3 Ways to Implement On-The-Job Learning Strategies

Ever heard of edu-tainment?

Todd Warner, Elenta’s advisor, writing in Chief Learning Officer has found that L&D programs exist only as a form of performance art where learners are subject to events, guests, and conferences that may entertain them but ultimately fail to educate in any tangible way. In order to combat this, Todd suggests adopting a strategy of on-the-job learning through shifts in three key areas.

A Shift from the Individual to the Team

Most organisations target the individual as the focus of learning, however, this limits the effectiveness of L&D as organisational performance occurs in teams rather than individually.

A shift towards team-focused learning provides new opportunities by developing the leadership skills of managers, improving teamwork, and encouraging dialogue – all of which enhance the learning process.

A Shift from Theory to Practice

Traditionally, L&D courses have focused heavily on theory as a basis for learning. While this information is important, Tod believes that L&D programs could be optimised by shifting focus from theory to applications and practice.

For example, Goldman Sach’s shift towards learning interventions regarding clients and client relationships increased the appetite for learning by relating it to specific aspects of the learner’s career.

A Shift from Peaceful to Tumultuous Learning Environments

Learning usually takes place during a break from the usual work calendar, like a specifically demarcated conference day. However, Todd argues that this is not the most effective learning environment nor practice.

In a tumultuous work environment, learning no longer focuses on an individual picking up new ideas, rather, “it focuses on the collective, social work environments putting those ideas into practice with one another to get results”.

To learn more about on-the-job learning, check out the Todd’s article here.

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