Learning at Work Week is back, and it's the perfect time to celebrate something we truly value: lifelong learning. This year’s theme, “Get connected”, really hits home for us at Learning Pool, because we've always believed that learning thrives in communities, through collaboration, and by connecting people to share knowledge.
It’s also a powerful reminder that 'learning at work' isn't a static concept - it’s a continuous and dynamic journey. And we’re dedicated to fueling that journey, providing learning experiences that drive this process forward, empowering individuals and organisations to achieve their full potential.
Why does connection matter in workplace learning?
In today's world, technology has fundamentally reshaped how we interact. We're now more connected than ever, and instant communication, collaborative platforms, and on-demand access to information have become standard.
Despite this rapid shift, one fundamental truth remains constant: connection is essential for effective leadership, teamwork, communication, and overall team growth.
But what does this mean for L&D teams navigating this new landscape, as they seek to maximise the power of social learning and create environments where colleagues can seamlessly connect and learn together?
Here, we dig into social learning in this new age. Our L&D Manager Tracy Walker shares insights from Learning Pool and how we, as a leading learning organisation, have embraced these changes to cultivate a connected learning culture that empowers our employees and drives innovation.
How we foster connection in workplace learning
For us at Learning Pool, it's simple: effective workplace learning hinges on connection. That's why we put people first, designing accessible learning experiences with innovative tools and strategies that prioritise how individuals learn best.
Like many organisations, we're keenly aware that engagement can be a delicate balance. Time constraints, digital fatigue, and accessibility issues can easily derail even the best-intentioned learning initiatives. That's why we proactively address these hurdles, striving to create inclusive and motivating learning experiences that truly work for all employees, regardless of where or how they work.
The pandemic undeniably accelerated the move towards virtual learning, and like many, we adapted quickly. While we deeply value the energy and connection of face-to-face interaction and are strategically bringing it back into the mix, we're also committed to leveraging the reach and flexibility of virtual delivery for many of our programs.
This balanced approach allows us to provide consistently high-quality learning to everyone, whether they're in the office or working remotely in locations across the UK, US or further afield. Ultimately, it's about ensuring everyone has equal access, reinforcing our 'one team, one way' ethos, and creating a truly inclusive learning environment, regardless of location or circumstance.
We've also intentionally designed our internal development programs to spark connection through a blend of self-directed learning, expert guidance, and, crucially, social learning. Time and again, we see that providing opportunities for employees to connect and learn with and from each other is incredibly valuable.
These interactions go beyond simple knowledge transfer; they enable employees to dissect real-world scenarios, collaboratively brainstorm solutions tailored to our specific challenges, and forge strong bonds with colleagues they can rely on.
In fact, the chance to connect with peers consistently ranks as one of the most appreciated aspects of our programs. By weaving these connection-building elements into our learning experiences, we effectively dismantle the barriers of remote work and geographical distance, creating a supportive environment where everyone feels empowered to engage, contribute, and grow.
The role of leadership in building a connected learning culture
Leaders are pivotal in cultivating a culture where learning isn't just an option, but an ingrained habit. Here at Learning Pool, we empower our leaders to champion learning, not just passively support it.
They actively inspire, encourage, and drive engagement, fostering a workplace where knowledge-sharing is second nature and employees across all departments feel connected through learning.
This commitment is evident in initiatives like our peer-to-peer learning programs and open-access enablement training, which allow employees to continuously expand their expertise in our business, products, and processes, regardless of their role or location.
Our highly successful mini-MBA program, delivered by our Executive Leadership Team highlights this. This program, with its collaborative format and Executive Leadership Team mentorship, stands as a testament to the power of social learning and connection at work.
And it's not just about individual growth; the program has enabled us to identify and develop future leaders. Many of our graduates have progressed into senior leadership roles, and the program itself has become a catalyst for strategic planning and organisational growth.
Teamwork & innovation: The benefits of staying connected
Connected teams are the powerhouse of innovation – the beating heart of our business – driving enhanced collaboration and fueling effective knowledge sharing. To achieve this, we're proactive in breaking down silos and fostering cross-functional learning, recognising that diverse perspectives ignite vital creativity.
We also prioritise keeping remote workforces connected and engaged, leveraging the power of digital collaboration tools and social learning platforms to bridge any gaps.
Our commitment to transparency, openness, and universal access has been instrumental in our growth and development. Whether it's collaborating on real-world projects, participating in social learning initiatives, or tapping into our Slack channels for support, insights, or shared interests, we champion connection and cross-functional collaboration as essential to our success.
Key takeaways: How organisations can leverage Learning at Work Week
For organisations aiming to build more connected learning environments, here's a roadmap to get you started:
- Ignite engagement: Develop proactive strategies to boost learner participation and enthusiasm.
- Break down barriers: Prioritise flexibility and inclusivity by offering diverse and accessible learning opportunities.
- Foster connection: Empower employees to connect through knowledge-sharing initiatives and peer-to-peer learning experiences.
If you’re looking to fuel learner engagement through the power of social learning, we highly recommend leveraging tools and techniques that enhance team communication and engagement, regardless of whether your workforce is in-office or remote.
At Learning Pool, we put these principles into practice by ensuring that many of our learning programs are open to all employees, regardless of their role or time with the company.
We also strive to accommodate the schedules of our global workforce by strategically scheduling sessions. This often involves breaking down courses into shorter, more digestible modules and delivering them over multiple days.
This approach not only improves learning transfer but also enhances accessibility for part-time employees. And to ensure no one is left behind, we record all synchronous sessions for those who cannot attend live.
The future of connected learning
For L&D leaders, the key takeaway is clear: connected and inclusive workplaces are essential for cultivating a culture of continuous learning, driving employee engagement, and ultimately, achieving organisational success.
By prioritising connection – through social learning, knowledge sharing, and accessible resources – L&D can unleash the full potential of their organisation's people, ultimately driving significant business impact.
Ready to level up your L&D? Get in touch today to discuss your unique challenges with our team of learning experts.
