We live in a world that is constantly changing. To give an idea, 65% of today's jobs will no longer exist in 2030. To follow this shift, companies must question themselves and offer an accessible and fast learning offer.
Indeed, today's successful organizations have repeatedly demonstrated their ability to learn and invent in order to cope with the rapid changes in their environment, often impacted by globalization and digitalization. We call them the learning organizations.
To succeed in reinventing themselves, these organizations rely on their employees. As members of these organizations, they always need to continue to learn, improve their performance and productivity by updating and developing their knowledge. Digital technology, automation and robotization are generally seen as enemies of businesses, even though they are a source of opportunities, those to focus on missions with real added value.
Definition of a learning organization
Concretely, a learning organization is a company that learns from its multiple experiences and benefits from the skills it acquires thanks to its employees. It thus gives itself the right, thanks to its organizational agility, to accelerate its process of rapidly adapting to market changes.
While digital technology has allowed the development of new training methods (social learning, microlearning, videos, serious games, immersion, MOOCs...), companies must now give each of their employees the means to learn what they need, when they need it, when they need it, wherever they are and in the format that suits them. This is how it will create a true learning culture and promote innovation.
Thus, a learning company places the employee at the center of thinking., making it a privileged partner in the acquisition of a competitive advantage. All employees thus become a strong and efficient, benevolent team of actors who learn from their mistakes, share their best practices and grow their business.
How do you become a learning organization?
To become a learning organization, a company must focus on two essential values, but also on solid technology that facilitates the sharing and storage of knowledge.
The essential values:
- Encouraging everyone to learn, encourage teams to practice Social learning, to lead individuals to be autonomous and to be interested in new things, to aim for new skills in a process of continuous improvement.
- Encourage the managers to be effective relays in training and to support this effort within their teams. They should be given time for individual and collective learning and entrusting each individual with missions that allow them to broaden their field of expertise.
The real challenge is to be able to implement applied managerial knowledge that moves away from traditional management methods to move towards a more open and practical development approach that favors informal learning. This approach is based on five principles:
- A shared vision;
- A review of the standard models;
- An integrated system of work and team sharing;
- Mastering technological innovation;
- The winning thought.
However, values alone are not enough, it is necessary to be able to implement ideas using innovative technology designed to facilitate the sharing, transmission and storage of informal knowledge.
Use Beedeez to develop your learning organization
Speaking of technology, as Mobile and Social Learning solution, Beedeez allows you to develop your learning organization.
Thanks to advanced functionalities of Social Learning, Beedeez allows learners to easily exchange and transmit their knowledge using dedicated spaces.
The flow will allow employees to share knowledge via a written post or a short video directly in the community of their choice.
The forum, on the other hand, will allow learners to ask questions or to provide information from a capsule.
In addition, in order to promote the sharing of informal knowledge, Beedeez to develop a User Generated Content solution with Leroy Merlin.
This solution, called Tips, gives learners the opportunity to film a business gesture or share a good practice from its user interface and then share it with their community. Thanks to this feature, the informal knowledge of employees can easily be transmitted, recorded, and then shared to the right person.
Knowledge sharing and training is therefore no longer something reserved for a single department, but becomes the right and the mission of all employees of the company.
