Introduction

It's no secret that the world of work is changing. Technology has made it possible for us to learn new skills and knowledge on our own time, and at our own pace. This means that there is no longer a need for employees to wait until they are hired by a company in order to start learning. In fact, many companies are now realizing the importance of employee training and development, and are investing in their own internal Learning and Development (L&D) departments

However, what if you're not working in an L&D role? Don't worry - this article outlines the things to consider and how you can implement a learning strategy even if you are not an L&D expert.

What is a learning strategy?

A learning strategy is a plan that outlines how you will learn new skills and knowledge. It can include a variety of different methods, such as online courses, e-books, podcasts, mentorship, etc. It's important to tailor your learning strategy to fit your own needs and preferences, as this will make it more likely that you will stick with it. You may also want to consider your work schedule and how much time you or your team have available for learning.

98% of US corporations have incorporated e-learning into their programs. There are a number of different e-learning strategies that L&D leaders use in order to facilitate employee training and development within the organization. Here are four of the most common ones:

1. Online courses

Online courses are the leading way to learn new skills, and they are available for everyone including those who are not working in an L&D role. Enrolment numbers in online courses more than doubled in 2020 and increased by 32% the following year, peaking at 189 million.There are a variety of different online courses available from Coursera to Masterclass that covers in-demand skills in business, tech, creativity and soft skills that suits your needs and preferences.

2. Mentorship

Mentorship is a common learning strategy for both individuals and businesses. For individuals, mentorship can provide support, guidance, and advice from someone who has more experience in the field. This can be especially helpful for those who are just starting out in their career. For businesses, mentorship can help develop employee skills and knowledge, and can also provide an opportunity for employees to learn from senior leaders within the company. There are a number of benefits to mentorship for both individuals and businesses.

For individuals, mentorship can help:

• Improve job performance
• Learn new skills and knowledge
• Increase career opportunities
• Get advice and support from someone with more experience
• Developing a sense of ‘real-world’ reality around their role and responsibilities and how to best address their specific scope.

For businesses, mentorship can help:

• Develop employee skills and knowledge
• Encourage employee retention
• Boost innovation
• Facilitate knowledge sharing
• Provide a shortcut to problem solving - many times companies face the same challenges

3. Podcasts

Podcasts are the hottestway to learn new skills and knowledge on the go. Many people enjoy them because they are great for multi-tasking. They can be listened to while you're driving, working out, or doing chores around the house. Plus, there are a variety of different podcasts available on any topic you might be interested in..

In 2020, an estimated 100 million people listened to podcasts every month in the U.S. and is expected to hit 125 million in 2022.

4. Social learning networks/communities of practice

Social learning networks and communities of practice are great ways to encourage employee engagement and collaboration. 58% of L&D professionals are introducing enterprise social networks to their organizations to improve adoption. Tigerhall is seeing upwards of 51x adoption when learners are connected through social learning. Communities provide employees with an opportunity to share their knowledge and experience with one another, which can help them learn new skills and knowledge quickly and easily.

Why you need a learning strategy

As an employee:

As an employee, it's important to take the time to develop a learning strategy for yourself as an always on priority. This will help you stay up-to-date with the latest skills and knowledge required for your job, which will continue to change rapidly. It will also help you be more productive and efficient in your work.

In addition, having a learning strategy can help you be more successful in your career. It can provide you with the skills and knowledge you need to move up the ladder and can help you stand out from the competition.

So, whether you are working in an L&D role or not, it's important to have a learning strategy in place for yourself, regardless of your function. By using one of the methods mentioned above, you can ensure that you are learning new skills and knowledge in a way that works best for you. As a first-time manager: First-time managers may feel overwhelmed and unprepared for their new role. One of the best things they can do to set themselves up for success is to develop a learning strategy for themselves and their teams. 82% of workers will consider quitting their jobs because of a bad manager - so ensuring you’re prepared will help you and your team.

A learning strategy can help first-time managers stay up-to-date with the latest skills and knowledge required for their job, and it can also help them be more productive and efficient in their work.

In addition, having a learning strategy can help first-time managers be more successful in their careers. It can provide them with the skills and knowledge they need to move up the ladder and can help them stand out from the competition.

So, whether you are a first-time manager or not, it's important to have a learning strategy in place. By using one of the methods mentioned above, you can ensure that you are learning new skills and knowledge in a way that works best for you.

