Smart Learning Framework by Mélanie L. Sisley

As human beings  we learn constantly. It is in our nature. What’s more, the digital dimension to our world has changed the morphology of the economy into an industry of knowledge more than products. Knowledge is power. Power to sculpt the life we want, power to invent, power to make money, power to help others, etc. As famous media theorist Manuel Castels says, ‘network logic changes the fundamental principles behind productivity, experience, power and culture (Castels, 2000).’ Organizations who understand the importance of nurturing intelligence understand how important high impact learning is in the professional journey.  This has led Neurobox to explore what the “what”, “how” and “why” of the modern learning experience and boil it down to Smart Learning Framework. Because not only is it beneficial to learn, but one must learn ‘smartly’ in order to grow. For this, four basic ingredients must be present to fostering Smart Learning and catalyzing a high impact learning environment:

 

smart_learning

First you need to have access to knowledge. Building an organization’s knowledge capital is the first building block to fostering Smart Learning. Either by giving access to online courses, bringing in experts to teach, building your own content library, an organization must have content to offer.

  • Next there needs to be a supportive community in which to discuss that knowledge. Some of the best self-directed learners have confessed that their first “laboratory” is their network. Either to develop the lingo that goes with the profession, or to use people as a sounding board or to get constructive feedback, the community is an integral part of learning.
  • There also needs bot be some basic skills in learning autonomously. This refers to all the meta-cognitive skills related to learning: setting goals, making a plan, having some sort of evaluation scheme (sometime that is just talking about stuff at lunch) and knowing when to recoup, regroup and re-strategize. In other words, knowing how to learn must be part of the Smart Learning package.
  • And last, there needs to be some sort of reward. Let’s face it, if there is nothing in it for you, you won’t do it. But rewards go way beyond money, it can be enjoyment, become more nimble at a skill (like playing guitare…I so wish I could), a title, recognition…etc. Still if there is no reward for learning , your organization may missing a huge piece to fostering high impact learning. Or what we like to call Smart Learning.

Wether you are a believer in learning as tool for organizational growth, or you are building an engagement strategy, or a retention strategy, this model can be used as tool to reflect on what you’re organization has in place to foster learning and demonstrate that you understand the reality of the professional journey of your people.