Creating a Productive Learning Environment

"Learning is experience, everything else is just information.” – Albert Einstein

 When we learn something new, it doesn't usually happen on purpose. In fact, learning is often a result of observation, experience, or failure. Organizations can't always plan for formal learning to take place. Employees must feel motivated and free to apply the information they're exposed to in order for true learning to occur. The best way to encourage learning is to set up an environment that actually supports it.

Brain-based research tells us that pre-exposure to information, also called "priming," makes subsequent learning proceed more quickly. At IdeaLearning Group, we recommend creating an environment at work that's conducive to formal and spontaneous learning by making sure relevant information is accessible, based in a context that makes sense, and also easy to share with peers.

Ready, Set, Learn

We call this first phase of learning "Ready, Set, Learn." When learners are immersed in a productive learning environment, they:

• Are armed with techniques and resources to maximize their efforts
• Understand the scope of their commitment
• Start with the same baseline knowledge
• Have the support and involvement of their managers
• Can draw a clear line between course objectives and their professional success

According to an article published by Training magazine, "A productive learning environment must address the physical, cognitive, and emotional elements in that environment." The article goes on to recommend, "Organizations also need to consider who is involved in employee training, as interaction and support are critical and play a direct role in learning uptake." You can give people a stack of information with instructions to learn it, but they will likely never absorb the information without the appropriate context and support.

Create A Culture of Learning

On his Brain Rules website, Dr. John Medina discusses our natural inclination to learn through exploring. "Babies are the model of how we learn—not by passive reaction to the environment but by active testing through observation, hypothesis, experiment, and conclusion," he says. "Babies methodically do experiments on objects, for example, to see what they will do." So when you're building a learning program for your organization, you can't expect to force learning, but you can create a culture that encourages learners to experiment and apply information.

Try these best practices for tapping into your organization's zest for learning:

• Engage your learners immediately. Use stories, scenarios, and examples that speak directly to your organization. Learners should understand what's in it for them right away.
• Make blended methods of learning easily accessible. (Go way beyond PowerPoint.) Create a learning library, and encourage staff to explore and experiment with the material.
• Appeal to a variety of senses. Use video, online learning, and audio along with traditional printed materials. Make it easy for learners to explore and share.

On his blog, informal learning expert Jay Cross sums it up this way: "Training is something that’s imposed on you; learning is something you choose. Knowledge workers thrive when given the freedom to decide how they will do what’s asked of them." We couldn't agree more.