{"id":62127,"date":"2023-08-02T17:27:09","date_gmt":"2023-08-02T17:27:09","guid":{"rendered":"https:\/\/explore.local\/2023\/08\/02\/get-wild-a-framework-for-natural-people-centric-learning\/"},"modified":"2025-04-04T20:13:14","modified_gmt":"2025-04-04T20:13:14","slug":"get-wild-a-framework-for-natural-people-centric-learning","status":"publish","type":"post","link":"https:\/\/degreed.com\/experience\/blog\/get-wild-a-framework-for-natural-people-centric-learning\/","title":{"rendered":"Get Wild: A Framework for Natural, People-Centric Learning<\/strong>"},"content":{"rendered":"\n

If your endgame is to change the way people learn, designing your solution with your employees at the center of your strategy is critical. It\u2019s certainly much easier to develop your solution within the confines and expertise of a learning team, but that\u2019s a recipe for your new learning initiative to remain on the shelf, unused. And it\u2019s far less rewarding.<\/p>\n\n\n\n

Instead, it\u2019s imperative to investigate the way things are \u2014 exploring the needs, goals, aspirations and perspectives of all your people<\/em> \u2014 out in the wild, beyond the four walls of your L&D department.<\/p>\n\n\n\n

From there, you can develop people-centered strategies that proactively guide your people to new ways of learning. <\/p>\n\n\n\n

Let\u2019s look at how you can gain a global understanding of the way things currently are at your company. It\u2019s actionable, and it\u2019ll provide you with a framework you can use to put natural, people-centric learning into practice.<\/p>\n\n\n\n

Understanding your people drives engagement.<\/strong><\/h2>\n\n\n\n

L&D pros often share a common vision \u2014 that employees can meet their learning needs, access all their learning content from one place, and connect with experts inside your business who can support their professional growth.<\/p>\n\n\n\n

Let\u2019s say you\u2019re considering implementing a learning experience platform (LXP), because people have made it clear they want a more modern and speedy way to learn.<\/p>\n\n\n\n

Before you even begin to design your solution, you must first understand how your workforce learns and what those learning experiences look like. What do people want from their learning experience? What makes them dissatisfied? What do people value in your current solution?\u00a0<\/p>\n\n\n\n

\"\"<\/a><\/figure>\n\n\n\n

From there you can design your solution to support specific, real-life objectives. Now, you might have some objections to this approach: \u201cWe\u2019ve already chosen our solution, and we\u2019re ready to implement it\u201d or \u201cWe\u2019ve already implemented a solution, and we need to drive adoption.\u201d<\/p>\n\n\n\n

Spending time understanding how your workforce currently learns \u2014 no matter what stage you\u2019re at \u2014 is critical. Gaining this understanding will help you engage the right people so you can:<\/p>\n\n\n\n

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  1. Implement your solution successfully<\/li>\n\n\n\n
  2. Know how to continually<\/em> evolve in your strategy<\/li>\n\n\n\n
  3. Clearly and convincingly articulate the benefits of your new learning solution to stakeholders from the C-suite on down.<\/li>\n<\/ol>\n\n\n\n
    \"\"<\/figure>\n\n\n\n

    An example is the common complaint made by employees at many companies today, who feel they \u201cdon\u2019t have the time to learn.\u201d<\/p>\n\n\n\n

    Amritha Murali, Head of Learning and Development for Group Functions at the London-based multinational mining company Anglo American, found this very much to be true when trying to promote learning opportunities to her businesses. Murali believes people don\u2019t \u201cfind time\u201d to figure out how to solve a pressing problem; they do it to meet a need or address a new priority. <\/p>\n\n\n\n

    Murali also believes people learn for themselves and their own careers, not to tick a box.<\/p>\n\n\n\n

    But Murali dug deeper and made some interesting discoveries:<\/p>\n\n\n\n