By almost any standards the sample in this study was large – 8,500 cases drawn from 14 organisations across six industries in nine countries.
One clear finding presented was that:
“those activities that are integrated into manager and employee workflow have the largest impact on employee performance, while those that are distinct events separate from the day-to-day job have less impact.”
In other words if people have the opportunity to learn and develop as part of their work and they are supported by their manager, then learning will be much better transformed into measurable behavioural change and performance improvement.
Context is Critical
Although the Corporate Executive Board study is a good one, it didn’t tell us anything new about the importance of context for effective learning. We’ve known about that for 120 years or more. Certainly since Dr Ebbinghaus’ ‘remembering’ and ‘forgetting’ experiments in the 1880s, and probably much longer.
Other studies have also produced similar results to this Corporate Executive Board work. The general finding is that the more tightly bound learning is to the workflow, the greater the impact it is likely to have.
Adding Learning to Work
Many learning professionals and training companies have taken the lesson about the criticality of context to heart and are designing courses and programmes that link learning with work more closely than was done in the past.
Although this is a great improvement from the situation where the majority of learning activities were totally separated from work, it’s only a half-way house, if that.
The thinking is still principally about adding learning into work.
Jane Hart has observed a very similar trend with her study of the uptake of social learning. She noted (see her slides 10-21 here) that there’s a clear trend towards ‘social training’ in the professional learning and development and learning vendor communities (where social technologies are added to training events) rather than towards ‘social collaboration’ (where social technologies are used to support on-going knowledge sharing and collaborative working, and integrated with workflow).
In other words, Jane has observed that many learning professionals link social technologies and activities to learning activities in order to support training outcomes – adding ‘social’ to learning – rather than facilitating and supporting social collaboration – where a social dimension is part of the workflow.
The latter is a whole new ball game for HR and learning professionals and involves extracting learning from work.
Extracting Learning from Work
Firstly the focus is not on learning but on performance improvement from the outset.
It’s also not about requiring workers to adjust their working time and flow to include specific activities that have the explicit purpose of assisting learning.
It’s simply about developing approaches that help workers to learn more from their day-to-day work.
The impact of this latter approach is profound.
The Corporate Executive Board study found that if managers were more effective at providing workplace experiences that helped development, the impact on performance was an almost 20%1 uplift.
From this study, new and challenging workplace experiences were demonstrated to have almost three times greater impact on performance improvement than simply ensuring workers had the right knowledge and skills.
Similar results were found with the difference between ensuring that reflection occurred following the completion of a project or other piece of work, or just at regular intervals, and simply having the right knowledge and skills to do the job. there was found to be a 295% uplift in performance from reflective learning over ensuring the right knowledge and skills.
Impact on Flow and Measurement
Approaching workplace learning in this way – by supporting the extraction of learning from work rather than the injection of learning activities into work – presents a whole new set of challenges for HR, Talent and L&D professionals.
the challenges include the facts that:
It can’t be built into a course or programme.
It can’t be ‘delivered’.
Managers need to be enabled and supported if it is to work.
It can’t be managed and controlled in the way discrete training and learning injections into the workflow can be.
most of the learning processes are opaque to HR and L&D and can only be made explicit through observation and other field survey and data collection approaches.
Also, the flow isn’t learning > work but a different and slightly more complicated work > learning > work. This ‘binds’ the learning more tightly into the workflow and any attempt to extract it ‘collapses the wave function’ (for explanation, see here).
So traditional attempts to ‘isolate’ the impact of learning becomes very difficult and we need to adopt more holistic types of analysis to determine what works and what doesn’t.
And it changes viable measurement approaches as well. The focus can no longer be on learning and learning metrics, but on performance and performance metrics. If we can’t measure intermediate steps (the ‘learning’) then we must focus on measuring the output (performance in the workplace) only. This is another new ball game for which HR and L&D must learn the rules (and there are rules).
On the positive side, the ‘extracting learning’ approach opens up a new area of opportunity for L&D – beyond the module, course and programme and into the daily workflow as a mechanism for effective development, increased performance and greater productivity.
It’s there for the taking if we want.
1 This figure is arrived at as a statistical estimate of the maximum impact on performance calculated by measuring predicted differences in employee performance between direct reports who rate their managers as least effective and those that rate their managers as most effective at supporting rich workplace experiences – such as challenging projects, stretch assignments, new project work etc.