We have already discussed the advantages that learning partnerships offer to companies in the last article. In this article, we will take a closer look at how to create the optimal conditions for learning partnerships in the work context.
Learning partners benefit not only from the individual exchange of knowledge between two colleagues. Rather, it is the personal conversation and shared experiences that make learning so efficient. Companies benefit at least as much from the personal development of their employees as they do themselves. After all, employees who possess the right soft skills and experience are priceless.
Would you like to learn more about the concept of learning partnerships and how it works? In Part 1 of our learning partner series, we have compiled all the important information for you!
Whether on-site, as a blended learning concept, or as a tandem, the learning partnership is a successful addition to internal professional development in any scenario. Additionally, the concept of learning partnerships can be enhanced through blended learning platforms to provide an optimal and long-term learning experience. This allows employees to acquire knowledge independently of personnel managers while still having a partner available for questions. Therefore, learning partnerships are the optimal addition for self-directed learning in the company.
Working with a learning partner exposes a participant to a new dimension of learning that is cooperative and no longer competitive as it is in school.— Rolf Stiefel
How to create the right conditions for successful learning partnerships as a human resources manager!
Learning partnerships are based on the premise that learning partners can exchange knowledge independently and on specific themes. However, the role of personnel managers should not be underestimated, as they guide the learning partnership throughout the entire learning process. To ensure a promising start for learning partnerships in your company, we recommend the following:
Tip 1: Plan your online courses for multiple participants. The human brain learns particularly well when it can explain something to others. Therefore, it is advisable to stimulate the learning process of learners through tandem courses.
Tip 2: Create open time windows for individual learning time. Everyone learns differently and at their own pace. Therefore, set up free time slots where each participant can deepen their knowledge as they wish.
Tip 3: Schedule free time for identifying potential thematic focuses. Have you ever noticed an important point while studying that was actually overlooked? Often, important topics are not recognized until it is too late. By planning buffer time, you have enough time for such topics later in the learning process.
Tip 4: Provide free spaces for the learning partners. Yes, this is an important point—being able to concentrate undisturbed on a specific topic is part of working efficiently. Therefore, provide your learning partners with resources in the form of spaces and support them in the exchange of knowledge.
Tip 5: Assign joint projects to the learning partners. The collaboration of those who are also learning partners can have significant advantages. On the one hand, they already know each other well and have become familiar with each other's working styles. This is not necessarily the case in large companies with various projects. On the other hand, learning partners expand their knowledge beyond departmental boundaries, which connects to our last tip:
Tip 6: Form learning partnerships that are independent of teams and fields of work. "I don't know about that; I'm not responsible for that!" Departmental thinking is still often found in companies today. However, it is much more effective to allow employees to get a taste of different areas of the company. After all, this is the only way for especially new employees to get a sense of what the company really does and what is important.
4 central goals pursued with learning partnerships
Learning partnerships and personal development are two terms that practically intertwine. Learning partners not only exchange knowledge and experiences with each other. Personal development is also a significant component of the learning method. In addition, the following four goals are pursued:
1. Leadership behavior
Employees have an influence on decisions and should actively contribute their opinions.
2. Joy of learning and motivation
Counteracts the depersonalization of learning and also shows non-content-related learning successes, such as soft skills. Moreover, learning becomes a cooperative process and is no longer competitive as it is in school.
3. Interpersonal sensitivity
Is one of the soft skills of every leader, as one’s behavior should be adapted depending on the situation.
4. Initiative, personal responsibility, self-confidence
Learning by doing: Employees learn behavioral types not just by talking about them. Rather, they must be granted the opportunity to make their own experiences.
We derived these four goals from an article. If you want to learn more about the goals of learning partnerships, you can find the scientific article by Rolf Stiefel here.
