Anton Guinea
Entrepreneur, Speaker, bestselling author, and founder of The Guinea Group of Companies. For over 15 years, Anton has helped leaders move their teams to become psychologically safe, physically safe and overall better versions of themselves.
Every day is a school day. You learn something new every day. Life is about continuous learning. Name your cliché. Consistent and adaptive learning is a lifelong process. But it is a process that is not well understood …
The majority of people learn by default. They rely on the 70-20-10 learning model, which states that 70% of learning is done in the form of on the job training (or attendance learning). The 20% refers to coaching and mentoring (from your leader generally) and the 10% refers to formal training and coaching.
Nimble learners rely on the 70% but lean into it with more purpose and with a vigour that is passive, it is active learning. It is learning that is done outside of the comfort zone.
Nimble learning is the art of quickly (and willingly and actively) acquiring new skills, adapting to change, and applying knowledge effectively in evolving situations. In a contemporary world that is characterised by technological disruption and unpredictable market and industry shifts, organisations (and their staff) must prioritise nimble learning to stay competitive and resilient.
But nimble learning takes effort. It takes drive. It takes purpose – not just attendance.
Nimble learning incorporates the ability to adapt and innovate. To be urgent. To be efficient. The ability to adapt and innovate is paramount for success. As leaders, it is our responsibility to cultivate environments that embrace nimble learning and agile thinking.
Strategies to Encourage Nimble Learning
Lead by Example: Demonstrate a growth mindset and a willingness to embrace change. Encourage your team to experiment, learn from failures, and iterate quickly.
Create a Learning Culture: Foster an environment where curiosity is celebrated, and continuous improvement is the norm. Encourage peer-to-peer knowledge sharing and provide resources for ongoing development.
Empower Ownership: Encourage autonomy and ownership over learning journeys. Support employees in setting learning goals aligned with their interests and career aspirations.
Embrace Technology: Leverage digital tools and platforms to facilitate remote learning, virtual collaboration, and access to online courses. Emphasise the importance of staying updated with industry trends and innovations.
Reward and Recognise Learning: Acknowledge and celebrate achievements in learning and development. Incorporate learning outcomes into performance evaluations to reinforce the value of continuous improvement.
Case Studies in Nimble Learning
Let’s draw inspiration from companies that have excelled in fostering nimble learning:
Google: Encourages employees to spend 20% of their time on side projects, fostering innovation and learning.
Salesforce: Provides Trailhead, an interactive learning platform, empowering employees to develop new skills and earn certifications.
Netflix: Promotes a culture of freedom and responsibility, encouraging employees to take calculated risks and learn from experimentation.
Looking Ahead
As we navigate the complexities of a rapidly changing world, leaders who prioritise nimble learning will not only survive but thrive. By fostering a culture of continuous learning and adaptation, we equip our teams with the skills and mindset needed to seize opportunities and overcome challenges.
Let’s continue this conversation in the comments.
How do you promote nimble learning within your organisation? What strategies have been most effective for you?
Here’s to embracing change and learning together!
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