We might be heading home from Dev Learn ‘22, but we are still pumped from Nate Rowlan’s (Senior CSM at THRIVE) seminar session which had delegates on the edge of their seats discussing their thoughts on impacting culture change. And even walking away screaming “it was the best session ever.” No seriously, we have video evidence to prove it.
So, if you missed it and need to know what the hype was all about, here’s our five-step round-up to driving real learning culture transformation.
”What is the one thing that would impact your learning culture?”
Nate kicked off the session by addressing the audience with this age-old question, to which the majority of delegates answered; time.
Now we know, a learning culture isn’t created by forced, tactical training courses built in Articulate Storyline under a time crunch, so how do we start to push back on the everyday and create more time for the right inputs, be more strategic and spend less time being reactive?
1. Harness the power of data and evaluations
“Show me the ROI” said every CEO ever. So, why aren’t we going beyond completions and evaluating activities to understand the learning impact?
Nate urged delegates to consider Level 4 Evaluations which first look at reaction; surveying your learners to understand; was it worth their time. Was it successful? Was it engaging? Then considers what they have and haven’t learned, what are they able to do differently as a result of learning?
Next, its behaviour changes, how well they can apply what they’ve learned and lastly, its results. What’s the impact? Whether it’s employee retention, increased customer satisfaction, revenue or morale, remember the outcomes and ask yourself; has your objective been achieved?
2. Influence learner motivation using choice, ownership, relatedness and engagement
When looking at motivation there are two factors, the first is extrinsic motivation is all the external factors that motivate an individual, for example, praise, rewards, and money. Then there’s intrinsic motivation, which is a little bit trickier, all those internal factors that get people going, like an activity being fun or engaging, the people that feel genuine satisfaction from gaining a new skill.
If we can tackle learners’ initiative and tap into more intrinsic efforts, we start to create cultures where people want to continuously learn, develop themselves and embrace andragogy.
How? Enter C.O.R.E.
An easy-to-remember evaluation to apply that gets your learners embracing self-directed learning.
Choice: The first is choice. Provide your learners with content options, both formal and informal and plenty of them! This promotes curiosity, discovery and opportunities to upskill.
Ownership: This is all about giving your learners the time and permission for self-evaluation, reflection and application of learning.
Relatedness: Leverage user-generated content and cohorts to make your learning social, relatable, and authentic, supporting the way we learn every day on channels like TikTok, YouTube and Twitter.
Engagement: Make whatever you roll out as fun, exciting and entertaining as possible, tap into your inner marketer, we all have it!
3. Embrace the marketer mindset
Who are your L&D hype people? A question was put to the room to encourage stories of learning champions promoting L&D within their organisation. What was the moral of the story? “Be more Melissa” a learner from one of the organisations in the audience that nailed promoting their learning offering.