“In the global economy, producing knowledge and learning are viewed as means for organizational success.” (Tikkamäki, K.2006).

The rapidly changing or evolving world and global markets have made sure that everyone is on their toes when it comes to education and learning also in the field of business. Another phenomenon tightly related to this time are the feelings of meaningfulness regarding work. In this text, I refer to the term as something that connects an individual’s values to the task at hand and helps employees and professionals feel like the task is worthwhile doing for the sake of the persons themselves, but also the organization and the society at large. Individuals need to see the purpose of what they do to become and stay motivated, and committed.  

In this blog, I explore the relation of meaningfulness and learning through three aspects, participation, collaboration, and continuity. As a disclaimer, I state that meaningful learning is reached through participating individuals in designing learning initiatives, supporting collaborative information sharing, and knowledge construction through continuous practice and refinement. The meaningfulness of learning is the key driver for competence development and the capability of organizations to renew themselves and thrive across time.   

  

Participation  

Commitment is created by participating learners, or let us say, employees, in designing what kind of training they need or might benefit from in regards to their work and with the changing world. Because, to be honest, it is truly the ones involved with the everyday practices and tasks that are the best to identify the challenges and problems involved in their work to which then management can offer appropriate support mechanisms such as training, together with relevant partners. To foster the feelings of autonomy, purpose, and meaningfulness, key aspects for motivation, let your employees take part in selecting what training is best for them and help them self-evaluate what they need as individuals and as teams.  

  

Collaborative learning  

Collaborative information sharing over case studies or events, or pieces of new information or transformation, is the key to bring out tacit knowledge. The more practical the work, the more tacit or hidden knowledge is accumulated through a person’s working years regarding how to best handle certain situations, for example. Individual employees easily become invaluable, even irreplaceable, and are in a key role in redefining company practices. In online learning, learning content itself can work as contextual assignments to bring out hidden knowledge and provide a platform to construct new knowledge, ideas, and innovations.   

  

Continuous learning   

Since the world, businesses, and jobs change, something learned 20 or even just a few years ago most likely is not viable anymore. So as a leader of today and tomorrow, be sure to offer your employees and yourself continuous learning opportunities for updating competence, to reskill, to reward yourself and your staff, to help your staff stay competitive on the job market. Also, be sensitive towards the information you get from your employees regarding the future scenarios of your organization and the needs for further education.  


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About the Author

Solja Sulkunen works as Head of Customer Experience in Claned Group creating the best possible learning experience for all Claned users. She ensures everyday fast and easy deployment of the platform for our new users.