Mentoring – Leveraging Learning Networks

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Is your organization in danger of being left behind in the race to skill, upskill, and keep your people’s competencies up to date? Has the leap into e-learning translated into the practical application of knowledge? Are people suffering from information overload or really learning and using what they know to produce better outcomes?

Organizations that survive and thrive in the knowledge-driven environment we now live in are contending with challenges that demand new learning strategies, such as:

• The need for speed – people must develop competencies quickly and qualifications may not be as valuable as expertise and experience;
• Short shelf-life – change is so rapid that knowledge and skills become redundant quickly, sometimes in as little as 12 – 18 months;
• Content vs context – formal learning is designed to deliver specific behavioral objectives, it’s mass-produced for cost-effectiveness but learners are unique and their needs differ according to their circumstances and situation.

Some organizations have harnessed technology to deliver just-in-time information access. Others know and value face-to-face learning. Most are attempting to support personal and professional development but is it enough?

Luckily, smart and savvy individuals are evolving into self-directed connectors who build learning networks. They reach out online and in person to tap into information. They are learning that, if you want to get ahead, not only must you manage your own career development, you have to manage your own learning and development too – even if you work in a large, well equipped organization.

Self-directed learners use:

• Formal and informal mentors and coaches
• Their peer network
• Online communities, wikkis, search engines and social media
• RSS feeds/blogs, podcasts and online video
• Courses, conferences and meetings with guest speakers
• Tours and site visits
• Print media – books, magazines, newspapers (often consumed online)
• On the job and work-based learning

But there are three major problems with self-directed learning

1. Motivation – we’ve known for decades that adults learn when they have a need, a problem to solve, a strong desire or inspired interest.
2. Time and focus – trawling through the sheer volume of information online to find what is relevant, reliable and useful chews up time and it’s very, very easy to be sidetracked by attractive but pointless excursions
3. Consuming is not learning  – no matter how much information a person absorbs unless they understand and apply it, it makes no difference in the workplace.

Mentoring presents a massive opportunity to unleash the potential of smart and savvy learners because it can solve these problems.

Mentors help people reflect; select; and action their learning.

Reflection triggers the learner’s motivation and let’s them identify needs, desires and interests. Mentors engage people in the process of learning.

Learners become selective and focus their search for knowledge, zoom in on what they really need and discard distractions.

Conversations with a skilled mentor wrap up with a commitment to action that is reviewed at the next mentoring session to ensure the cycle of learning continues.

When self-directed learning is aimed at career development an independent off-line mentor is best but when on-the-job performance is the focus of learning, managers are best place to mentor.

Your best employees are building their learning networks. Mentors leverage self-directed learning and enable individuals and organizations to thrive in the knowledge-driven environment. Equip your mentors and managers to meet the challenges and watch how mentoring works!