The A-Z of Training: T is for Time To Learn
How many of us make time to learn in our everyday lives? If training managers and L&D specialists don't make the time then how can we expect our learners to?
While we consider how to improve a learner's performance and help their development, the learner has a number of constraints on their time that may act as a barrier to learning. It seems that personal development is the easiest thing to slide down the priorities list which may mean that despite your best efforts it doesn't get completed.
Creating a culture dedicated to learning is I think the biggest challenge facing L&D managers today. While processes, tools and framework exist to help foster the correct atmosphere, sustaining a commitment to learning is a tough challenge.
A Challenge!
How much time do you think your manager would give you for learning and personal development each week? 15 minutes? 30 minutes? The best way to find out is to ask them. Go and ask your warehouse supervisors, clinic directors or team leaders how long they could spare team members for each week.
Obviously this doesn't have to mean the whole team being taken away all at once. You might ask for one or two people to come from each department. It could be an easily available online course that an individual takes during a lull in the week.
Bitesize Learning
The key thing is that your learning activities match the time available to your learners in your organisation. Having short courses or videos is a great way of increasing engagement.
Do we do any better?
A quick hands-in-the-air survey at this year's Learning Live made it clear that many learning and development professionals do not set aside time for their own development. Considering the wide range of demands on our time I don't think that this was unexpected.
Perhaps this is the case of the trainer's training always coming last?
