Every organization today is faced with enormous challenges regarding work. The dynamics of ‘Who does the work?’, ‘How is the work done?’ and ‘Where and when is the work done?’ are crucial questions. All this is a result of societal changes such as an aging population, digitalization, climate change, migration, and more. It is a race against time for organizations to remain relevant in the near future.
One of the biggest hurdles on this path is upskilling and reskilling the workforce. According to Agoria’s ‘Be The Change’ study, 90% of the Belgian workforce needs to upskill, particularly in the area of digital skills. In addition, 6% face the challenge of reskilling due to the disappearance of their former jobs. The looming skills shortage could even lead to 584,000 unfilled vacancies if urgent measures are not taken by the government, education, and organizations.
An additional hurdle is the lack of interest in learning among many working Belgians. According to SDWorx, no less than 46% of the workforce did not participate in any form of training in 2022. Lack of time (40%) and a lack of desire or need (34%) for training were cited as the main reasons. It is clear that the current way of learning must evolve to meet these challenges.
A double challenge
We are therefore facing a double challenge: on the one hand, we must increase the speed at which we develop new competencies, while on the other, we must rethink our traditional way of learning. Traditional learning, with all participants in one classroom and a trainer at the front, is no longer sufficient in the rapidly evolving work environment. Yet, this is still a common occurrence. To remain relevant as an organization, we must optimize the employee learning process at various levels, including timing, engagement, alignment with business needs, and the right mix of learning and work experience.
The solution lies in going back to the basics of how we learned as children: through social interaction. Social Learning, based on the idea of learning through curiosity, observation, imitation, and interaction, is a powerful learning method. This is how we not only learned to ride a bike but also discovered new music and clothing styles as teenagers, or even learned to play the guitar. But as we grew older, we did this less and less, because it was not encouraged at school or at work.
Social Learning Communities: the key to optimization
Social Learning Communities, where people learn from, with, and through each other, are the key to optimizing the learning process. In these communities, individuals learn together, sharing common interests or goals. This model has scientifically proven benefits at individual, organizational, and societal levels.
At the individual level, it leads to new skills, knowledge sharing, and network development in the short term, and to higher motivation and a desire to learn in the long term. Organizations reap the benefits in the form of more employable employees, innovation, and co-creation. At the societal level, it contributes to solutions for societal challenges and social innovation.
Building a powerful Social Learning Community requires careful consideration of elements such as connection between members, common goals, a safe learning environment, active engagement, strong content from mentors and experts, and the translation of learned material into daily practice.
An indispensable element that contributes to the success of a social learning community is the ability to learn ‘in the flow of life’, where participants learn when they want, where they want, and how they want. Preferably with content that triggers, engages, and is fun and enjoyable. Setting a clear goal and choosing the right tool are essential here.
UQ Learn: The tool for Social Learning Communities
UQ Learn is an example of a tool that is excellently suited for building Social Learning Communities. It encourages a common goal, such as increasing digital skills within the organization. This tool supports valuable content in microlearnings and interactive video, created by mentors and experts, tailored to the participant.
The interactive wall, similar to social media, encourages active engagement with posts, likes, shares, and comments. Gamification adds an extra dimension, making learning not only educational but also enjoyable. Organizing events such as an Easter or Christmas Quiz makes the learning process engaging and rewarding.
A Social Learning Community can only continue to exist with active engagement, the encouragement of peer support, and the continuous delivery of valuable content. Measuring and adjusting the learning process ensures that the community evolves and aligns with the needs of the participants.
In a continuous process of participation, support, and innovation, these communities play a crucial role in bridging the gap between current skills and future requirements. Change is inevitable, but with Social Learning Communities, we learn together and grow together. A much better feeling than struggling with boring material, right?
