Non-Olympic-Related Strategy

June 2, 2009 in Uncategorized

I recently returned from managing the kick-off of a learning program for a multi-national company (MNC) headquartered in Shanghai. While I enjoyed being back China for all the foods (the abundant variety of fruits, vegetables, and soy products is worth the trip alone), I was encouraged to see more companies like our client who develop corporate learning programs consisting of more than just time in the classroom.

MNCs HAVE A MORE MATURE LEARNING STRATEGY

Learning strategies yield better results when they include:

· ACTION/LEARNING PLANS: whatever you prefer to call them, the likelihood of learning being applied increases when learners take time to set specific goals for applying learning. These plans take on even more power when a learner’s manager signs off on the plan, indicating his or her approval that the goal is worthwhile. Manager approval also opens the door for managers to provide new opportunities for using learning, and managers can provide specific resources as needed.

· SUMMARIES: Many training topics lend themselves to summary of key points. Summaries are great for several reasons. First, they give HR and management an understanding of the extent to which learners can synthesize, integrate, and communicate what they have learned. Secondly, if learners effectively summarize their learning for their colleagues, they market the program to future participants. Also, don’t forget the importance of support and accountability- learners do better when peers and superiors have clearer expectations about how they will use learning to improve personal and team performance.

· SITE VISITS: Following training, learners try on their new skills and knowledge by observing new needs and opportunities in a fresh environment. A visit to another plant or site gives learners greater understanding of what works and what doesn’t when they apply learning. When management from the site is engaged in the learning program, a give-and-take occurs as learners and management exchage insights from their learning-related experiences. The site and the learners become winners as they exchage ideas.

Despite the rise in labor and shipping costs, companies in China increase their competitiveness when they implement a robust learning strategy. What else do you do to ensure:

· Peer and management commitment to learners’ application of new skills and knowledge?

· Learners have a laboratory for seeing how learning is applied, or relevant experiences of how application takes place in different work environments?

· Learners can grasp, integrate, and synthesize learning to real situations?

Advertisement