If you think learning theories belong only in the classroom or in education textbooks, think again. Those same children behind third-grade desks, chewing on No. 2 pencils and staring blurry-eyed at the chalkboard grow up to be professionals behind executive desks or in cubicles staring blurry-eyed at the computer screen. And just like it’s the teacher’s responsibility to teach each student the way he learns best, it’s your responsibility to teach each team member the way she learns best. For leaders, it is important to understand the theories of adult learning.
The Big Three
When creating a learning organization, keep in mind the “big three.” Basic learning theories normally applied in the classroom can be effectively adapted and applied in the workplace, too.
Behavior. Behavior-based learning theory holds that all behavior can be changed via certain methods. If you’ve ever trained your dog to roll over at the site of the treat in your hand, then you’ve practiced behaviorism. Applied liberally in the workplace, you risk encouraging your team to learn for the wrong reasons without inward motivation. But applied in small doses, in a balanced fashion, you can improve productivity for the long haul. Examples of behavior-based workplace learning include offering sales incentives, promotions, and any other type of positive consequence for desired behavior or productivity.
Cognitive. Cognitive learning theory takes behaviorism one step further and focuses on how the brain actually works when learning. It is usually combined with social-cognitive learning theories or cognitive-behavior learning theories and in the workplace takes shape via mentorship programs and self-directed learning.
Constructivism. Constructivism is the most recent of the main three learning categories and is primarily learner-focused. It states there is no meaning apart from the learner and all teaching must be based on how the individual interprets its meaning. In the workplace it evidences itself when managers tailor educational efforts around team members’ personalities or individual learning styles.
In addition to the big three learning theories more commonly applied in the realm of education, today’s leaders should keep an eye on the emerging field of workplace learning theories. Topping this list is adult learning theory, which rightly reasons that effective learning theory in the workplace should assume that adults — though at one time were children — learn differently as their older self. Other workplace learning theories include experiential, organizational and informal learning.
Take Action
Keep in mind that creating a learning organization extends far beyond simply learning textbook theories. Your motive should move beyond simple information sharing and toward cultivating an always-learning environment.
Show support. According to Harvard Business Review article “Is Yours a Learning Organization?”, the first step toward creating a learning environment is being supportive. Leaders are supportive when they are open to new ideas, avoid belittling team members and offer time to reflect and analyze the organization’s processes.
Embrace “informalized learning.” Offer your team access to online training tools like learnstile.com for career coaching and performance support tools as quick tip sheets, ready reference guides and online learning support. Forbes Magazine touts that companies who offer informal learning resources outperform companies who offer only formalized learning by as much as 3 to 1.
Require precise data for decision-making. Expecting accurate research and hard numbers to aid decision-making encourages your team to always think before acting, be aware of the outside world around them and to always be on top of their game.
Ask new questions. When something goes wrong at work, refrain from asking “Who’s fault is this?” and instead ask, “What about our process caused this to happen?” Train your team to approach mistakes this way and minds are naturally directed toward development rather than stagnation.
Learn yourself. You can’t expect your organization to be always learning when you aren’t. Keep attending conferences, read all you can and continue to be open minded about new ways to do things.