Learning at Work Week in May is the biggest employer-led festival of workplace learning. It is all about reminding people of the fun of learning and to celebrate all the different ways we can acquire knowledge and grow as individuals. It’s a great opportunity for Learning and Development or HR teams to remind colleagues what’s available in-house as well as helping create a culture of learning.
This year’s theme is around ‘Shaping the Future’ which opens up a host of interesting themed discussions on the future for your particular organisation. The three strands, Future Open, Future Ready, and Future Active are all fun themes that can spark a whole host of innovative ways to promote learning. Throughout May we’ll be addressing each of these themes via our people development blog.
There’s a whole host of ideas as well as promotional resources available on the Learning at Work week website.
I’ve added a few of my own ideas below:
Invite employees to share their hobbies and interests by hosting lunch and learn sessions. These don’t have to be work-related, instead focusing on outside work interests. I’ve seen presentations on making a hanging basket to how to master Twitter and Instagram. Anything that gets people together, talking and making connections is the aim here. Those that take part benefit from a confidence boost and some presentation skills practice.
Get leaders to share their top learning tips through a series of blogs. I once posted a Q and A with a well-respected senior leader on their learning tips which was a great read and revealed they were a big fan of the Harvard Business Review to help them keep up to date with best leadership practice.
Run some mini learning events to encourage skill development e.g. half-day workshops on career development or presentation skills. These can run through the whole month with a focus on personal learning and development.
These could be backed up with the offer of mini-coaching sessions. Often people are unsure about using coaching to talk through their career plans or personal goals, so a 20-minute mini-session may help introduce the idea of coaching as a legitimate learning and development tool.
A themed approach is best for maximum impact and treating it like a campaign rather than a series of unconnected events. Aligning with current strategic needs can help set the direction. There are some great case studies on the Learning at Work week website to help give you inspiration.