We do a lot of training on Project Management, Project Server and Microsoft technologies. So we are always looking for great ideas to help with process of learning. Here is a great list of eight steps to build a more flexible and integrated adult learning framework.
- Identify self-directed approaches for employees to acquire knowledge, information and skills, and readily apply them to meet organizational outcomes.
- Create a learning environment that helps make sense of practitioner situations and allows for reflective dialogues to create solutions to problems and new knowledge.
- Sponsor internal networks, social media and gaming/simulation technology to distribute information.
- Define clear levels of learning that can be achieved by moving across boundaries. Examples of such boundaries can be small, medium, large projects or local, national, global projects.
- Leverage experts to instruct groups. If the organization is seen to value the role of teacher, others will want to teach as well, reinforcing a continuous cycle of development.
- Encourage learning on the job, so that an employee’s learning is based on understanding the effects of his or her actions in an environment.
- Launch communities of practice that are based on the influence of the community to develop the group expertise.
- Engage quick feedback through co-participation or co-emergence of learning based on everyday interactions through peers, leaders or certain situations.