This eBook shares strategies and insights that will help you create a culture of continuous learning in your organization by designing learning programs that drive engagement, build a growth mindset, and develop a culture of lifelong learning.

2020 was a challenging year and one of disruption for the L&D teams.

However, they responded quickly and effectively to help their organizations manage the changing workplace dynamics (as the pendulum swung from a 100% remote working to the likely hybrid model now). As the workplace dynamics evolved, they met the challenge of quickly remodeling the way training is developed and delivered by moving from face-to-face training to the online or Blended mode.

This journey of accelerated Digital Transformation brought in new challenges from remote learners – from lack of engagement to learning fatigue. It also brought in a new set of “asks” from them – including more autonomy on how they want to learn, the ability to pull resources on demand, learning in the flow of work, and room for Social and Self-Directed Learning. Alongside, there was a steady push from business on accelerated reskilling, upskilling, and facilitating internal mobility.

However, we see this disruption as a great opportunity for L&D teams to bring in long-term changes – This eBook outlines how L&D teams can capitalize on this disruption and lead to bringing in a learning culture transformation and building a learning organization.

eBook Overview:

Section 1 – How Can L&D Teams Drive Continuous Learning and Help Build a Learning Organization

Continuous learning helps organizations gain a competitive advantage through incremental and disruptive innovations. In this section, we show you how to make a business case for continuous learning – including strategies to show the value and impact of continuous learning.

Section 2 – What Strategies Can Help L&D Teams Create Great Learner and Learning Experiences

L&D professionals sometimes misunderstand the subtleties of learner and learning experiences. In this section, we explain what each aspect signifies, what are the differences, and share strategies using both to create effective learning programs.

Section 3 – What Immersive Learning Strategies Can Help L&D Teams Foster Learner Engagement

The current work from home (WFH) dynamics is one replete with distractions that erode learner focus during Virtual Training. To sustain the focus on continuous learning, this challenge must be fixed. This section outlines how L&D teams can use immersive learning to address the challenge of learner engagement.

Section 4 – How Can L&D Teams Build a Growth Mindset and Create a Culture of Lifelong Learning

Mindset is foundational to the success or failure of any organization. A learning mindset is vital in creating a learning culture and sustaining the continuous learning mandate. In this section, we explain why building a growth mindset is an important initiative for L&D teams. We also share strategies that will help create a learning mindset in employees.

Section 5 – How Can L&D Teams Create a Connected Learning Solution by Leveraging Informal Learning to Support Formal Training

Learning in any organization is the base on which creativity, innovation, and strong execution is built. This section explains how L&D teams can use informal learning to reinforce, augment, and support formal training solutions.

Section 6 – How Can L&D Team Convert Event-based Training to an Ecosystem of Continuous Learning

Traditional training with a focus on largely discrete and disparate events lacks the effectiveness required for true behavior change and it cannot create a culture of learning. In this section, we explain how a continuous learning process can be brought in an organization and how this will improve the application of learning and lead to behavior change.