Some, if not most companies have had to alter their organizational structures to adapt to the ever-evolving nature of the COVID-19 crisis. However, not all have been successful.
Recent research shows that an agile workplace culture is what enabled some companies to weather the pandemic and post-pandemic storm better than others.
These companies created a place “where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured … and where people are continually learning how to learn together,” said Peter Senge, senior lecturer at MIT and author of The Fifth Discipline.
It may sound simple to cultivate an agile learning environment but it is not. With an increasingly diverse workforce and the ever-evolving nature of the digital economy, companies have to rethink the way they approach learning in their workplaces.
A Personalized Learning Journey
Gone are the days of the one-size-fits-all approach. In its place are the need-driven learning programs.
The 122-year-old biotechnology company; Roche invited more than 1000 of its leaders to participate in a four-day immersive program known as the Kinesis. The program is focused on empowering the leaders to recognize that their limited and reactive mindsets have a direct impact on the culture of the organizations they lead. The immersive and invitation-like nature of the program empowered the leaders to apply the lessons learned in their respective organizations.
By personalizing the learning opportunities to the needs of the employees and the company, learners will be empowered to re-architect the way they think, the way they make decisions, and the way they engage with their colleagues.
As such, a personalized learning approach creates a supportive environment for the leaders and employees to define what an agile mindset and culture mean to them.
Microlearning
The beauty of microlearning is its informal nature and brevity.
“As companies continue to evolve their internal processes into the digital medium, microlearning has seen steady adoption in corporate learning and development (L&D) practices,” said Lee Marvin, President of Gamification at Jakarta-based Agate Level Up.
This form of bite-size learning and the development of newer learning technologies such as the Learning Experience Platform (LXP) allows for learning to be part of the daily workflow.
Thereby, creating opportunities for leaders and employees to remain agile as the labor market evolves.
A customized learning program that delivers new knowledge and skills in an informal and bite-size manner is neither easy nor cheap. But learning is worth the investment.
