People need space to learn, absorb, and take charge of their career and individual development. Providing this seeds a deeper sense of professional self-awareness, a better understanding of role responsibilities, and a basis for personalized goal-setting.
It’s impossible, though, to contemplate those big-picture dimensions of professional skills advancement and career evolution when your days are too busy. Creating an employee learning community designates space for a growth mindset.

Make your workplace a learning community

In a remote environment, there are fewer opportunities to meet colleagues in person and to expand one’s network at conferences and industry events. '
One of the most fundamental ways to build these muscles is to practice. To foster this, give your team internal networking opportunities.

Build hubs for networking

Leaders can only create a culture of belonging for their employees when they have a diverse leadership team.
Employees can’t thrive if they feel like they don’t belong. Employees need a comfortable climate, a network, and the knowledge that the leadership team is a destination for everyone. A company cannot feel like an exclusive club for only insiders.

Think long-term on diversity

Mentor relationships support developing talent and inspire quality performance while providing a structured path for development. That means providing a safe place for exploration, experimentation, and risk. Development is best accomplished within a supportive community.
Having no opportunities to engage with senior leaders is a barrier. Lack of career support and mentorship is another obstacle. Commit to your team members, especially underrepresented employees. Develop and support their professional and leadership goals. These can be your future leaders and mentors.

Commit to mentorship mediums

What you need to know in order to start building a culture of learning

books

Books

teamwork

Teamwork

leadershipandmanagement

Leadership & Management

career

Career

Creating A Culture Of Learning 

Investing in employees is a critical long-term commitment for companies.

corporateculture

Corporate Culture

travel

Travel

artsandculture

Society, Arts & Culture

4 employee development tips to show your people they matter

Travel’s magical disappearing act begins before we leave home. Rule number one: pack light. Don’t do so because it’s virtuous or ecologically sound but because you’ll enjoy yourself more. Pack light and you feel light.Packing light has nothing to do with overhead bins and everything to do with psychology. Less stuff means fewer choices. Choice is good, up to a point, but too many choices confuse us, and rob us of happiness, as research shows. Travel is about corralling those choices, subduing them. A pared-down life is a better, happier life. S

 A pared-down life is a better, happier life

It is a truism that travel broadens your horizons. Like most truisms, it is only partly true. Yes, travel expands your world, but it does so by shrinking it. I was reminded of this delicious paradox…

personaldevelopment

Personal Development

The Real Reason You’re Happier When You Travel

start with learning slowly and gradually, the steps of doing or learning something from your souce of study. this will make the bedrock of everything.

understanding the concept

understanding and knowledge is transient.nothing lasts forever.keep reminding yourself of what you learnt and how you would use it day-to-day.

understanding is transient. revision and practice

test by yourself how much you remember without any cue or anything about the topic at random. learn what you could not retrieve from memory.

Retrieval is your trump card

your brain will automatically form groups or sequence of activity to do based on your understanding. you can do them abstracted from the whole process seperately.chunking dictates fluency like driving backwards in car.

chunking

just put in the reps without thinking, it will help build long term memory.don't think, feel. - Bruce Lee

repetition

repitition until you have some fluency and memorization of the work you intend to do.understanding should be fluent at this point.

memorization

I use them daily to become better myself about things I care to be good at.

education

Learning & Education

No secret to learning

Technological disruption, VUCA (volatility, uncertainty, complexity, ambiguity) conditions fueled by the ongoing pandemic, and evolving organizational architectures are just a few of the major challenges businesses face today. As a learning leader, your role is to equip your workforce with the capabilities needed to stay competitive amidst these changes.
Being transformation-ready doesn’t mean adopting the latest technology to keep up with current trends. It’s about developing a learning culture that positions the entire organization to adapt to the inevitable unknowns the future will bring.

The State Of The Workplace

Does the culture produce and support insightful workers?There’s no guarantee that today’s knowledge will solve tomorrow’s problems or that skills will remain evergreen. But insightful employees can recognize when the nature of a problem shifts. They then use that comprehension to hone their skills and seek out fresh knowledge. These characteristics help workers face novel challenges, which allows the entire organization to transform as well.

Supporting Insightfulness

Does your culture extol growth mindsets?Many useless hours a spent by employees hiding their weaknesses. A learning culture fosters growth mindsets. In this type of organization, learning is not seen as a sign of weakness but of character. Failure is not the antonym of success, but part of the growth process.

