How do we shift from task-based learning to habit-based learning?
By learning in small batches. By learning as we are doing. By learning with experimentation. By learning through experience sharing and targeted feedback.
The concepts behind microlearning give us a pattern of acquiring knowledge more naturally, but it’s not quite enough! We also need shifting our change behaviour, which at the heart of our model (learn principles behind this). It is a shift of making the learning both significantÂ and natural to experience; both as individuals and together as teams.
We have too much to think about it and hit decision fatigue quickly. While traditional training is a strong presence in our organisational structure, it is also a pre-defined set of information to acquire with a goal to apply back to the work environment. Even the individuals most open to change, however, cannot simply transform behaviours immediately.
Even the best workshops that are delivered in a single instance are not sufficient to achieve full learning potential. There is the additional constraint that individuals typically only have 20-30 minutes per week of dedicated learning capacity. As such, learning should be based on demand driven by a sense of shared purpose.
Organisations must respond quickly to competition. The only strategy for long-term success is a continuous learning culture throughout the organisation. This means fully integrated team learning in daily work; short, focused bursts of learning that combines discovery and experience through experimentation and sharing.
Let us help continuous improvement become as natural as breathing!