We have already discussed the benefits that learning partnerships offer companies in the last article. In this article, we will go into more detail on how you can create the ideal conditions for learning partnerships in a work context.
Learning partners do not only benefit 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 appropriate soft skills and wealth of experience are priceless.
Whether on-site, as a blended learning concept, or as a tandem, the learning partnership is a successful addition to internal professional training in any scenario. In addition, the concept of learning partnerships can be expanded by blended learning platforms to obtain an optimal and long-term learning experience. This allows employees to acquire knowledge independently of personnel managers and still have a partner available for any questions. Learning partnerships are therefore the optimal complement for self-responsible learning in the company.
Working with a learning partner shows a participant a new dimension of learning that is cooperative and no longer competitive as in school.– Rolf Stiefel
How you, as an HR manager, can create the right conditions for successful learning partnerships
Learning partnerships are built on the fact that learning partners can exchange ideas independently and on specific topics. Nevertheless, the role of HR managers should not be underestimated, as they guide the learning partnership throughout the entire learning process. To give learning partnerships in your company a promising start, we recommend the following:
Tip 1: Plan your online courses for multiple participants. The human brain learns particularly well when it can explain things to others. Therefore, it makes sense to stimulate the learning process of learners through tandem courses.
Tip 2: Create free time slots for individual study time. Everyone learns differently and at their own pace. Therefore, set up free time slots in which each participant can deepen their knowledge as desired.
Tip 3: Plan free time for finding possible focus areas. Have you ever noticed an important point while learning that was actually neglected? Often, important topics are recognized too late. If you already plan time buffers, you will have enough time for such topics later in the learning process.
Tip 4: Provide free rooms for the learning partners. Yes, it is an important point – concentrating on a specific topic without disruption is part of working efficiently. So, provide your learning partners with resources in the form of rooms and support them in exchanging knowledge.
Tip 5: Assign common projects to the learning partners. Working together for those who are also learning partners can have great advantages. For one thing, they already know each other well and have also gotten to know each other's way of working. This is not necessarily the case in large companies with different projects. For another, the learning partners thus expand their knowledge beyond departmental boundaries, which also connects to our last tip:
Tip 6: Form learning partnerships that are independent of teams and work areas. “I don't know anything about that, I'm not responsible for that!”. Departmental thinking is still often found in companies today. Yet it is much more effective to let employees get a taste of different company divisions. After all, only in this way do new employees in particular get a feeling for what the company actually does and what matters.
4 central goals pursued with learning partnerships
Learning partnerships and personal development are two terms that practically interlock. This is because learning partners do not only exchange knowledge and experiences with one another. 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 learning successes, such as soft skills. In addition, learning becomes a cooperative process and is no longer competitive as in school.
3. Interpersonal sensitivity
Belongs to the soft skills of any leader, as one's own behavior should be adjusted depending on the situation.
4. Initiative, personal responsibility, self-confidence
Learning by doing: Employees do not learn behavioral traits simply by talking about them. Rather, employees must be given the chance to make their own experiences.
We have derived these four goals from an article. If you would like to learn more about the goals of learning partnerships, you can find the scientific article by Rolf Stiefel here.
Conclusion
Learning partnerships combine independent learning with personal exchange and thus create good conditions for knowledge transfer and skill development in the company.
However, for learning partnerships to work, it is not enough to just bring two employees together. Companies should consciously provide time, rooms, and suitable learning opportunities while giving the partners enough freedom to set their own focus areas.
Learning partnerships across team and departmental boundaries can be particularly valuable. This allows employees to get to know different perspectives, share experiences, and take more responsibility for their own learning process. In this way, learning becomes a more solid and cooperative part of everyday work.
Frequently Asked Questions and Answers
What is a learning partnership in a company?
In a learning partnership, two employees learn together and exchange knowledge, experiences, and different perspectives. In doing so, they take responsibility for their own learning process.
What conditions are needed for successful learning partnerships?
Sufficient learning time, suitable rooms or digital opportunities for exchange, and enough free space for one's own focus areas are important. Companies should also create appropriate framework conditions for independent learning.
Why should learning partnerships be formed across department boundaries?
Cross-departmental learning partnerships enable employees to gain insights into other areas of the company. This allows them to acquire new knowledge, learn about different perspectives, and overcome traditional departmental thinking.
What competencies do learning partnerships promote?
In addition to technical knowledge, learning partnerships can especially promote initiative, personal responsibility, self-confidence, and interpersonal skills. Learning motivation and cooperative learning also play an important role.
