One of Conrado’s main recommendations is to transform the learning value chain in companies. This involves aligning learning solutions with the desired business strategy and organizational culture. To do this, it is necessary to:
Build Customized Solutions: Develop learning programs that meet the specific needs of companies and their employees.
Analyze the Impact: Evaluate how learning initiatives influence the business, employee performance and daily choices.
The First Step is to Provide Time and Context (and Hack Current Practices)
To enable employees to engage in learning, it’s crucial to provide them with the appropriate time and context. This may mean adjusting workloads, creating dedicated learning spaces, and reviewing current practices that may be hindering development. “Hacking” these practices may involve replacing traditional methods with more innovative and flexible approaches.
We Need to Stop Asking Leaders to Develop bolivia whatsapp data People – No One Develops Anyone
The idea that leaders should be responsible for the development of their subordinates is outdated. No one develops anyone else; leaders’ role should be to facilitate learning. They should create environments where employees feel empowered to pursue their own development by providing support, resources, and opportunities for growth. Conrado suggests that instead of simply asking leaders to develop their subordinates, companies should create spaces for leaders to continually develop themselves.
It is Essential to Bring New Skills (and Profiles and Perspectives) to Our Area
For a learning culture to take root, learning areas within companies need to develop new skills and profiles. Curiosity and the ability to engage employees are essential. Learning professionals must be able to create an environment where employees feel motivated to learn and share knowledge.
Lifelong Learning and Curiosity are the Foundation for Upskilling and Reskilling
During the event, Conrado emphasized that lifelong learning is not a challenge exclusive to companies, but rather to society as a whole. The notion of lifelong learning and constant curiosity are fundamental to upskilling and reskilling. Encouraging employees to adopt a mindset of continuous learning is crucial to staying relevant and adaptable in their careers. Companies must provide the necessary resources and support to foster this mindset.
Corporate learning is undergoing a profound transformation. Understanding and applying these seven insights presented by Conrado Schlochauer can help organizations create a culture of continuous and adaptive learning, essential to meet the challenges of an ever-evolving market. By valuing learning as a cultural pillar, redesigning processes, empowering leaders as facilitators, incorporating new skills, and promoting lifelong learning, companies will be well positioned for future success.