contrary, we face the same struggles as fellow employees to carve out time for learning. These struggles are met with one key challenge and one key perk.
The Challenge: We research, curate, design and facilitate learning for a living. Sometimes we simply want a break. We have to guard ourselves against burnout in a unique way. While other employees can take a break from work to learn. We have to take a break from learning to learn and that can be far less cathartic. We can also feel that our own learning is selfish when we could use the same time to help others grow. In truth, role modeling the right behavior matters, and the more we know, the more we can share.
The Perk: We market and monitor how adults learn, so we are immersed in the possibilities and latest tech and trends. We see what works and what doesn’t. When pilot subjects are few, we sometimes sign up to be guinea pigs.
Successful Learning
A robust and successful learning strategy follows the 70:20:10 Model, which states that 70% of learning comes from experience, 20% from social interactions and 10% from formal training.
The magic happens when formal training is paired and workshopped through social learning and applied through experiential learning. The latter enables the practice required to turn a lesson learned into a sustained behavior. Then, social learning resurfaces so the student can become the teacher, sponsor and advocate.
Practicing What We Preach
This begs the question, how do L&D professionals learn? I cannot speak for everyone, but I can share a few examples to spark your creativity.
Learning | Formal | Social | Experiential |
eLearning in an LMS | X | | |
Industry reading | X | | |
Free online webinars & conferences | X | X | |
Podcasts | X | | |
Peer learning networks (Global L&D Community) | | X | |
Mentoring/Coaching | | X | |
Cross-functional projects | | X | X |
Exposure to SMEs and depth of business partnering | | X | X |
Duolingo, gamified language learning | X | X | |
Bible study group | X | X | |
Team projects | | X | X |
Exploring new technology | | | X |
Preparing to teach new topics | X | | X |
Observing other facilitators | X | X | |
Repeatedly using tech or facilitating the same programs | | | X |
Tricks of the Trade
The above list showcases how often the types of learning overlap. It also highlights how broadly learning can be defined. Listening with curiosity, experimenting with ideas, sharpening skills through practice and building relationships each lead to learning. This requires a mental shift to the Ancora Imparo “always learning” philosophy. In order to embody this philosophy, a few practical tips can assist:
Book time on your calendar to learn on a regular basis, knowing you will occasionally miss a session which is okay.
Trust that investing time in your own development is not selfish as long as you use the time wisely toward building valued skills.
Refill your cup so that you can fill others’ cups.
Find potential in untapped moments (like your commute or multitasking-friendly housework) rather than overtaxing your 9-to-5 schedule.
Do what you enjoy and let the joy pull you forward.
Know that even 5-15 minutes of microlearning bursts can be valuable.
Learn from people you admire. Locate a few thought leaders on LinkedIn to follow.
Focus your learning plan to your current goals. Make it meaningful and relevant. Give yourself ample opportunity to practice and apply what you learn.
Find a kindred spirit. Learn together and hold each other accountable.
Share what you learn with at least one person. This engages both of you in social learning!
Mentoring can take place outside of formal paired relationships. Form your own board of directors with varied experts from whom you can seek guidance.
Roll up your sleeves. Get your hands dirty. Try something new. Fall down, scrape your knee, get back up and try again.
To the Point
Get creative; get learning! There are no excuses.
Image source: http://www.learningworksinc.com/
Comments