I recently heard an L&D Manager commenting how odd it was that university educated employees were just as likely to expect a structured learning environment at work as his people who had learned within the constraints of the school system. 

His assumption was that the more open-ended learning environment of HE permanently changes people’s attitude and approach to self-development.

This made me wonder whether our attitude to work is influenced more by cultural expectations than learned ones? Could it be the case that employees expect workplace learning to still reflect training on the early production lines or in the pre-industrial revolution apprentice models?

If it is, then developing a culture of continuous learning may require more of a focus on supporting change. As an industry we’ve not made enough impact over the past decade mandating or nudging people to take more responsibility for their learning through often LMS-focussed campaigns that promote ‘self-directed learning’’. They struggle to cut through longer term, even when a compelling case for the ‘why’ and the ‘how’ is presented.

 

A movement not a mandate

In his book The Barcelona Way, Professor Damian Hughes suggests that we approach change through creating a movement, amplifying the behaviours of those in our organisation who are modelling the future state we aspire to.

Video interviews are a powerful way to amplify the experiences of our people.

When we use video storytelling to inspire curiosity, we surface experiences, language and details from people who are already trusted and respected in the workforce.

See how we help teams capture fantastic career stories.

 

Through the voice of the few we can inspire the many.

However, the problem that typically surfaces when trying to curate video interviews is that our influencers often work in hard-to-reach locations.

In the old world we’d knock on the door of our budget holder with an eye-watering cost for filming, or resort to a telephone interview to write up articles that struggle to reach the people we need to engage.

Watch our recent on-demand webinar for more on this topic.

 

Five reasons your people don’t record work experiences on their mobile phones

It’s a great question and we set about finding out why this hadn’t already happened at scale. We found the following challenges typically stop people from sharing work experiences on their phones:

However, when you overcome these problems using a tool like StoryTagger, it’s possible to truly democratise sharing reflections, ideas, tips and knowledge. Structured storytelling brings these experiences and behaviours into sharp focus and you can use this content to support many of your priorities.

Personal video doesn’t just feel more authentic, it is more authentic. Digitally, it’s the closest thing we can get to face-to-face meetings.

We believe that sharing this kind of content can support some of the biggest challenges organisations are facing in this new decade – from digital transformation to the development of future skills.

Success really does start and end with your people. 

 

 

How to support a continuous learning culture