Further training is still very well planned in most companies. The department sets goals, in order to achieve which the employee has to learn certain things. Unfortunately, learning only for the purpose of achieving goals has little effect. The theory must also be put into practice.
Instead of looking at the training like a classic waterfall model, the agile method assumes a cycle. Learning cannot always be planned - projects, customers and day-to-day business are usually brought forward. Agile companies understand how to constantly motivate employees to further their education and improve themselves. The manager acts as a trainer or coach and constantly monitors the learning progress. Agile learning also has another great advantage: the ongoing evaluation allows you to react particularly quickly to changes.
The success of agile learning depends on a few factors:
- process steps
- plan: long planning is a waste of time, short-term approaches are more efficient
- do: the further training must be carried out by the employee himself
- evaluate: after a cycle, what has been learned and what next steps are required are evaluated
- effective level
- logical level: how something basically works
- emotional level: the situation can be improved
- practical level: active action brings change
- stakeholders
- Employees: they conduct active further training
- Company: enables further training in the company (time + budget)
- Trainer: supports the employee in the learning process
For many companies, the further training and learning process of their employees is still of secondary importance. Let experts support you in training and further education and offer your employees the opportunity to optimally develop in their specialist area.