As a senior executive:

It's no secret that the world of business is constantly changing, largely because of technology. To stay ahead of the competition, it's important for senior executives to keep learning and developing new skills. Creating your own learning strategy doesn't have to be a complex process.- In fact, there are a variety of methods you can use to learn new things, regardless of your industry or job title. You can take online courses, read e-books and whitepapers, listen to podcasts, or participate in webinars. You can also encourage employee engagement by setting up social learning networks or communities of practice and providing opportunities for employees to share their knowledge and experience with one another.

The bottom line is that as a senior executive, it's important to continuously invest in your own development. By creating a personal learning strategy, you'll be able to stay ahead of the curve and continue thriving in today's competitive business landscape.

How to create a lean learning strategy

A Personal Learning Strategy:

Creating a learning strategy can seem like a daunting task, but it doesn't have to be complex or expensive. In fact, there are a variety of methods you can use to learn new things, regardless of your industry or job title. Here are a few tips for creating a lean learning strategy:

1. Start by identifying the skills and knowledge you want to learn.

Make a list of the topics or areas you would like to focus on, and then research the best methods for learning about them.

2. Choose the methods that work best for you.

There is no one-size-fits-all solution when it comes to learning, so find the methods that work best for you and your schedule. This could include taking online courses, reading e-books and whitepapers, listening to podcasts, or participating in webinars.

3. Commit time and create a space or environment for learning to be part of your daily routine.

One of the best ways to ensure that you're learning new skills is to make time for it in your daily routine. This could mean setting aside a specific hour each day to work on a course or reading articles related to your field. It could also mean carving out a space in your office that's specifically dedicated to learning - whether that means having a bookshelf filled with resources, or setting up a workstation where you can take online courses.

The bottom line is that if you want to learn new things, you need to make time for it. And the best way to do that is by integrating learning into your daily routine.

4. Stay motivated.

It's important to stay motivated throughout your learning journey - after all, learning can be challenging at times. Find a mentor or advocate who can support and hold you accountable along the way, and reward yourself for completing small goals along the way.

A First-Time Manager's Learning Strategy:

First-time managers can benefit from having their own learning strategy in place. This can help them to better learn and understand the new role they are in, as well as the company's culture and how things work. It can also help them to develop new skills and knowledge and to stay on top of changes within the organization. A learning strategy can be tailored to meet the specific needs of first-time managers and can include a variety of different learning methods and approaches.

1. Understand your team's goals

As a first-time manager, it's essential to understand your team's goals and objectives. By doing so, you'll be able to better support your team and ensure that they're working towards something that matters. with individual team members and asking them about their goals, or by attend team meetings and taking note of the collective goals. Either way, it's important to have a clear understanding of what your team is working towards.

When you understand your team's goals, you can begin to align your own goals with theirs. This will help you build trust and rapport with your team, and will also help you stay focused on what's important. Additionally, when things get tough (and they will), you'll be able to draw strength from the knowledge that you're all working towards the same goal.

So if you're a first-time manager, make sure to take the time to understand your team's goals. It's essential for building a successful team dynamic.

2. Gather information about the strengths and weaknesses within your team

As a first-time manager, it's important to understand the strengths and weaknesses of your team. This information can help you to better allocate resources, identify areas for improvement, and target training initiatives. One way to gather this information is by conducting a team assessment.

There are a number of different ways to conduct a team assessment. One approach is to ask team members to complete a questionnaire that assesses their skills and abilities. You can also survey team members about their job satisfaction or ask them to rate how they work with others. Additionally, you can meet with team members one-on-one or in groups to get their feedback.

The goal of gathering this information is not to create a list of deficiencies within your team, but rather to identify areas where your team can improve and grow. Once you have this information, you can begin to put together a plan for addressing these areas and helping your team to reach its full potential.

3. Identify the types of learners you and the individuals in your team are

One way to tailor your learning strategy to fit your team is by identifying the different types of learners within your team. There are three primary types of learners: visual, auditory, and kinesthetic.

Visual learners learn best when they can see the material that they're learning. They might prefer reading textbooks or watching videos rather than listening to lectures. Auditory learners learn best when they can hear the material that they're learning. They might prefer discussing concepts with others or listening to audio recordings. And finally, kinesthetic learners learn best when they can physically interact with the material that they're learning. They might prefer hands-on activities or role-playing exercises.

Once you've identified the different types of learners in your team, you can begin to use this information to inform your learning strategy. For example, if you have a team member who is a visual learner, you might provide them with more visuals to accompany the material that they're learning. Or if you have a team member who is an auditory learner, you might have them work with others to discuss concepts and exchange ideas.

By taking into account the different types of learners in your team, you can create a learning strategy that is tailored to their individual needs and preferences. This will help ensure that everyone is able to learn and grow in a way that works best for them.

