Last week we conducted exciting research on the future of work. Specifically, we focused on developing Learning Trees. These are instruments that can bring Learning Agility into an Enterprise in an effective way. Let us systemically deconstruct this.
Harvard Psychologist Dan Gilbert delivered a Ted Talk video in 2014, which is referred to by at least ten different books, and the video has over 6.5 million views. The primary message is that the person you are right now is transient, as fleeting, and as temporary as all other people you have ever been. (Technology has ensured that this is also true for all the devices we use – phones, and all the gadgets we use)
Gilbert’s video is a powerful message about human adaptability and ingenuity. The recent COVID Pandemic showed how well the human civilization adapted to one of the biggest problem that ever faced the humankind
But for organizations to truly take advantage of this human power, there are still a few things that need to be in place. The belief that Skills can be acquired through internal training is at an all-time low. Our effort to build Learning Tress is around solving for this constraint
In 2018, Stanford Researcher Daniel Greene conducted an interesting reach on optimal training outcomes. Daniel Greene proved that the combination of Skills Acquirability Belief and the Job Availability Belief together produces the most optimal outcome for optimal learning outcome.
(The following Illustration is referred from the Dissertation work done by Daniel Greene @ Stanford University)
With the progress that is happening in technology, the number one priority of HR leaders should be around the fact that it is possible to learn new skills. If this job is done and organizations can get into a Perpetual Learning mode, many people issues will disappear. As people will respect each other for the true skills they bring to the table
It is also about unlearning the old ways. The importance of Unlearning cannot be understated. Let us look at the Analytics Tech Stack of Tyson Foods. They have invested in many tools, but our research shows that they are still on Microsoft Access for Analytics!!. It is not that they are not embracing new tools; they are not letting go of some of the older frameworks, older knowledge
Learning Trees help you coach employees and provide belief in Skills Acquirability. For example, here is our AI Learning Tree
This AI learning tree breaks the various AI roles into specific paths. (This is shown at a high level as each block will have further explanation on what specific things to learn). Such a learning tree will then help you build the belief in the enterprise
Leadership: Leadership is key to setting the tone and expectations for the endeavor. Employees want to know that they are supported and that the learning is vital to the leader. Besides, accessibility to the leader and the ability to question the process and make suggestions is also critical. A learning organization will emerge as the winning organization
Overall, we are quite excited about the role HR can play under the emerging circumstances. If we plan the initiatives correctly, we can accelerate transformation and adaptation and make the enterprises genuinely care for a great place to work. Thanks again for reading. Please stay safe, and we will be back next week with more insights.