Developing Employees Who Love To Learn

Why did I choose this resource? developing                                                                                    

I chose this resource to gain knowledge about incorporating learning into the workplace.

What did you learn from it?

I learned how important workplace learning is and many different ways of applying. I also learned the issues to address and steps to take when implementing it.  

Key Knowledge

  • The Importance of Learning
    • Higher productivity and quality
      • Competitive advantage
    • Increased innovation
    • Open communication
    • Amplified employee attraction and retention
    • More motivated employees
  • Characteristics of Learning in the Workplace
    • Learning managed by the employee
    • Knowledge of one’s learning style, values, beliefs, and interests
    • Immediate learning when and where it is needed
    • Solutions are not always known, experimentation used to solve a problem
    • Many approaches to learning
    • Unlearning (What was done wrong.)
    • Learning and working go hand in hand
  • Workplace Learning Issues
    • Stages of Learning
      • Stage 1 learners – unsure of their skills and need direction
      • Stage 2 learners – not aware of what is important, but is self directed
      • Stage 3 learners – understands their skills and have direction, but need help refining goals and finding new methods of learning
      • Stage 4 learners – can plan, execute, and evaluate their own learning
    • Context for Learning
      • Formal – classroom, teacher
      • Semiformal – conference room, group discussion lead by a facilitator
      • Nonformal – planned but lead by the learners
      • Informal – life experiences; experience, reflect, and recognize
    • Styles of Learning
      • The activist – open-minded, eager
      • The pragmatist – problem solver
      • The theorist – logical, analytical
      • The reflector – cautious, observant
    • Outcomes of Learning
      • Cognitive / Knowledge – understanding
      • Attitude / Values – perception
      • Skill development – abilities
      • Aspiration – goals
  • Designing / Implementing a Learning System
    • Exploration
    • Envisioning
    • Planning
    • Incubation and Development
    • Implementation and Improvement
  • Developing Self-Knowledge and Interest in Learning
    • The Myers-Briggs Type Indicator
    • Maslow’s hierarchy of needs
    • Herzberg’s satisfiers and demotivators
    • Core value chart
    • Current skills inventory
    • 360-degree feedback process
    • Personal development plan
  • Individual Learning
    • Learning log / Journal
    • Job shadowing
    • Books / Audio tapes
    • Self-study workbook
    • Individual research projects
    • Preparing public presentations
    • Membership in organizations
    • Attendance at conferences
    • College-credit classes (In class or on the internet)
  • One-on-One Learning
    • Mentoring program – at least once a month – strategy
    • Coaching session – one time or ongoing – specific task or skill
      • Advisor or peer
  • Group Learning
    • Classroom
    • Learning network
    • Storyboarding
  • Integrating Learning with Work
    • Encourage and enable the team to learn through their daily activities
    • Team projects
    • Open book management meeting
    • Mistakes

How are you using what you learned?

I am using what I learned to create a plan of the best ways to evaluate a person’s learning stage and with that information, how best to incorporate learning into our company.

Key Changes / Key Actions

  • Create/Obtain a test for evaluating the learning stage.
  • Research details of available learning tools and programs


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