4. Choose the right tools and resources

Choosing the right tools and resources for a first-time manager's learning strategy can be daunting, but there are a few key things to keep in mind. One of the most important factors is choosing resources that match the manager's preferred learning style. If the manager is more visual, then online courses or e-books might be a better option than podcasts or articles. If the manager prefers hands-on learning, then using social learning networks or communities of practice can be a great way to encourage engagement and collaboration. Finally, it's important to make sure that the resources chosen are relevant to the business and the specific role of the first-time manager.

5. Assess your team's readiness

One of the first steps in implementing a learning strategy is to assess a team's readiness to buy into it. This involves understanding the team's current level of knowledge and understanding about the topic you're hoping to teach them. You also need to identify any potential barriers that may prevent them from engaging in the learning process. Once you have a clear idea of what you're up against, you can start creating a plan to overcome these obstacles.

6. Pilot the strategy with a small group

If you're looking to pilot your learning strategy, it's best to start with a small group in your team. This will help you gauge how well the strategy is working, and make any necessary adjustments before rolling it out more broadly. You'll also want to make sure that the pilot group is representative of your overall workforce so that you can get feedback from a variety of employees. Try to conduct a short survey or poll to get an idea of how the strategy is being received, and look for opportunities to improve things like communication, accessibility, and engagement.

7. Evaluate results and make changes as needed

When you've created and implemented your learning strategy, it's important to evaluate the results and make improvements where necessary One way to do this is to survey employees to find out how helpful the new learning tools and methods are. You can also track employee engagement and performance over time to see if there's a correlation between learning and improved results. If there is, you can then adjust your strategy accordingly. Otherwise, you may need to rethink some of your methods or tools.

A Senior Executive's Learning Strategy:

A senior executive's approach to creating a learning strategy is typically much different than that of a first-time manager. They may have more experience and knowledge, and they may be more focused on the bigger-picture goals of the organization. As such, their learning strategy is likely to be more comprehensive and may include a variety of different approaches and techniques.

The senior executive's approach to learning usually begins with setting overall goals for the organization. They will then work to identify the areas within the organization where training and development are needed. After that, they will select the appropriate tools and resources, and finally, assess their team's readiness before rolling out the strategy.

This approach can be effective, but it can also be time-consuming. It's important for the senior executive to stay connected to the team and to be willing to make changes as needed. By doing so, they can ensure that the learning strategy is effective and meets the needs of both the organization and its employees.

Do's and Don'ts When Implementing A Learning Strategy In Your Teams and Organizations

1. Do take everyone's opinion into account when designing the learning strategy
2. Do make sure everyone is on board with the new strategy before implementing it
3. Don't forget to communicate the goals of the new strategy to all team members
4. Don't expect everyone to learn things in the same way or at the same pace
5. Do provide opportunities for team members to collaborate and share ideas
6. Do encourage team members to give feedback about how the learning strategy is working for them
7. Do take the time to assess your team's needs and preferences
8. Do create a plan that is achievable and flexible
9. Don't try to change everything at once
10. Don't micromanage your team members
11. Do provide support and feedback when needed
12. Do celebrate successes together!

How you can encourage employee engagement in the learning process

One of the best ways to encourage employee engagement in the learning process is to provide opportunities for employees to collaborate and share ideas with one another. You can set up social learning networks or communities of practice, and allow team members to discuss and exchange information about the topics they are interested in. This will help employees feel more engaged and motivated to learn, and it will also help them learn from each other.

You can also encourage employee engagement by providing opportunities for employees to share their knowledge and experience with one another. This could be done through job shadowing, mentoring programs, or brown-bag lunches. Employees will be more likely to participate in the learning process if they feel that they are able to contribute in some way.

Finally, you can also provide feedback and support when needed. This will show employees that you are invested in their success, and it will help them stay motivated throughout the learning process.

If you are looking to scale knowledge and accelerate employee engagement, Tigerhall’s Social Learning Platform solves the common symptoms of low employee engagement and L&D with a dedicated Learning Strategist, to customize your workforce’s learning needs. Book a demo today and see how seamless the platform is for admins and users.

Conclusion

It's important for organizations to have a learning strategy in place so that employees can continue to learn and grow. By using a variety of techniques, such as online courses, e-books, podcasts, and more, you can create your own learning strategy that meets the needs of your team. You can also encourage employee engagement by setting up social learning networks or communities of practice and providing opportunities for employees to share their knowledge and experience with one another. Finally, be sure to provide feedback and support when needed to help employees stay motivated and engaged in the learning process.