We have previously written about the importance of continuous learning in today's organisations. But what does it look like in practice and how does it best stick with you? With the help of adapted processes and change management, new knowledge can be transferred and embedded in your organisation - here we tell you how.
Investing in new technologies brings with it a constant opportunity for development and upgrading, both of the technology itself and of the skills of those who will use it.
Getting the organisation and its employees on board is crucial, according to Linnéa Henriksson, Change Manager at AddPro.
"You can't just install it, press the on button and it'll all work out. We are a competence partner who wants to make sure that the people we work with are up to date and familiar with the solutions," says Linnéa.
Understanding of the importance of education increases
Knowledge transfer ensures delivery and creates added value. Linnéa Henriksson is one of the people behind the training. "You can do it in a good process, for example training in tips and tricks that gives the people involved a sense of involvement. In this way, a whole new value is created that helps the organisation to become better in its core business. When the organisation knows how to do it, they get a better understanding internally - which makes our technical delivery live up to expectations and last longer," Linnéa explains.
It may seem obvious that anyone who makes an IT investment also understands that the investment needs to be complemented by a continuous training plan. But this is not the case.
"No, but we have seen a maturing process where more people realise that the individual matters more and that the person has a big impact on the tool and the tool on the person. More people see how important that anchoring is. To have long-term sustainability, users need to understand how to work with the tools," says Linnéa.
Proven methodology behind the process
Proven models are used to implement skills development and training in an organisation. It is more about a process than thinking "a few hours of lessons in a classroom".
These include the ADKAR model, which is based on raising participants' awareness(Awareness), strengthening their commitment(Desire), ensuring that knowledge and skills are raised(Knowledge/Ability) and then reinforcing and following up in a structured and regular way(Reinforcement) for the change to be successful.
"An educational process cannot be set up in just one way. Things happen over time and certain conditions change. Some organisations think at first that they need a short training session but realise after a while that if it's going to land well they need a longer plan. Once the goal is clear, a couple of training sessions tailored to the needs may be enough to get them where they want to go," says Linnéa.
Evaluation ensures the quality of education
Different individuals learn in different ways, so one of the most important parts of the training is to ensure that everyone has received the information they need.
"We adapt the follow-up depending on the training we have given. Many times we test continuously and mix theory and practice to have an active training. But we also try to ensure that we are on the right track and that everyone is on the journey by collecting feedback before and after the training. It's also common for us to develop different metrics together with the client to see that the training has landed right, this way maintaining that what we've trained about doesn't slip back into the old ways," says Linnéa.
We want to work with all our customers and partners in a long-term and developmental way. Please contact us at AddPro to learn more about our approach to continuous learning and be inspired to take your next step. Please read the article "The importance of a successful start-up" where Linnea shares her top tips on how to have a successful change management.