Let’s learn OUTSIDE the room too!

When we hear “we’ll be doing some training” from the boss, is it met with a groan? A silver lining that you’ll at least get to catch up on email?

As the boss, do you promise yourself that “this training will be different for them … THIS one will truly engage positive change” while you cross your fingers?

Training is an important aspect of the learning process. Thankfully, we have great ways now to engage the adult learner much more effectively, thanks to people’s work like Sharon Bowman’s Training from the Back of the Room. We also have great ways now to design the training for adults much more effectively, thanks to people’s work like Julie Dirksen’s Design for How People Learn.

Workshops are getting better. Learning is getting more applicable. And it’s not enough. We need to make learning part of the organisational DNA!


Really achieving the potential, whether it’s for you, your team, or the entire organisation requires a culture of continuous learning, and no, that doesn’t mean a huge amount of workshops. They have their part in the culture of learning, but they don’t create the organisational DNA of a learning mindset.

Impactful change comes from all three dimensions of learning being employed … 1) acquiring knowledge, 2) relating to learning, and 3) integrating through social experiences.


Learning naturally through all three of these dimensions is outside the “training room”. Learning impact is measured by the everyday behaviours and drives the decisions people make. 

So how do we get our companies to that point? Learning is the single largest constraint to achieving the agility we seek, yet learning too often remains constrained by the “day of training” mindset.

We can start developing that culture of learning and engage all three dimensions of learning with simple yet intentional steps.

  • Identify a problem or learning goal needed
  • Determine the habits necessary to address that problem or learning goal
  • Starting with the first habit, create space for experimentation and sharing until it’s simply how people behave.
  • Be consistent with your cadence (weekly standups, weekly online check-ins, etc.)
  • Move to the next habit.

This takes time. You’re essentially building habits with intention.

And then, before you realise it, learning with intention becomes as natural as breathing.

Check out a different couple templates that Rabbit Hole Learning has created to help you lead and nurture learning as a habit!


Written by Marian Willeke … crossposted in her personal LinkedIn profile!

Check out the Rabbit Hole Learning LinkedIn page!

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About Marian

My passion is centered around ensuring effective learning experiences that improve people's lives. Developing a learning mindset is my ultimate goal whether working with academic programs or corporate training; formal or informal learning practices. It is my belief that our potential for agility is limited only by our capacity for learning.