The end of the year is approaching and with it another hope that covid will finally subside. Don't worry, I'm not going to discuss exactly when it will be - politics or medicine. I am particularly interested in the impact this will ultimately have on education in companies. I am afraid that after the initial euphoria it will not be so rosy. But in order not to scare, I have five crucial sentences for you that you may hear in companies and you should focus on them in the education and development of the organization. Yes, I know we haven't won yet with the pandemic, but we should also address what happens after it. How to do it?
Do you feel the urge? That's what the comfort zone calls you with this sentence. How nice it would be to nostalgically return everything to the time before the pandemic and live in sweet ignorance. But you can't. Remote work will simply not be cancelled on the market, and we will certainly not throw the tweaks that the pandemic crisis has brought out the window. I hope it will be the same with the teaching practices that we had to apply in covid. If we decided to return education to the pre-pandemic era, it would be a few steps backwards. How to prevent this?
Assemble a diverse task force to critically evaluate how you educated yourself in your organization before and during the pandemic.
Look at the problem really thoroughly and connect the threads. How has the practice changed? What went well and what didn't? How did the whole thing translate into the company culture? Do you know what the people inside think about it?
In the group, think about how you will continue to carry out the education. Based on the needs you identify, build a thorough plan to guide you through the future of your internal learning.
Work is still work, right? Or not? Yes, actually, yes, but its accessibility and possibilities for doing it are fundamentally changing. This is doubly true for education, and the move to digitalisation has opened a number of doors that you may not have known about. Therefore, you need to make sure that some of the doors do not creak a little or you do not miss the possibilities. To do this, follow these steps:
The office is not for everyone and we are going to switch to hybrid work. Verify that your educational strategies and policies take into account the disruptionthat this change will bring.
Company leaders are on the threshold of big changes. How to deliver what employees want: the best of both worlds.
What is the trend in your organization? Do they all want to come back or not? If not, how will you work with it in your educational strategy?
Are you ready enough for hybrid education? Do you have the necessary equipment? How will you work with it?
Explore each process, be really critical, and set aside enough time and energy for review. What doesn't work has to go. Otherwise, you will not be able to stand the future.
Don't expect it to go easy. Count on combinations of online, offline, and hybrid environments. Connect options and eliminate barriers to education as much as possible. It is a challenge full of new demands on technology, logistics, suppliers and lecturers, but the result is worth it.
Relying on automatic and organic information transfer across the company is a bet on uncertainty. The feeling that people pass on information to themselves may stem from the illusion that we communicate constantly and instantly through a myriad of platforms designed for this purpose. This is true, but without structure, important information is often stuck. He passes half of the message, the second one keeps it to himself, and the third tells it to the wrong person. That's just what's happening. If the information relates to the dress code for a company party, it will be taken away at most by a colleague who chose an inappropriate costume. But when it comes to know-how in your company, the consequences can be disastrous. Go for it from the forest:
Find the holders of the procedures and secrets that make your organization so unique.
Open this know-how to people in the company and teach them to pass it on so that they are not completely dependent on the holders of these procedures. You can use mentoring, regular lectures, meetings, webinars... In short, anything that triggers the flow of knowledge.
Give people a platform to share and upload their knowledge in one place. The tool should be simple, collaborative and accessible to everyone.
Such a tool can be goodle drive, notion, kanban boards and dedicated slack channel.
It will also help you assess how your organization is doing in terms of readiness for the new times. To do this, you can use the picture below.
Specialization is a great thing, as long as it's not happening behind closed doors. Here we follow up on the previous point. If you ensure that people pass on know-how to each other, take the whole thing to a new level and make sure that your teams work as great communicative and enriching units from the ground up. Do not be afraid to mix them with each other in different ways. You are giving the information a chance to spread. By making people different in teams, you connect their strengths and at the same time they can learn from each other. In addition, such teams will look at the problem or task from a wide range of perspectives, giving way to innovation.
How to ''mix' correctly?
The old saying that the benefits of education cannot be measured and is some ''soft'' discipline that companies cannot evaluate. This is no longer true at all thanks to advanced digitization and platforms, and secondly, spending money on uncertain results has already gone out of fashion a long time ago. Data is in education, you just have to define it correctly and know what you're going for. Then you will get gold from them in the form of good decisions for the future. It's great to know that someone liked the course and gives it 5 stars, but if you don't know what they took away from it and how they used it, it's useless. Therefore, do not collect waste, collect data that has an impact.