Recently, the monsters returned to Kyiv to work with one of our absolute favourite companies – The One Philosophy Group.  We were invited again, both as expert speakers and as facilitators to the The Employer Leadership Summit. It’s a fabulous event and has the latest thinking from HR and L&D from around the globe. The theme was ‘learning to learn’ with a specific focus on developing a learning mindset.
At this event, we introduced our latest business venture,  The Alternative Business School .  We were delighted not only that the delegates voted it unanimously as a great way to bring learning to life, but also that several of the latest online learning start-ups had similar themes.

It’s clear that the next generation of employees want to learn and develop at work and developing a learning mindset is key to that.

How can you use visuals to help people learn?

‘Learning to Learn’ and its importance in the future of work

Since we also know that many future roles haven’t been invented yet, the best preparation is to focus on learning to learn – the theme of the conference.

Whilst it is commendable to follow a traditional business school route to leadership, it’s becoming clear that this model won’t necessarily be fit for the future.  The School, University, MBA, executive linear journey isn’t where the new entrepreneurs are springing from. Many have neither the patience nor the funding to take this path and instead try their ideas, fail fast, learn and go again.

It is unlikely that fixed curriculums are likely to contain all the answers needed in such a fast-paced world. So instead, they recruit their friends and like-minded individuals and build the working life they want. Encouragingly, they want their work to have purpose and to be enjoyable.

This is so heartening for us, considering our purpose of ‘banishing corporate dullness’.  It also means the disruptor and start-ups are not only looking to develop a learning mindset, but have fun doing it.

Humour was referenced many times during the conference as a key business skill for the future. 

Reflection time and how it cements learning messages

 

What did we learn that’s worth sharing?  It’s something we’ve known for a long time but it was reinforced by the other experts involved in this event.  We often cite the Kolb learning model, which we simplify as Context, Experience, Reflection.  Conference agendas are so often packed full and this was no exception.

Time was hard to manage and when the clock begins to put pressure on the speakers, it’s always the reflection time that suffers.  Yet ahead of the conference, we had all agreed that reflection time was critical.

For the insights to stick, you need time to consider what they mean for you, individually. 

A neuro-scientist at the conference confirmed that you really can’t ‘unlearn’ anything; what you have is hard-wired, but you can keep your brain plastic by learning more, providing you take the time afterwards to reflect and create new neural pathways.

Tips to make learning messages stick

 

It seems to us, there are two critical parts to doing this and worth remembering if you are planning conferences, courses, training or indeed any kind of learning event:

  • Place reflection time in the agenda and not just once at the end of the day, but often, after every hour or so of content being delivered by whatever method.  Protect it fiercely.
  • Make sure there is shared discussion of the topics, so that what has been considered and reflected upon can then be tested with a peer group.  Speaking about your learning and insights to others, is both a helpful filter and a proven method of establishing the new pathway.

Looking for more tips on how to bring messages to life and signal a shift in your organisation? 

 

Want to tap into our creative expertise to bring your learning to life? Drop us a line on danielle@purplemonster.co.uk or call us on +44 (0) 1926 311347

Photo credit: Evgeniia Komartsova. Employer Leadership Summit 2018



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