Human Resources and Talent ManagementEmployee Development
Summary: Learning for the Long Run: 7 Practices for Sustaining a Resilient Learning Organization
By Holly Burkett (2016)
“Learning for the Long Run: 7 Practices for Sustaining a Resilient Learning Organization” by Holly Burkett is a comprehensive guide aimed at helping organizations cultivate and sustain a culture of continuous learning and development. Through detailed exploration of seven key practices, Burkett provides actionable strategies and real-world examples that support the creation of resilient learning organizations capable of adapting to perpetual change. Below is a structured summary of the seven practices discussed in the book, along with corresponding actionable steps.
Practice 1: Develop a Growth Mindset
Key Points:
- Embrace Continuous Learning: Organizations must foster an environment where continuous learning is not just encouraged but is a fundamental belief.
- Encourage Experimentation: Leaders should promote a culture where experimentation and learning from failures are normalized.
Examples from the Book:
- Microsoft’s Transformation: CEO Satya Nadella shifted Microsoft’s culture towards a growth mindset, emphasizing collaboration and open innovation, which rejuvenated the company.
- Google’s “Project Oxygen”: Google analyzed manager performance and found that managers who adopted a growth mindset were more effective.
Actionable Steps:
- Promote Growth-Oriented Conversations: Regularly engage teams in discussions about learning opportunities and development goals.
- Reward Learning Efforts: Recognize and reward employees not just for successes, but for their learning journeys and innovative attempts.
Practice 2: Empower and Engage Employees
Key Points:
- Shared Responsibility: Development should be a shared responsibility between the organization and the employee.
- Employee Voice: Empower employees to have a say in their learning paths and professional development.
Examples from the Book:
- IBM’s Employee Engagement: IBM uses internal social platforms to give employees a voice and to share their learning and innovative ideas.
- SAS Institute: This analytics company provides extensive training opportunities and emphasizes work-life balance to keep employees engaged.
Actionable Steps:
- Develop Personal Learning Plans: Collaborate with employees to create personalized development plans that align with their career aspirations and the organization’s goals.
- Foster Open Communication: Implement channels that allow employees to share feedback and contribute ideas for organizational improvement.
Practice 3: Build Learning Agility
Key Points:
- Adaptability: The ability to learn and adapt quickly is vital for organizational resilience.
- Cross-Functional Learning: Encourage learning across different functions to build a versatile workforce.
Examples from the Book:
- Procter & Gamble’s Job Rotation: P&G rotates employees through various roles to enhance their adaptability and broaden their skill sets.
- General Electric’s “FastWorks”: GE’s methodology for rapid learning and product development, emphasizing speed and iterative improvements.
Actionable Steps:
- Implement Cross-Training Programs: Encourage employees to engage in cross-training opportunities to enhance their understanding of different functions within the organization.
- Facilitate Rapid Feedback: Create mechanisms for quick feedback loops so that employees can rapidly iterate and improve their approaches.
Practice 4: Align Learning with Business Goals
Key Points:
- Strategic Alignment: Ensure that learning and development initiatives are aligned with the organization’s strategic goals.
- Measure Impact: Use metrics to assess the impact of learning programs on business performance.
Examples from the Book:
- Deloitte’s “Educational Pathways”: Deloitte aligns its learning initiatives with its strategic objectives, ensuring that employee skills development directly supports business goals.
- Caterpillar’s SABA System: Caterpillar uses a sophisticated learning management system to track and align employee training with business needs and outcomes.
Actionable Steps:
- Conduct Needs Assessments: Regularly conduct training needs assessments to ensure alignment with both current and future business goals.
- Utilize Data Analytics: Leverage data analytics to measure the effectiveness of learning initiatives and their impact on performance metrics.
Practice 5: Foster a Collaborative Learning Culture
Key Points:
- Peer Learning: Encourage knowledge sharing and peer-to-peer learning.
- Communities of Practice: Develop and support communities of practice where employees can learn from one another.
Examples from the Book:
- Deloitte’s Collaboration Tools: Deloitte uses internal social networks to foster collaboration and knowledge sharing among employees worldwide.
- IDEO’s Team-Based Learning: The design firm IDEO emphasizes collaborative learning and uses team-based projects to spur collective creativity and innovation.
Actionable Steps:
- Organize Knowledge Sharing Sessions: Schedule regular knowledge-sharing sessions where employees present their learning and insights to their peers.
- Create Learning Communities: Facilitate the creation of learning communities or interest groups that focus on specific skills or topics.
Practice 6: Leverage Technology
Key Points:
- E-Learning Platforms: Use technology to provide flexible and accessible learning opportunities.
- Blended Learning: Combine online learning with traditional face-to-face interactions for a comprehensive approach.
Examples from the Book:
- Accenture’s Virtual Campus: Accenture implemented a virtual campus to deliver a range of online learning modules to its global workforce.
- Pfizer’s Use of MOOCs: Pfizer leveraged Massive Open Online Courses (MOOCs) to deliver technical and leadership training to its employees globally.
Actionable Steps:
- Adopt E-Learning Solutions: Invest in e-learning platforms that cater to diverse learning needs and schedules.
- Blend Learning Methods: Design training programs that integrate various learning methods (online, face-to-face, self-paced) to maximize engagement and effectiveness.
Practice 7: Cultivate Leadership Development
Key Points:
- Leadership Pipeline: Develop a robust pipeline of future leaders who are equipped to drive the organization’s vision.
- Mentorship Programs: Establish mentorship and coaching programs to support leadership development.
Examples from the Book:
- Coca-Cola’s Leadership Programs: Coca-Cola’s leadership development programs focus on building the capabilities of leaders at all levels.
- Netflix’s Talent Development: Netflix’s approach empowers leaders by giving them substantial autonomy and responsibility, fostering a culture of accountability and innovation.
Actionable Steps:
- Identify Leadership Potential: Implement a systematic process to identify and develop high-potential employees for leadership roles.
- Develop Mentorship Programs: Create mentorship programs that connect emerging leaders with seasoned executives to guide their development.
Conclusion
Holly Burkett’s “Learning for the Long Run” articulates a vision where continuous learning is integrated into the organizational fabric, making it resilient to change and capable of sustained success. By implementing the seven practices—developing a growth mindset, empowering and engaging employees, building learning agility, aligning learning with business goals, fostering a collaborative learning culture, leveraging technology, and cultivating leadership development—organizations can create an environment where learning is not just an activity, but a strategic advantage.
Reflective Questions:
- How can your organization foster a growth mindset among all employees?
- What steps can you take to ensure learning initiatives are aligned with your business goals?
- How can technology be better leveraged to enhance the learning experience in your organization?
By addressing these questions and adopting the actionable steps provided, organizations can embark on the journey toward becoming resilient learning organizations, better equipped to thrive in an ever-evolving business landscape.