People get trained… but are no longer learning❗😮
- ACT4 TALENTS
- Jun 5, 2024
- 2 min read
This powerful opening line was shared by Soufyane Frimousse, a learnability expert, during a meeting held on May 27, 2024, bringing together researcher-practitioners and managers from companies and organisations.
✨ After nine months of collaboration on the topic of learning organizations, ACT4 TALENTS and Universiy Paris Dauphine–PSL hosted a joint event on the Challenges and Future of Learning. One key message stood out:
🔀 A paradigm shift: learners must regain agency 🔀
We are moving toward a new model where the learner becomes an active driver of their own development. Traditional training alone is no longer enough.
“I take ownership of my learning.”
What makes a learning experience truly “learning”?
➡ A learning mindset: curiosity, openness, the willingness to learn and unlearn. Trying, making mistakes, learning again. Taking a step back to reflect, grow, and help others grow.
➡ Peer learning in action: experts, managers and researchers shared not only knowledge and expertise, but also real-world know-how and ways of acting, through talks, testimonials, cross-perspectives and open discussions.
🎯 KEY TAKEAWAY:
We are facing a real learning crisis: lack of time, reduced ability to learn, insufficient psychological safety to try new approaches, and sometimes a lack of awareness that skills and capabilities must continuously evolve.
🗝A few keys to move forward:
➡ Create the conditions for people to act (and act well) and clarify the “why” that gives meaning and motivation.
➡Learning by doing is much bigger than training : There are nine learning situations at work. Training is only one of them: formal, intentional, and conscious (and not always!). The real challenge is to make the other eight learning situations visible, supported, and anchored in daily work. (More on this in a future article 😉)
➡A learning organization is a complex system : It mobilises a wide range of human capabilities and grows through learning practices. It is influenced by internal and external factors, both known and unknown.
This system can be understood through recurring feedback loops, such as:
Cultivating personal growth
Capturing and sharing knowledge
Learning from managers’ experience
Helping people develop
Creating, innovating, experimenting
Strengthening connection and collective cohesion
When these loops become strong, they reinforce one another and can even help regulate negative dynamics.
Everyone has a role to play
In a learning organization, everyone can contribute: through internal communities of managers, facilitators, peer trainers and learning ambassadors. A learning mindset accelerates innovation and strengthens performance.
From learning to performance
Moving from a “learning zone” to a “performance zone” starts with a shared mindset, embodied at every level of the organisation, supported by governance that is both consistent and exemplary.
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