A Growth Mindset

Is your culture collaborative and matrixed?Even the most insightful worker can’t do it all. Sometimes the time required to hone a new skill will be too great. In these instances, insightful workers need to connect with those whose complementary skills can be an asset.Far too often, the help they need is siloed away in a neighbouring department. And within the hyper-specialized architecture of many modern organizations, that can be a difficult barrier to cross.

Collaboration

Is your culture adaptable?It’s clear that transformation is the default condition of today’s business world. There will inevitably come a day when the tried-and-true no longer works. When this happens, reactionary organizations panic and falter. But transformation-ready organizations evolve, and that begins at the employee level. A learning culture provides time and resources for employees to hone the skills needed to adapt to changing market conditions and demands, skills like resilience and agility.

Adaptability

Is the culture nurtured by leaders at the organization?Leaders have an outsized influence on everyone in an organization. Directors who want their managers to learn and grow must model a willingness to do so. The same holds true for managers who want to see their team members improve.Leadership culture must shift from a group of “know-it-alls” to one of “learn-it-alls.” Learn-it-alls grant permission to admit fallibility and desire to grow.

Cultivation By Leadership

This culture shift requires developing leaders with <a href="https://www.psychologytoday.com/us/blog/the-questionologist/202103/are-you-intellectually-humble">intellectual humility</a> — they must be open to learning, commit to improving, and never use their intellect or position to discourage others. Teaching those skills will mean having open, honest conversations with key leaders as well as embodying intellectual humility yourself.

Intellectual Humility

A learning culture isn’t built overnight. Organizations must commit to intentionally developing employees, and that requires being strategic about how investments are made. To begin developing a <a href="https://bigthink.com/plus/5-tips-for-developing-an-effective-learning-culture-at-work/">culture of learning</a> at your organization, consider the following factors.

The Role Of A Leader

<ul><li>Maintain a consistent budget to gain buy-in by making the value of learning explicitly clear. </li><li>Write a mission statement that aligns your vision with organizational objectives, then choose and design programs with ROI in mind. </li><li>Plan ongoing initiatives to measure their impact, such as the use of qualitative feedback from employee surveys, and always be prepared to communicate on progress to goal. </li></ul>

Developing a Culture of Learning: Budget

It doesn’t matter how effective a learning program promises to be if employees don’t have the time to participate. For this reason, Google and others have instituted the 80/20 rule. They offer employees 20% of their time to learn, develop, and experiment with new ideas. This ratio can vary, but having a formal rule serves to convey the importance of learning.

Developing a Culture of Learning: Time

By building a learning culture, L&D leaders can equip their organizations to adapt to a business world that is transforming before our eyes.

Having a learning culture positions an entire organization to adapt to the inevitable unknowns the future will bring. 

business

Business

How to create a learning culture in the workplace

Before the pandemic, working from home was something that was reserved for the lucky few. Now, it is a reasonable work perk that many employees are searching for. However, working from home doesn’t mean staying in your hometown. 
More and more people are taking advantage of this new opportunity and using it to explore different cultures, new cities and other continents.

Work From Home: Mainstream Edition

Portugal ticks lots of boxes for tech nomads. It’s an expat-friendly country, the internet is excellent, the food is amazing and the weather is sunny and pleasant year-round.The Portuguese government is actively recruiting remote workers through its Portugal Passive Income Visa (or D7 Visa) and Non-Habitual Residence tax scheme. Perks include 0% tax on foreign income and 0% tax on crypto. There’s also no minimum stay requirement which is appealing if you’d like to keep your options open.

Portugal 

Did you know that Costa Rica recently passed a law aimed at attracting foreign remote workers? The law, which came into force last October, includes income tax exemptions and access to local banking. It also makes driving licenses issued overseas valid in the country.However, even before this law came into place Costa Rica was a popular choice for digital nomads. Top pull factors include the amazing beaches and natural landscape as well as a growing expat community.

Costa Rica

Boasting one of the world’s highest vaccination rates, Malta is now welcoming back visitors with cash incentives and a recently launched Nomad Residence Permit. This brand new permit enables visitors to keep their current employment in another country and live in Malta for up to a year (with the opportunity for renewal).Besides having one of the strongest economies, the lowest unemployment rates and one of the world’s best climates, Malta offers excellent schooling, healthcare and an overall safe environment.

Malta

The Spanish government is currently working on a Digital Nomad Visa under a draft bill called the Startups Law. Under the proposed law, remote workers can get a visa that allows them to stay and work for 12 months. This can be extended for another 24 months.Spain’s beaches, mountains and vibrant cities like Barcelona, Madrid, and Valencia make it a prime location for digital nomads who want a central European base with excellent transport links.

