Grit and Workplace Learning – Related?

It’s been a long time I haven’t been active online. I must admit I felt I needed a break from the Web World (only social media and my blog, of course) to pause, think, and not do it because of obligation (which is followed by guilt if not done) or feeling that I might fall behind from the rest of the world. So here’s a post that has long been in my mind but hadn’t seen myself to sit down and materialize my thoughts.

It started with a question years ago when I was teaching: How can I make my students more motivated and hungry to learn for the joy of learning not just for grades. I used different techniques but it led to one key principle (I’ll share with you shortly) and it worked for the majority of my students (not all, of course). When I watched Angela Duckworth’s TED talk and what she had wondered in her classes, it all came back to me.

Following extensive research, Duckworth and her team found that grit is what needs to be built in learners. I can’t agree more. My key principle was connecting with them and learning about their fears, concerns, challenges, and goals. Sometimes, I would set goals for them, as some weren’t sure why they were there. I wanted them to see why they were improving or failing. I wanted them to reflect, focus on their goals, and put their best for it, because I believed that they could and they needed someone to remind them. Why did I do that? Because it felt very rewarding when I saw the progress and change of attitude in them.

A Thought

Take the teaching scenario that I shared above, and now imagine a big organization. A CEO, director, human resource, line manager, supervisor, and all who make decisions for their employees. Most of them believe employees must go through training in order to excel in their jobs. Here’s another scenario in the web world: online training, agile workplace, performance support, 70-20-10 model, and so on.

Now let’s go back to scenario 1 and what Duckworth has found the most important aspect of learners’ skills. We might think grit is merely related to resilience. How does it relate to workplace learning? Or better said, how does a gritty employee become a better and motivated learner? How can this change of culture and attitude take place in big organizations?

A Conversation

A friend of mine who is a learning strategy consultant for a few big companies shared with me her frustration to make managers of these companies buy in her idea of creating an agile workplace. They commonly ask her to come up with an online platform or mobile app that could replace their face-to-face training. They think if learning is accessible, their company will certainly transform into an agile workplace. But they haven’t considered how to make their staff really willing to do so, because they are planning to employ the same strategy, i.e. KPI, stipulated timeline for completion, etc. But does it guarantee they’re learning or will it end up like their face-to-face training? You might be thinking at least these companies are trying to change. Yes, that’s a positive thing. Nonetheless, the reason for this change is cost-effectiveness and the fad for agile workplace. What they are not considering is asking the right question.

How can they make their employees motivated to learn on their own, be self-directed, help each other, and not hide what they know for their own betterment? How can they change the company culture?

So here is the question of behavior and mind-set change. Yes, that takes time, but perhaps it’s time we thought how to make the stakeholders (by that I’m referring to top management and human resource) think in this direction. We should shift our focus on them not just the employees owing to the fact that the leadership has the main role in creating the right culture. It is managers who should change their view and see their employees as humans not manpower or numbers.

In my opinion, managers and human resource should consider building their staff’s grit as well.

Grit

Here are three characteristics of grit which I believe resonate with workplace learning:

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Courage is one of the characteristics of Grit. A gritty employee is proactive to learn and leave his/her comfort zone. He or she is not content with always-similar-day-to-day tasks that he or she does effortlessly. Gritty employees seek new challenges, and strive for excellence. Hence, they don’t need to be forced to attend a workshop in which they excruciatingly tolerate and forget about it all after that. A gritty employee is not afraid to fail, thus willingly embraces new challenges.

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A gritty employee sets long-term goals and has perseverance to achieve them. Those who are resilient bounce back at failures and see learning and growth even from negative experiences. They also influence those around them.

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Those who are conscientious make sure to complete the task at hand well. If they feel they don’t know, they ask for help, sign up for online lessons, or go for workshops to learn. These employees are achievement-oriented and don’t just show up for training because they’ve been asked to. They don’t wait to be mandated to attend one. They take the initiative.

All in all, while it’s essential to have the best technology to make learning easier, it is similarly important to focus on a change of culture.

Learning should be viewed from psychological or motivational perspective. Grit is passion and perseverance for very long-term goals. Is having stamina and sticking with your future, and working really hard to make that future reality. (Angela Duckworth)

How should organizations build grit and growth mindset in their employees?

 

Cognitive Styles in Learning Design

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Most of us when being trained or studying instructional design have been told to take learner’s learning styles or preferences into consideration. This has made us think that we must design eLearning courses which have to cater for visual and auditory learners, or even kinesthetic ones. While this is a very good thing, I feel we are going to extremes about this. Let me share with you why I think so. Continue reading

The Long-Awaited Change in Learning

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I recently finished a book, called Simpleology, by Mark Joyner and some parts of it resonated with me as an L&D professional. Joyner shares a few simple and straightforward rules of success and happiness that have helped the greatest minds to achieve their goals.

I’m not writing a book review in my post; it’s merely sharing two of the rules that made me think about what we are doing and trying to achieve as IDs, & L&Ds.

To get things we want, we do strange things, sometimes they work, sometimes they don’t. That’s ok! If nobody tried anything new, we’d be stuck with the same old things and that would make life boring.

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Learning Agility

Last week’s topic of #PKMchat was agile learning. This relatively new buzzword has captured L&D professionals’ attention, as learning agility has become increasingly important for the growth and success of organizations. Companies are bound to go through transitions to keep up with this growingly competitive world. So, the need for individuals to alter their mindset is essential; as I believe learning agility is a mindset not a skill. That is why I tend to think it makes it more difficult to make individuals be agile learners. I say this, because I’ve had ample discussions with colleagues who believe as long as they make ends meet and can pay their bills by having a secure job, there is nothing more they should do. Similarly, managers who believe that change can be chaotic and employees might resist, hence this might jeopardize their position. So the question is, “how do we make individuals change their mindset, readily accept change and innovation, and move away from their comfort zone and their routines?” I’ll share my personal views in the end.

Continue reading