Learning is a process, not a single event

Corporate Learning will even more play an important role in the future of organisations and also for the individuals. We all know the major drivers: globalisation, demographic challenges, new technologies, …

The speed of change also in corporate learning has increased: for example insights from brain research, digitization is enabling new approaches, best practices. It is hard as a corporate learning professional to keep track of the changes, to have an overview about the newest trends and how they might apply to our companies.

The E-CLA board is starting an initiative for the members to tackle this challenge. On a regular basis we will publish latest trends in corporate learning, describe them and also recommend books, articles, videos and best practices to get quickly an overview. Different views on the topic, different opinions about the importance will be published.

For every topic the E-CLA board will provide an overview and the first references. All members are invited to share their opinion, best practices and also new references. Let us start with the first trend:

Learning is a process, not a single event. 


We all know that learning is a process. To be competent in an area it is not enough to collect some knowledge, it is important to apply it in different situations, to learn from mistakes, to get experience.

The German dual vocal training system is combining theory and practice. The learners are not only supported during knowledge gathering, they are coached also during the application of the knowledge.  Especially because of the support during the whole learning process this system is very successful.

We all know that, but interestingly in most organisations is still a focus on single learning events, a focus on knowledge gathering. New requirements are coming up because a new technology is implemented or the process has been changed. The immediate reaction is often to gather all the necessary knowledge from the experts and to build a classroom or a Web based training for the involved employees. This is not wrong, of course this is necessary, but is it sufficient? How can we make sure that the employees are also supported at the point of need, when they have to apply their knowledge? What kind of support structures are sufficient to get to the necessary competence level?



5 moments of learning needs
Explanation of the Model “5 moments of learning needs from Bob Mosher and Conrad Gottfredson on YouTube


Workplace Learning: The Individual’s Perspective
Jane Hart explains how we learn at work and how to support these different ways of learning.


Innovative Performance Support: Strategies and practices for learning in the workflow
by Mosher, Bob; Gottfredson, Conrad; 2011
This book provides different models and ideas how to support the complete learning process.

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