Spain

We can’t talk about digital nomad destinations without mentioning Bali. Indonesia has been right at the heart of the movement and it’s not hard to see why. This tropical island is full of gorgeous beaches, lush jungles, picture-perfect cafes, and luxury villas at affordable prices.Most people simply pick up a month or two-month visa on arrival. This means that you will need to leave the country and re-enter when it expires but this usually isn’t a problem for nomads who want to explore on their time off.

Indonesia

These are the top destinations for digital nomads in 2022 based on visas, tax schemes, and great liveability.

remotework

Remote Work

Are you a digital nomad? Consider these countries for 2022

In today's fast-changing world, companies increasingly need to be proactively resilient to be successful. They need to assemble teams quickly, draw on collective knowledge, find expertise, collect information in real time, and communicate strategic messages. To build those capabilities, organisations need a culture that enables employees to become "gig mindsetters" - salaried employees who behave and think like freelancers.

Thriving in a fast-changing world 

Gig mindsetters are continuous learners. They manage themselves, take the initiative, focus more on skills and less on roles, use better processes, and are confident to question the status quo. They share what they learn, take ownership of their growth, and have the ability to influence people.

Gig mindsetters

Large scale learning programmes often fail because they don't encourage people to take the initiative. Another approach is the learn, apply, share strategy. People who want to continue learning answer a formal but simple document that lists six questions. <ul><li>What will I learn?</li><li>How will I learn?</li><li>How will my company and I benefit from my investment?</li><li>When will I learn?</li><li>Where will I learn?</li><li>Who will help me make this a success, for my company and myself?</li></ul>

The learn, apply, share strategy

People want a sense of purpose. To establish whether your organisation has a gig mindset learning culture, consider the following questions: <ul><li>Are your employees able to communicate directly with senior leaders?</li><li>Are they encouraged to challenge the status quo?</li><li>Are teams built by focusing on skills and knowledge?</li><li>Are teams encouraged to share their work before it is completed?</li><li>When an experimental initiative fails, is it considered a positive experience?</li><li>Are people given time for external networking?</li></ul>

Creating a gig mindset learning culture

If gig mindsetters continually encounter obstacles, they may look elsewhere for more suitable places to work. Gig mindsetters may encounter difficulties at work because managers may think they are disrespectful or self-centred if they challenge the status quo. However, people with a gig mindset show loyalty to the organisation, not the processes. They are willing to improve things that will benefit the organisation.

Retaining gig mindsetters

These employees manage themselves, take initiative, and don’t hesitate to question the status quo — all helpful traits during uncertain times.

Understand yourself and those around you.

psychology

Psychology

How Workers with a “Gig Mindset” Can Help Your Company Thrive

"Bleisure," the trend of business travelers adding leisure days to their work-related trips, took on a different meaning around the recent holiday season as workers extended their holiday travel to include working days while visiting family or vacationing.It was an opportunity that wasn't as easily accepted by managers before the pandemic and wasn't really an option in 2020, when travel was considered unsafe.

Bleisure

"The flexibility of hybrid work and the rise of 'digital nomads' are changing the travel landscape as we know it."

Some managers may worry about lost productivity or time zone coordination when employees remain in their holiday spots and continue to work remotely. But as long as the lines of communication are open with employees and they're getting the work done, there should be little difference from traditional 'work from home' situations. Not only do workers avoid some of the headaches of traveling on the busiest days, but it allows for a healthy work-life balance, which can keep employees happy long term.

Losing productivity

"The pandemic has blurred the lines between work and life more than ever before. Employees are taking advantage of increased workplace flexibility to extend their holiday travels. Gone are the days of workers being stuck in the office until the day before a big holiday. The freedom for employees to add a couple of days to their travel with remote work is truly a gift that managers can give their teams."

The prevalence of pandemic-era hybrid work, along with a vaccination-inspired increase in travel, led to a new holiday phenomenon this year: longer working vacations at Thanksgiving, Christmas and New Year’s.

Rethinking Holiday Vacations in the Era of Remote and Hybrid Work

It is important to embrace difficulties in the process of learning as it is these difficulties that cause the information to eventually become long-term memory. Eg. Simply rereading a textbook vs quizzing oneself difficult questions from the textbook. This idea of generation and attempting(whether successfully or unsuccessfully) to find a solution helps to inform the brain of the gaps in knowledge and when the model solution is revealed, it sticks much better in the mind.

