No time to learn?

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You know that feeling? You know you have to start something, but you don't feel like it and you don't have the time. You put it off, you start doing other things that you like more, even if you don't have time for it. You feel guilty because you know that it certainly makes sense to start doing what you're procrastinating, because it gives you other benefits.

Well, that's kind of what happened to me when I wanted to write a blog about making time to learn. And not with that blog, no there was another job that I had to pick up and finish myself. But after all, writing is much more fun, specially when it comes to writing about something I can do something about in the back of my mind... Making up excuses not to make time for less fun things!

learning must

What if you know you have to learn. Does it work the same way? Or is it the idea that you have to concentrate heavily, shield yourself from the outside world. It's going to be a lot of work if you're going to learn. That you go out of your comfort zone because you're going to discover new things. Pfff.. and then it's just as nice to be around you with colleagues doing fun things. You don't want to miss that, do you?

'If employees can't find the time to learn, reduce the friction'
This is LinkedIn's answer to the challenge of getting people to learn. Based on research among more than 4000 professionals, they have found that the biggest obstacle to learning is a lack of time. They call organizing time the biggest challenge there is to get people to learn. They infer that it's so important from the fact that 94% of employees say they will stay with a company longer if the organization invests in their career development. But when asked why they don't learn, the answer is always that they don't have time.

Tips from LinkedIn

LinkedIn also provides tips for solving the 'reduce the friction' challenges they found. For example, solving the friction is possible by linking employees on platforms they already use for their messages to the needs for knowledge and professional aspirations. Sounds simple, so let's give that a try. In addition, it's of course also smart to let the employee learn in a short and powerful way (microlearning!).

Manager motivates

The second challenge that LinkedIn has identified in the report is "Increase manager involvement".

They base this challenge on the fact that 56% of employees in the survey say they would dedicate more time to learning if their manager suggested a course to them. This course must then lead to better performance at work.

Conclusion of LinkedIn

The Workplace Learning Report 2018 shows that learning and development are important for employees, managers and L&D in this day and age. Making time for learning is a major challenge. It can help the employee by tempting to learn during his usual work. This can simply be done by using platforms that the employee already uses. In addition, it helps the employee if his manager is actively involved in the development of the employee.

Article is finished

The article is almost finished. To be honest, it took me longer than I thought. Why? Because what I delayed made me feel guilty. I knew that completing that job would give me other benefits. I took up that job and completed it before this article was finished. And guess what? I now enjoy writing these last words even more.

Completing both cases gives you a good feeling. Enjoy the feeling!

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