5 barriers to break down
In an ever-changing world, organizations must be able to upgrade the skills of employees and managers to meet the demands of technological development or competitive pressures.
With five concrete tips, you can learn which barriers need to be broken down in order for you as a development manager to ensure a greater impact from your competence development efforts.
According to Professor Robert Brinkerhoff, learning journeys are a powerful tool for ensuring the competence development of employees and managers. He outlines five key barriers that need to be broken down for learning journeys to be effective:
1: Learning activities must be linked to the organization's activities
The specific work and core tasks in the organization must be clearly linked to the learning activities. This can be done, for example, by linking the learning activities to existing KPIs.
2: Tools and structures to support the learning journey in everyday life
Employees and managers must be supported in their actual practice and offered support in situations where their skills need to be put into play. This could be via an online learning catalog, video or podcast.
3: Relationships and partners must be part of the journey
To ensure the impact of the learning journey, key stakeholders must be engaged. The learning must be anchored in the situations and with the people that the participants interact with on a daily basis. This can take the form of mentoring, peer-to-peer networks or the involvement of citizens or customers.
4: Concrete learning spaces
Learning should take place where the learning is to be applied. This can be through online presentations and group work or observation, peer learning or shadow coaching.
5: Learning journeys last long, but have short stops along the way
Break the learning journey down into smaller parts and introduce knowledge in small doses that participants can practice and try out. For example, a class module on feedback can be supplemented by sending participants a short video that repeats the feedback model from the class.
The key to a successful learning journey is to be clear about the specific work situations in which new skills will be used. This requires commitment - from both employees and management.
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