Effortful Learning

"Play like you practice and practice like you play"

Interleaving and adaptability

-Analogy of baseball players that practiced hitting curveballs, then straight balls compared to baseball players that had interleaved practice. baseball player with interleaved practice may have performed poorly in practice but they performed much better in games-we should interleave our practice to mix up our brains in order to help our brain improve its problem recognition, adaptability and flexibility

Interleaving

-Analogy of teacher who made students reflect and type out what they learnt after every lesson-The students proceeded to do well in knowledge retention because they had to take their knowledge, process it and recreate/generate that knowledge-"reflection gives experience meaning"

"write to learn"

Some insights on how to learn better: some ways that are conventional are less effective than you think they are! we are also poor judges of assessing our own learning

Discusses the best methods of learning, describing how rereading and rote repetition are counterproductive and how such techniques as self-testing, spaced retrieval, and finding additional layers of information in new material can enhance learning.

To most of us, learning something "the hard way" implies wasted time and effort. Good teaching, we believe, should be creatively tailored to the different learning styles of students and should use strategies that make learning easier. Make It Stick turns fashionable ideas like these on their head. Drawing on recent discoveries in cognitive psychology and other disciplines, the authors offer concrete techniques for becoming more productive learners. Memory plays a central role in our ability to carry out complex cognitive tasks, such as applying knowledge to problems never before encountered and drawing inferences from facts already known. New insights into how memory is encoded, consolidated, and later retrieved have led to a better understanding of how we learn. Grappling with the impediments that make learning challenging leads both to more complex mastery and better retention of what was learned. Many common study habits and practice routines turn out to be counterproductive. Underlining and highlighting, rereading, cramming, and single-minded repetition of new skills create the illusion of mastery, but gains fade quickly. More complex and durable learning come from self-testing, introducing certain difficulties in practice, waiting to re-study new material until a little forgetting has set in, and interleaving the practice of one skill or topic with another. Speaking most urgently to students, teachers, trainers, and athletes, Make It Stick will appeal to all those interested in the challenge of lifelong learning and self-improvement.

Peter C. Brown is a writer and former management consultant.

Peter C. Brown

Henry L. Roediger III is James S. McDonnell Distinguished University Professor of Psychology at Washington University in St. Louis.

Henry L. Roediger III

Mark A. McDaniel is Professor of Psychology and Director of the Center for Integrative Research on Cognition, Learning, and Education (CIRCLE) at Washington University in St. Louis.

Mark A. McDaniel

Make It Stick

The concept of a learning organisation first originated in Peter Senge's book "The Fifth Discipline" where he describes the five disciplines in creating a learning organisation. <ol><li>Personal Mastery - being proficient in the knowledge, skills, and abilities (KSAs) needed to do the work.</li><li>Team Learning - Focusing on the attributes that make a good team player.</li><li>Systems Thinking - Focusing on understanding the internal and external parts of an organisation.</li><li>Mental Models - Challenging our assumptions as individuals and organisations.</li><li>Shared Vision - Providing all individuals with a common goal.</li></ol>

The learning organisation

Another critical component to the learning organisation is a positive learning culture. Creating a learning organisation isn't just about having plenty of programs. It's about creating a positive learning culture. Employees need to look forward to training. They should understand how training contributes to achieving shared goals and when they need to learn new things.

Positive learning culture

A learning culture drives organizational success. In a learning organization, employees know company goals and work hard to achieve them.

Creating a Learning Organization Includes Developing a Positive Learning Culture

Ever been walking and seen a worn-out trail in the grass between two paths? That's a Desire Path. Humans will see a shorter route between two destinations and take it, regardless of the pre-built paths. This causes erosion from foot traffic, eventually making the Desire Path more visible, and more likely to be used.

What is a Desire Path?

Part of human nature is figuring out how to make things efficient. When a human sees a more efficient way to get from their point of origin to their destination, they take it more often than not. If a pre-built/paved path turns a 90-degree corner, it's likely a human will cut the corner, trampling the grass because it's more efficient.

Why do humans prefer creating Desire Paths?

Architects and landscapers try to plan paths that they anticipate that people will follow. However, these don't take into account the psychology of travel. They plan mostly for aesthetics - humans are significantly more likely to take a route they deem faster or more enjoyable. This could be cutting across a corner for speed or walking across a field to see the wildflowers.

Architecture and Planning VS Human Nature

Desire Paths and the psychology behind them can reveal many other examples: using software not as intended, making choices not previously predicted by a designer, or driving on a route different than what the GPS recommended. Desire Paths are just one example of how humans will use space and resources to fit their schedules and preferences.

What do Desire Paths show us about free will?

Desire paths and the psychology of travel and free will have always been interesting. Now that I know of desire paths, I always look for them wherever I go.

scienceandnature

Science & Nature

Desire Paths: What Are They?

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