16 May 2017
At HRbuilders we are committed to connecting great HR people, providing you with valuable curated content and helping you as an HR professional to stay ahead of the curve. It is also our mission to shake things up in the sector of Human Resources and to look into the new ways of working in game changing companies in Belgium and abroad.
In this week’s edition of #ConnectWithContent, we are building the new world of career and learning, which is also the topic of our upcoming event for our freelance HR community.
Our careers and ways of learning are changing at dazzling speed. Flexibility, innovation, and transformation are key, with new learning methods popping such as the LEGO SERIOUS PLAY methodology. Employees participate in workshops and use Lego bricks to assemble models that reflect their ideas. The method is designed to stimulate imagination and creative thinking.
Interested in some tips to safeguard your career? Eager to learn more about LEGO SERIOUS PLAY? Read on then! Enjoy this week!
How to build a long-lasting career in the new world of work
"Staying employed is very much like running a business"
You need to think of yourself as the CEO of your own start-up company: Brand you and continuously market, network and strategically position yourself, just as a business does. To ensure you’re ready for the many inevitable shifts and moves your career is likely to make over your work life, adopt a start-up mentality, whether or not you’re currently facing a job search.
We give you three tips to survive and thrive:
# 1 Personal branding
Branding yourself and convincingly communicating your strengths and skills are key to differentiate yourself on the job market. Be sure to invest in spreading your personal brand via Social Media and remain true to yourself and your brand.
# 2 Networking
Quite obviously, just being there is not enough. You need to keep your networks, both online and offline, alive, as a static network will inevitably wither and die down.
Networking is a crucial part of your career!
Connect directly with the right people in the field, not only key hiring decision-makers or recruiters from your sector, also professionals and influencers who might help you land jobs you would never have heard of otherwise.
# 3 Keep on learning
The world is changing and you need to keep up the pace. So, continue to broaden your horizons, learn new skills, and stay up-to-date.
For more tips and tricks, read the full article here
Building the future of learning
On-the-job learning is more important for workers’ human capital development than formal training
Learning is also evolving towards more innovation and increased flexibility. Rapidly changing skill demands and rising mandatory retirement ages make informal learning more important for workers’ employability throughout their work life. Policies tend to emphasize education and formal training, and most companies do not have strategies to optimize the gains from informal learning at work.
Informal education has become key and should be promoted and encouraged in organizations. To do this successfully, here are three things to keep in mind:
- Information online has to be relevant and easy to find, allowing employees to work and learn together
- Design thinking: focus on what employees want to learn and need for their job
- Integrate informal learning in the employee experience: managers need to coach others, and experimentation has to be encouraged
Making sure the company’s culture boosts this style of learning will be beneficial for both the employees and the company itself.
The employees acquire new skills, while the company obtains a working force that is better educated, and as a result will be more competitive in the market.
Read on about the future of learning in this article on the importance of informal learning at work or in this good read from clomedia
Now let’s get serious and talk about play
Experimentation should also happen in the ways you teach new skills. An example is LEGO SERIOUS PLAY, in which Lego mini-figures and bricks are used to stimulate imagination and creative thinking. This methodology triggers various parts of the brain and incorporates visual, auditory, and kinaesthetic learning, increasing its effectiveness. Numerous companies have already taken advantage of this new method. Employees can participate in workshops that are organised and lead by facilitators.
“You can learn more about a person in an hour of play than you can from a lifetime of conversation" (Plato)
So what does such a workshop look like exactly?
- The facilitator poses a challenge or concrete question to the participants. They then use the bricks at their disposal to build a construction that represents their answer to that question.
- After finishing their model, every participant shares it with the facilitator and the other participants to explain their answer and how it is reflected by what they built. The others can then discuss the model further.
- The various points of view that pop up throughout the discussion will then be merged in a final solution.
Other than the original idea and the fun activity of using Lego bricks to build, LEGO SERIOUS PLAY has several other advantages that explain its popularity:
- Its methodology guarantees that everyone can participate equally, whether you’re creative or not, an extrovert or an introvert. The inclusion of visual, auditory, and kinaesthetic learning methods means that it will be easy for everyone to learn, regardless of their personal preference for one of the three.
- It’s a good model to discuss complex dossiers, when there’s a lot of different things to consider and there’s no real right or wrong answer. As everyone builds his own model and expresses his own point of view, there are a lot of perspectives that can help move towards a final solution.
- The inclusion of everyone in the discussion makes that the final solution will be accepted more easily by everyone, even if someone doesn’t fully agree with it.
Have a great week!
HRbuilders - established in 2008 with HQ in Belgium - is active in HR Interim Management/ HR Consultancy assignments in Europe. Our niche as a matchmaker is 1. HR (only) 2. temporary (only) and 3. freelancers (only). No headhunting, no other HR services, we focus on what we are great at! We offer our clients peace of mind where-ever they might need a temporary HR support. On average our assignments are 1 year or longer.
More about HRbuilders: www.hrbuilders.eu