Approach to professional development Essay

Part 1: Creating a healthy Learning Culture:

 Identify Opportunities for (a) behavioural change (b) skills development

o Identify organizational gaps/opportunities – balance rigour with efficiency

o Needs assessment with a purpose – give people a voice

o Identify “Levels” – leverage on strengths, find commonalities/links

 Build Strategy

o What needs to change – owners/sponsors to facilitate that change

o Action short-term, plan for long-term

o Continuous refinement

 Engage First-Followers

o Who will play an important role in championing learning among the naysayers –

engage the right people at the right time

o At all levels (directly or indirectly engaged) – audience that could have a largest

employee impact

o Revisit/Grow/Advance

 Embed in everything

o Part of DNA (Organization/Team/Individual) – becomes engrained as a natural way

of working

o Must be thorough – Where, What, Who

o Needs a constant line of sight – evolving process

Part 2: Creating an effective Learning & Performance Ecosystem

Central to this cultural shift is the understanding that learning happens by learners",

not to them. Rather than just forcing attendance at a workshop or completion of an eLearning

module, the focus becomes creating a context that will encourage and support learning and high

performance.

a. Support an engaged, growth mindset – informal learning by empowering learners to play

a central and proactive part in the process

b. Support reflection – reflect on contextual learning experience via journals",

group/individual coaching, mentors, ‘win/learn/change’ process or elements of social

learning

c. Use formal as scaffolding – formal learning help shape and direct informal learning;

provides context, focusses attention on key aspects before or after an experience",

micro learning just-in-time resources that can be accessed at the point of need.

Like scaffolding, the aim should be to use formal learning to encourage and support a

culture of learning so when the formal elements are removed, learners still thrive

through experiential and social learning.

d. Engage managers and arm them with toolkits and support structures. This might include just-

in-time video guides, eLearning simulations, communities of practice, group coaching",

observation grids, checklists or debriefing sessions.

e. Create real value on social platforms – linking it to projects that participants care about;

leading discussions that actually help address issues of concern; and using the platform

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