Our New Learning Journey 6

Our New Learning Journey

George Barnes 23rd November 2021

The field of organisational learning is unique in the sense that it is very unlikely we will ever reach an end point or a halt in development and rethinking. Rather, it is a fluid concept continuously reshaping and moulding to suit individuals as well as groups of learners. The scope for change and development through organisational learning is never ending, as long as it remains impactful, engaging and continues to add value to an organisation. Here at Roffey Park Institute we have dedicated the last 75 years to achieving lead status at the forefront of dialogic and group learning approaches. Knowing full well the need to innovate and develop in the forever changing world of work around us, we have developed a new learning journey dedicated to our participants having a real and sustained impact in their organisations.

The Four Stages of the Journey

Our new learning journey is made up of four distinct stages, some which run simultaneously, but all of equal importance:

  • Engage – Deliver impact and realise potential by engaging your stakeholders

The first stage is ‘Engage’ and this phase begins with the participant understanding what areas they need to focus on in terms of their own behaviour and thinking, what changes are necessary? We ask participants to engage with the stakeholders around them to deepen their ideas for their development. These stakeholders will work with the participant across the programme as supporters and champions of their development. We have created and Engagement Plan Tool that forms part of your pre-programme work and we will help you to continue to refine your Engagement Plan at every phase of your journey.

Our Engagement Planner works in three ways:

  1. Helps you to ask others about the strengths, gaps, and the impact you could be having in your role. This enables you to prioritise what behaviours to focus on throughout the programme.
  2. Provides a mechanism for you to share your experiences during your behaviour change and enables stakeholders to provide support and encouragement.
  3. Provides a framework for you to gather feedback on your learning application, providing you with meaningful data on your organisational impact.

Participants will learn through experiential exercises. These are designed to optimise deep learning, maximise communication, challenge thinking and behaviour and create space for reflection and refining of the Engagement Plan.

  • Workplace Practice Development – Realise difference in your behaviours and contribution to your organisation as you apply your learning

The next stage is where participants go back into work and practice new behaviours. Change is not always easy, or smooth, so the value of having engaged stakeholders means the participants have somebody to talk to in terms of their practice and development. Behaviour change takes time, practice and feedback which is why we give participants between a one/two-month window before the start of the next phase.

  • Connect and Reflect – Reconnect and reflect to evolve your development and refine the next phase of your journey

Participants are invited to reconnect back with the Roffey Park Team and their programme peers. Participants will discuss their development journey, their behaviour change and the types of blocks or barriers they have come up against. We know working with peers is a very powerful way of enhancing and embedding learning and so we designed peer interaction to enable participants to acquire fresh perspectives, meaningful reflection and support to refocus. Participants will progress into the next phase with forward focus outlooks, new insights, and new energy. The connect and reflect phase ends with the refinement of your Engagement Plan for the final phase of the journey, back in the workplace where learning and new behaviours are applied.

  • Change and grow – Create sustainable change in your organisation by applying new behaviours and thinking

The final phase is all about embedding your learning into your context, to create the sustainable behavioural change needed to have maximum impact on the people around you. Roffey Park stays on that journey with participants as we work with stakeholders for one month, three months, and six months after the programme officially ends. This is important as it allows Roffey Park to maintain and keep feedback for participants. The trickiest part of behaviour change is when the support of a programmer is taken away and so we stay there with you through that journey.

Our New Learning Journey 3

How Does This Approach Benefit You and Your Organisation?

This is an active, engaging learning journey for participants. Beginning the journey with a deep understanding of how you can optimise the value you can bring to your organisation is important. Through our programmes, participants can; extend their network which, in this ever-increasing global world, reaps reward for managers and leaders, understand the power of building relationships within and across organisations, and understand the power of meaningful conversations in yielding business results day-to-day.

Importance to the World of Work

The world of work has changed. We are seeing changes in terms of value, what people value in the workplace and from their peers as well. For participants coming on these programmes, it is about helping them to think about and work through change and disruption. The programme is helping to create a readiness in terms of participants for the next step that they have to take, or the next role that they have to take, or the next challenge that they face. It just so happens that the pandemic was extensive, but change and disruption is constant in organisations, so this is why this journey is very timely in terms of its approach. Environment, sustainability and governance will be a factor that will drive a lot of decisions in organisations and this will require people to think and act in different ways.

We know that people can support others through their development and we know that practicing feedback and reflection means that these activities are going to lead to much better and much deeper behaviour change and sustained behaviour change. The best way to do this is through practice.