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.

Transcript

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   MFBSOJOH 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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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
8. https://tinyurl.com/jmlearningtalk | @jmmastey “If we could pause our current projects and deadlines for a few weeks…” – Someone like me
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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    MJLF high resistance to taking time away from shipping ad-hoc learning onboarding by oral tradition few folks driving learning
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    BQQSPBDI think opportunistically focus on fast returns for low investment improve people at their primary roles
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    XPSLFE attend meetups open book policy new hire buddies
 
 
 
 cross-team code reviews lunch workshops watch talks as a group
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     Expand to Others
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    BQQSPBDI start using longer payoff opportunities start cross-training leverage internal experts seed good role models mentor the mentors
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    XPSLFE host / speak at meetups internal workshops attend conferences dedicated onboarding
 
 weekly tech talks new hires as buddies ✤ open source participation
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    EBOHFST key personnel leaving perception of “spending too much time” mentor burnout
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    MJLF learning is becoming boringly normal momentum and reputation sustain efforts dedicated learning for all engineers
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    BQQSPBDI 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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    XPSLFE 20% time / exploration apprenticeships three-part onboarding
 
 
 
 learning as a job requirement teaching as a job requirement
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    EBOHFST 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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    SFBEJOH 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