Active Learning: another pillar for an engaging continuous learning culture.
When you are coaching executives and leaders the topics of motivation and engagement are often part of the coaching process. You know how I promote continuous learning as a win-win process between employees and employers to adapt skills to our so moving context, but continuous learning is not only a today imperative, it is also a factor of motivation and engagement. Daniel Pink promotes three sources of motivation, Autonomy, Mastering, and Purpose. Learning feeds Mastering, you master your job when you have the necessary skills to do it or you know you can get them; so learning is motivational, but learning can also be boring; staying one full day in a hotel listening with one ear a very competent speaker can be a nightmare, especially after lunch, watching online learning with a blur video and no interactivity during 15 minutes is generating mind wandering and creativity but no learning. It is why how we learn is so important. I have already often dealt with 70-20-10 (learn on the job, with mentors or peers, following a course), blending online and face to face is also part of the learning process optimization but there is one common principle to develop within 70-20-10 and blended learning, it is active learning:
It is the magic recipe to give appetite to your learners and to make them remember their new knowledge or to use their new skills. Companies that develop active learning are developing motivation and adaptation. By making our learners actors of the learning process, by letting them learn from each other, by making the learning process natural, fun, and exciting we develop a strong continuous learning culture, improve our performance and our adaptability. Coaching and mentoring are of course part of this change. So, if it is so obvious, why we still do have training without goals or expected outputs, public training based only on lecture and online learning built only on never-ending videos? An enigma.
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