learning organization

Use Internal Knowledge to Become a Learning Organization

learning organization

The ability to learn from the past and adapt one’s behavior accordingly is the key to biological evolution. Why, then, should this not be the case for organizations as well?

In order to achieve this within a company, you must rely on the experts you already have internally, and offer them a platform to share their knowledge. 

Download free eBook now: Embracing the Learning Organization

Your company is a gold mine – learn how to take advantage of it!

Most companies have years or even decades of practical experience. In each team, there is a good chance that informal knowledge has developed over time on how best to carry out a particular activity. This heritage is key: it is what makes the organization’s wealth and capital. 

To become a Learning Organization, the first step is to capitalize on this existing knowledge. How? Set up a real knowledge transfer process, intergenerational, operational and concrete, where internal experts can share their knowledge with the rest of the organization.

Because in every company, there are experts and , visionaries, who dream of having an impact on the organization – but often do not have the means to do so. The challenge is to finally offer them a stage, a space where they can begin to transform the company on a daily basis. 

Decentralize course creation by relying on your internal experts

The key here is to rely on your internal experts to build your training strategy, instead of solely buying expensive external off-the-shelf-courses that are not specific to your organization, and consequently struggle to generate engagement.

Read more: 4 Steps to Becoming a Learning Organizational Model

The first step is simply to identify these leaders internally and give them the tools to document and share their knowledge. 

This is the mission of the Learning Engagement Platform: to enable experts to quickly and simply create engaging courses that they can share with the rest of the organization.

The LEP was designed to complement the LMS which very rarely offers a real role to experts and trainers, leading to frustration. With 360Learning, this is a thing of the past. 

Enable your in-house experts & trainers to quickly create and deliver engaging courses

360Learning includes a powerful authoring tool that is easy to use. This is what will allow your experts to create a course in a few minutes, ready to distribute to the rest of the organization immediately.

What impact does this have on your business?

  • Immediate onboarding: while the authoring tools of traditional LMS (if offered at all) require months of training to be used, 360Learning allows you to start creating your first course in a few minutes – without any technical prerequisites required. All it takes is an internet connection to get started!
  • Collaboration: your experts can work together to co-create courses. Imagine the power of a collaboration between a trainer and a business expert with ten years of experience! 360Learning finally allows you to materialize the HR / business partnership – directly in the learning platform. 
  • Openness: your experts can use the most popular web formats (from Thinglink to Prezzi, for example) to customize their courses easily. Think Instagram: like a photo filter, 360Learning makes it possible to create, embellish, and make any type of knowledge much more engaging in a few minutes. 
  • Sharing: the course is over? Two clicks are enough to share it with your team, your department, your business unit, or even the rest of the organization. 
  • Tracking: 360Learning’s social features allow experts to become true community trainers, tracking the progress of their learners and interacting with them at any time. 

Save time, energy… and money

For L&D teams, the benefits are immediate. Reduced time-to-train, in-house development of experts and talents, and monetary savings since the training strategy is no longer solely based on off-the-shelf training purchase, or training produced by third party agencies.

Other advantages? The creation of business universities has never been faster. L&D teams can now use the courses created internally to organize all the company’s digital training within the university. Internal processes, product training, software training, productivity… In a few months, the number of courses available explodes.

Read more: From Trainer to the Learning Organization: the Future of Corporate Learning

Becoming a Learning Organization: When L&D (re)becomes the auxiliary of business

At the organizational level, the impact of the decentralization of course creation is substantial, particularly because it helps bring together two worlds that have long been distant: business and L&D departments.

Focusing your training strategy on content directly related to business, instead of generic courses purchased from catalogs, helps reduce the gap. 

Meanwhile,  the scenes, a new relationship with knowledge is rising internally: more operational, more concrete, which lays the foundations for a new culture of innovation.