Posted on December 3, 2024

Many job seekers want to work for companies that not only pay well and have a great benefits package but also have an awesome training and education program. These future employees are searching for organizations that value learning and encourage professional development. Prospective team members want to have a chance to develop and enhance their skills while at the same time learning innovative technologies or furthering their education. Companies that can offer the complete package especially the “value learning and professional development,” can land the best candidate.

So how do organizations make this happen? How do they develop something that will assist employees who want to improve their performance not only in the workplace but also in their careers? What is the right platform to help individuals who are looking not only to become better at their job but also to become a better person all around. A way an organization can do this is to establish an effective learning journey.

What is a Learning Journey?

A learning journey is a series of formal and informal training programs that ingrain new knowledge, build existing skills, and boost professional development. Learning journeys include different learning experiences that occur over a period. It involves personalized content and a variety of delivery methods which results in new knowledge, skills, attitudes, and a positive behavioral change. Learning journeys are for those who can learn to adapt and thrive in a changing environment. Employees will go through a learning journey to master their skill set, learn a new profession or to further their education. Team members who are truly engaged in the learning journey will not only build their skills but will find purpose in the work that they do. Those who take part in the journey are most likely to improve their performance and become the best that they can in their areas of expertise. Learning journeys are beneficial to organizations because they encourage employee engagement, professional development, and create a culture of learning. These benefits lead to a happier team environment which increases production and retention. Organizations also benefit from this learning intervention by having a team that is prepared for future challenges and continues to strive for improvement. Having an effective learning journey will facilitate behavior changes that coincide with the business goals of the organization. This will ensure the performance and productivity of the organization.

Formal and Informal Learning

The learning journey consists of formal and informal learning. Let us look at both and how each one impacts the learning journey

Informal Learning

Informal learning is different from formal learning because it usually takes place away from formal settings such as the classroom or the lecture halls. This type of learning takes place when someone wants to learn a new skill or technology without being told to do so. In other words, it is not mandatory. The training is not enforced by the organization. The willingness to learn in an informal learning setting comes from the individual. Informal learning is unbelievably valuable to both the individual and the organization because it improves collaboration, drives creativity, and contributes to a strong learning culture. The team members are better focused because of their willingness to learn. With informal learning, individuals can better retain the information.

Formal Learning

Formal Learning is mandatory training that is set by the organization to comply with policies and procedures. This is the form of training employees receive during indoctrination or on an annual basis. An example of this training includes diversity and culture training, timekeeping, harassment, and government relations. Mandatory training is usually done either in the classroom, eLearning, face-to-face, virtual, or blend.

Developing the Learning Journey

Leaders are responsible for the performance and productivity of every member of the team. It is essential to develop a training program that meets the needs of the of the team and the organization. Before a learning journey gets created, leaders, managers and direct line supervisors need to sit down and assess the organization’s knowledge base and learning skills. This will create a baseline by which progress can be measured. Another key step is to identify and discuss the training gaps, especially in the skill sets that are critical to the organization’s production and growth. Also, the leadership needs to take into consideration the practices to implement to foster higher learning and creating a learning culture. It is essential that leadership evaluates the strengths and weaknesses of each employee relative to their and the organization’s goals and priorities. This can be done by leaders and managers meeting with each member individually to discuss their professional development and career goals, build awareness of the learning journey, and create different techniques to enforce the learning process.

There are many things that go into developing a successful learning journey. For example, the journey needs to be personalized for everyone, since everyone’s needs are different. It is also important to begin creating the journey with the end in mind.   What are the goals? How does it benefit the individual? The organization? What are the results the organization, the stakeholders, and the team members want to achieve? Next is to seek and develop individuals who want to be involved in the learning journey. Not only for their benefit but also for the team as they will contribute to the learning of their colleagues. Organizers of the program should customize the learning journey around key business goals and objectives. This is why it is so important to have the complete picture and take time to develop the learning journey. There should be no rush to put something together to please the bosses and the stakeholders. Everyone needs to keep in mind that a journey is a continuous process, not a short duration program that can be done by participating in a one-time course such as an online seminar or a learning module. All should be included in the planning and development process. Ensure everyone understands what is involved and how this will benefit the organization to include leadership, management, and the team. A successful learning journey depends on employee engagement. It is essential that the objectives and goals focus on the individual. What are their needs? What are their desires? What are their constraints? The goals and objectives should also coincide with the organization’s mission and have input from all the stakeholders.

Evaluating the Journey

Successful learning programs are measured by employee engagement. This is why It is vital to engage with the team before, during and after the learning events. Employees going through the learning journey need to know how leaders and managers are supporting the learning process to include coaching, mentoring, empathizing, and ensuring that the training is available. Are the individual training needs being met within the organization or are resources needed from the outside? What is the career path ahead for the employee who takes part in the learning journey? What is the motivation? There are individuals who have self-motivation and want to learn a new skill or gain knowledge. However, there are others that need additional motivation, for example, a system of rewarding progress that encourages individuals to start and continue throughout the process.

Setting up milestones

As the journey progresses, leaders and managers need to establish milestones for the team to ensure that everyone is completing their training on a timely basis. Also, it is beneficial to have a way to provide positive reminders to the team to continue with their learning journey. Leaders should also take time to meet with their employees on a regular basis to discuss progress and to have a place for the individual to apply their new knowledge and skill and offer additional informal training to enhance their new craft. Meeting with the team will ensure that they are fully understanding what they are learning but also seeing a change in their behavior. Employees should be given the opportunity to share what they learn by giving a presentation, participating in small group sessions, meeting with supervisors, and/or allowing them to show their new skills. Other ways include coaching, mentorship, projects, protocols, peer learning, networking groups, simulations, speakers.

Summary

A successful learning journey is beneficial for the employee and the organization to meet the challenges of the rapid changes that are taking place all over the globe. There are additional benefits to include building trust and creating new ways of collaboration amongst the members of the team, increasing productivity and performance, delivering lasting results, and increasing retention. Leaders play a key role in the learning journey success by coaching, mentorship, having team members take part in projects, encourage peer learning, establishing networking groups, having simulations, or inviting outside speakers.

This article was written by Dr. David Marshall, who is a writer, researcher, and training developer since 2007. He is also the owner of Neithdos Consulting Services LLC. Dr. Marshall received his DM in Executive Leadership from Colorado Technical University in 2021.

References: Pandey, Asha (2021, July) How to create learning journeys that improve employee performance. eLearning Industry.

Goldberg, Stephen (2016, April) Creating an Employee Development Plan for Improved Employee Performance [YouTube]

Cole, Britney, (2020, February) 3 Keys to Create Learning Journeys that Work [YouTube] Ken Blanchard Company

Lang, Annamarie (2013) Six keys to design a learning journey for leaders. Oracle. https://www.oracle.com/assets/talent-mgmt-learning-journey-2095827.pdf

Bohlin, Nils, H. (2018) The learning organization journey: Assessing and valuing progress. Systems Thinker. https://thesystemsthinker.com/the-learning-organization-journey-assessing-and-valuing-progress/

LDA Global (2022) 4 proven steps to design effective employee learning journeys. https://lsaglobal.com/4-proven-steps-to-design-effective-employee-learning-journeys/

Raskin, Sylvia & Broomall, Lauren (2019, February) Learning journeys for team and organizational transformation. Navicet. https://www.navicet.com/learning-journeys-for-team-and-organizational-transformation#top

edX for Business (2021, September) Modernizing your employee learning journey, from kickoff to culture. edX. https://business.edx.org/blog/3-steps-to-modernizing-your-employee-learning-journey