Connection Age Learning
We know that in the Age of connection the corporate market increasingly invests in training and development that is connected to organizational culture and values, shaped to meet competitiveness.
It is necessary to innovate always since each day, new technologies are made available, new forms of interaction and access to things. Accompanying this market is, above all, to keep the information circulating within the organization as a corporate differential and also in the retention of its human capital.
If part of the culture and vision of the company, strategically use resources by investing in knowledge, it demonstrates both that the organization operates with the Connected Era , in which continuous learning connects the application and dissemination of knowledge.
Power is not only in the hands of knowledgeable people, but of those who apply and practice, generating sustainable, lasting results.
We realize today that people act as creators of content, ideas of the innovations themselves, and if the company does not use this behavior as a business strategy is doomed to failure.
Organizations that have employees, with a difference in results, but do not multiply this potential, can suffer impacts on the quality of the service or product, results and retention of talent.
According to renowned author Peter Senge, learning is a competitive advantage.
“Learning organizations are those in which people continually enhance their ability to create the future they would really like to see emerge.”
Based on this proposal of Senge, we can identify the challenges that all organizations face to promote and stimulate learning that aim at human and organizational development, and that in fact generate positive impact on the business.
In the context of the Connected Era
Managing and disseminating knowledge is necessary so that all employees and stakeholders have access to the real situation of the company, where they work, who they buy, their values, their cultures, their mission and the products offered, among others.
It is from this knowledge that the bases of support of the relationship with the public are formed and provides improvements in the quality of products and services. In
Organizations is becoming increasingly clear. An example is the explosion of Corporate Universities to maintain knowledge and create new professionals with commitment to the company, thus increasing the body of organizational knowledge.
In the creative and collaborative scenario
All areas of a company are responsible for managing knowledge as a whole.
However, it is challenging to mobilize resources and leadership to facilitate and sponsor the learning environment. Factors such as time, economic scenario, budget and work routine require versatility in learning solutions.
It is increasingly common to hear from the leaders the “do more with less”, to work with austerity. How can we promote sustainable learning with obstacles?
Perhaps the answer lies in the use of different models, methods and formats, that is, in the capacity to innovate, to update, to perceive the scenario, and to act with versatility.
We can learn in several places, at the same time, together and apart. All this combining varied learning tools, using the facilities of the instantaneous communication, integrating the personal learning with the group.
In addition to making training an enjoyable experience, the right tools make it possible to achieve the results expected by the company.
Some alternatives fulfill this role as: visually pleasing and stimulating presentations, Learning Maps and Graphic Facilitation, Storytelling, Thinking Design, Games, Simulations, Experiences, Movies and Music.
In addition to content available in complementary materials such as guides, booklets, booklets, readings of articles and books, handouts and Mobile learning. Remembering that each training need must be analyzed to define the ideal learning solution.
Learning is a phenomenon that can not be limited to a knowledge transmission tool, or just the classroom.
The companies that train well today are those that use tools that elicit the stimuli needed to engage, involve the participants and that give space for behavior change, attitude and sharing of information.
In the Connected Era , out in front who has attitude, stands, renews, innovates and shares.