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Building a Self-Sustaining Culture of Learning v2

Building a Self-Sustaining Culture of Learning v2

In an industry that changes technologies so often, learning is a matter of survival. Not only that, but research shows that it increases retention and engagement in employees. Yet, most companies leave employees to train and learn after work and in the margins. Let’s take a look at how you -- as a regular employee -- can help build a culture that encourages and rewards learning, even when time and money are tight. You’ll walk away equipped to start building momentum at any level in your organization towards constant learning and improvement.

Joseph Mastey

August 20, 2016
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  1. https://tinyurl.com/jmlearningtalk | @jmmastey
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  2. https://tinyurl.com/jmlearningtalk | @jmmastey
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  3. https://tinyurl.com/jmlearningtalk | @jmmastey Kate Heddleston

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  4. https://tinyurl.com/jmlearningtalk | @jmmastey

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    scale better by reducing team debt
    attract and retain amazing people
    bring in fresh ideas
    reduce waste
    allow “repotting” and cross-training

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  6. https://tinyurl.com/jmlearningtalk | @jmmastey
    FYDVTFTBCPVOE

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  7. https://tinyurl.com/jmlearningtalk | @jmmastey
    “We really just need the CTO and the
    CEO to make this a priority.”
    – Me, a long time ago

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  8. https://tinyurl.com/jmlearningtalk | @jmmastey
    “If we could pause our current projects
    and deadlines for a few weeks…”
    – Someone like me

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  9. https://tinyurl.com/jmlearningtalk | @jmmastey
    – Some manager of mine
    “We’re dedicated to investing in our
    people, but we’re in a crunch right now.”

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  10. https://tinyurl.com/jmlearningtalk | @jmmastey

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  14. https://tinyurl.com/jmlearningtalk | @jmmastey
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  15. https://tinyurl.com/jmlearningtalk | @jmmastey
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    Guerrilla Learning

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  16. https://tinyurl.com/jmlearningtalk | @jmmastey
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    high resistance to taking time away from shipping
    ad-hoc learning
    onboarding by oral tradition
    few folks driving learning

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  17. https://tinyurl.com/jmlearningtalk | @jmmastey
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    think opportunistically
    focus on fast returns for low investment
    improve people at their primary roles

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  18. https://tinyurl.com/jmlearningtalk | @jmmastey
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    attend meetups
    open book policy
    new hire buddies




    cross-team code reviews
    lunch workshops
    watch talks as a group

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  19. https://tinyurl.com/jmlearningtalk | @jmmastey
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    low credibility
    people latch onto failed attempts
    overcoming inertia
    fear of looking dumb

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  22. https://tinyurl.com/jmlearningtalk | @jmmastey
    1IBTF
    Expand to Others

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  23. https://tinyurl.com/jmlearningtalk | @jmmastey
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    new hires learn a bit, existing employees mostly ignored
    people want more, but aren’t empowered
    some teams learn as a group
    small, somewhat standardized onboarding
    a small core of folks drive learning

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  24. https://tinyurl.com/jmlearningtalk | @jmmastey
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    start using longer payoff opportunities
    start cross-training
    leverage internal experts
    seed good role models
    mentor the mentors

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  25. https://tinyurl.com/jmlearningtalk | @jmmastey
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    host / speak at meetups
    internal workshops
    attend conferences
    dedicated onboarding


    weekly tech talks
    new hires as buddies
    ✤ open source participation

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    key personnel leaving
    perception of “spending too much time”
    mentor burnout

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    1IBTF
    Make it Stick

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    learning is becoming boringly normal
    momentum and reputation sustain efforts
    dedicated learning for all engineers

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  31. https://tinyurl.com/jmlearningtalk | @jmmastey
    UIFBQQSPBDI
    make them forget that learning and teaching was ever
    not part of their job
    everyone in the department gets involved
    try riskier things without destroying momentum

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  32. https://tinyurl.com/jmlearningtalk | @jmmastey
    XIBUXPSLFE
    20% time / exploration
    apprenticeships
    three-part onboarding




    learning as a job
    requirement
    teaching as a job
    requirement

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  33. https://tinyurl.com/jmlearningtalk | @jmmastey
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    payoffs are hard to measure, but costs are visible
    nobody personally responsible
    losing the habit (deadlines again!)
    an active chaos of new ideas

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    Some images from https://www.flickr.com/photos/wocintechchat/albums
    https://www.kateheddleston.com/blog/onboarding-and-the-cost-of-team-debt
    http://leveluprails.com

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