A learning ecosystem is everything that touches the performance of the people you work with every day.
This was one of the key learning points that our featured guest, JD Dillon drove home on our webinar: Building a Learning Ecosystem for Today’s Employee.
Here are five of JD’s biggest take-home messages from the webinar:
1. Take a Look at Your Ecosystem
If an ecosystem is defined as everything that touches your employees’ performance, then beyond your learning strategies and tools, what else is impacting your employees every day? Take a look at the way employees communicate with each other, what their work environments look like (Are they working from home or in an office?) and even how exactly they do their jobs (Are they working at a computer or on a tablet?). Understand where exactly you fit into the fold and question whether you like where you fit in.
2. Start Having the Conversation About Ecosystems
Bring it up in your next meeting and see what other people think of the topic. In some cases you might find that your colleagues have an entirely different definition of what an ecosystem is. Involve as many people outside of the traditional ‘learning’ space as you can so that you can get an idea of how your efforts fit into their definition of an ecosystem.
3. Stop Calling People Learners
We cannot control when people learn, the truth is that your employees are constantly learning. Start thinking about your employees through the lens of performance and try to understand how learning feeds into their performance. Ultimately, learning must be seen as something that fuels an employee’s ability to do his or her job better. Is this what learning is doing in your organization right now?
4. Take a Look at Your Technology
What does the current learning experience for an employee at your organization look like? How can you improve that? There’s rarely just one platform that works for all your needs, so if you have to utilize multiple platforms, how do they all work together to provide a seamless learning experience? One of the most important questions you have to ask is whether your learning technology is flexible and adaptable to each employee’s needs. Too often, we expect an employee to be adaptable to the technology, but perhaps it’s time to flip the equation around.
5. Stop Tracking and Start Measuring
Completion, scores and surveys are metrics that we track. What metrics are you measuring? How are you correlating the data you find and tying it to performance? It’s time to start utilizing the learning data to figure out how exactly you fit into the bigger picture within your organization.
Where do you stand on learning ecosystems? If you’ve got some thoughts, please feel free to share them with us in the comments below or tweet them to us.