Agile learning: Ever heard of it? Do you also know what the trend is all about? We have been stumbling across this term more and more frequently recently. Find out here what agile learning means in companies and how you can put it into practice.
What is "agile learning"?
“Agile learning refers to the paradigm shift in personnel development, i.e. how learning itself can become agile in an operational context” – Haufe
So learning within a company should become agile. This means: learning should be oriented towards actions and skills, supported by suitable media, and take place during the work process.
It is characterized by being networked, digital, individualized, and thus self-responsible and self-organized.
In the best-case scenario, corporate learning is structured in accordance with the 70-20-10 principle:
10% = Learning through training and further education (education)
20% = Learning in exchange with others (exposure)
70% = Learning through experience in daily work life (experience)
The largest share, i.e. learning through experience at the workplace, provides the perfect foundation for agile learning.
How do I put agile learning into practice?
In practice, agile learning makes special demands. Therefore, some learning formats are very well suited for agile learning.
Agile learning formats require:
a high degree of self-direction and cooperation;
a direct connection to the tasks and the overall work context;
that less emphasis is placed on rules and processes, so that learners can align themselves with their personal learning goals;
the orientation towards the needs of the learners and, accordingly, individually created content.
Agile learning formats only provide the framework for self-directed learning
Agile formats such as Rotation Days, Lean Coffee, or Lunch and Learn are particularly popular. On the Neuland Partners page, you will also find a long list of other formats. We have already written exciting articles on some of them:
Learning times: Establish fixed times during which your employees learn
Sketchnotes: Rely on creativity and use small, quick drawings
Conclusion
Agile learning connects further education with everyday work and gives employees more responsibility for their own learning goals and learning paths.
As you can see, agile learning formats are very variable and can be easily implemented in companies. They all have one thing in common: they can be tried out without great organizational or financial effort and can be applied and further developed to suit one's own needs!
Frequently Asked Questions and Answers
What is agile learning?
Agile learning refers to learning in an operational context that is closely connected to the work process. It is networked, digital, and individualized, and relies on a high degree of self-responsibility and self-organization.
What role does the 70-20-10 principle play in agile learning?
The 70-20-10 principle provides for 70 percent of learning through experience in everyday work, 20 percent through exchange with others, and 10 percent through training and further education. Especially learning through practical experience offers a good foundation for agile learning.
What characterizes agile learning formats?
Agile learning formats promote self-direction and cooperation, establish a direct connection to concrete tasks, and are oriented towards the individual learning goals and needs of the employees.
Which learning formats are suitable for agile learning?
Examples include Rotation Days, Lean Coffee, Lunch and Learn, Microlearning, fixed learning times, Sketchnotes, or Storytelling. They create different framework conditions for self-directed learning in the company.
