Stimulating Workplaces: Creating a Learning Culture
Three things you might want to know about your talent, in creating a sustainable learning culture in your organization.
- Your talent needs to understand why it needs to learn.
Awareness and acceptance are the beginning of successful learning initiatives. Learner involvement is found to be maximum when learners are aware of their current skills and capabilities and accept that they need to improve these skills and capabilities to perform better. Some of the biggest talent development blunders occur as a result of forcing your talent to learn before they perceive a need for it.
This is where a diagnostic approach to creating a learning culture starts playing an important role. At Pearson TalentLens, we use scientific and automated assessments to help your employees understand their strengths and weaknesses on skills and competencies that are crucial for your business.
Your talent needs to understand why it needs to learn.
Pearson English One, our award-winning enterprise solution for Business English skills, is a digital platform that enables your talent to communicate, collaborate
and operate in the world’s common language- Business English.
Pearson English One has an inbuilt placement test that helps your talent understand the level where one needs to start using this learning platform, to learn Business English.
Critical Thinking University (CTU) is our online learning platform that
enables your talent to improve their critical thinking – a fundamental skill identified for the twenty-first century workforce. Research has linked critical thinking to workplace competencies such as decision-making, problem-solving, planning and organizing. In order for your talent to benefit optimally from CTU, a diagnostic approach is used by Pearson TalentLens.
Our assessment, Watson-Glaser Critical Thinking Appraisal (W-GCTA) identifies areas of strengths and weaknesses in critical thinking foryour talent. This assessment helps your talent focus, within CTU, on those of critical thinking where they need to improve.
- Your talent is driven to learn by intrinsic motivation.
We understand that making your talent sign-up for a learning solution is one thing, but making your talent to complete such initiatives is a different matter. While your talent may respond to extrinsic motivators, the more potent motivators to learn are intrinsic, such as the need for self-esteem, power, and achievement. This is why any learning
activity should clearly show where the learner would benefit in his or her job. Our high-quality learning solutions are built around the concept of nourishing those intrinsic motivators. Learning feeds on itself and incentivizes learners to become more proficient in what they’re doing.
With Pearson English One, we help your talent with an innovative approach based on best-in-class gamification techniques and behavioral science called RPM (Rewards, Progress and Measurement). With RPM, Pearson English One delivers the only Business English competency-based learning experience that incorporates
gamification to drive engagement and motivation – and generate measurable performance gains in the workplace. Key elements of gamification (such as points, badges and newsfeed) are embedded into the learning environment, allowing learners to more readily feel success. It breaks down Business English learning into small tasks. Your talent is able to better track performance by working toward specific and meaningful goals – related to language skills, business competencies and essential on-boarding activities – and is empowered to share individual progress in a fun and rewarding way.
Benefits of deeper engagement with learning:
- Higher product adoption and deeper product engagement, for the learning solution
- Transparency for the learner’s activities and progress, as well as that of his/her peers
- Social Recognition – The option to share ranks and statuses in internal and external platforms, triggering friendly competition
- Your talent’s learning needs are pragmatic and tied to workplace challenges
The life experience of your pool of talent provides a broad base on which to attach new ideas and skills.
The more explicit these relationships, between the old and the new, through discussion and reflection, the deeper and more permanent the learning will be. If the workplace challenges your talent faces are not addressed in training, your talent will not connect with this learning and benefit from it.
Pearson English One solutions integrate the 70:20:10 framework into their offering. 70% of learning comes through experiential, on-the-job learning; informal or social learning makes up another 20%; and formal structured learning comprises only 10% of how your talent best acquires new knowledge. When you partner with us, you’ll maximize your Business English investment by aligning the solution you offer your employees with the way your employees actually learn.
Critical Thinking University, our powerful online learning platform, gives your talent a learning framework to apply critical thinking skills to daily work challenges. As participants track their progress through each level, they gain an increasing ability to think critically – and to use that skill in their day-to-day jobs. They become better thinkers in any situation that requires analysis and sound conclusions.