Growth Hack your organizational learning

Over the past years we have seen Growth Hacking take the marketing industry by storm. Companies are replacing big budget branding campaigns and PR stunts with data-driven, innovative, and scalable customer acquisition. But marketing isn’t the only business function that is being replaced with a leaner iterative approach. What would happen if we took the Growth Hacking mindset and techniques and applied them to organizational learning?

Here are four Growth Hacks we plan on applying to our organizational learning:

  1. Stop focusing on teaching and start focusing on learning
    Take for example traditional LMS (Learning Management System). It focuses solely on what the organization wants to teach and completely neglects how the human brain analyses and processes information. Studies show that learning from this kind of one-sided communication is as low as 15%. So instead, focus on the learning experience. We learn best when we share, teach and learn from each other and when we apply what we’re learning in concrete situations and daily decision-making. Research indicates that using these kinds of techniques increases learning to a staggering 75-90%. So why not make learning collaborative?
  2. Engineer for virality instead of hoping for the best on a big budget
    Going viral isn’t an accident in marketing and neither should it be for your organization’s learning. It’s carefully engineered to make people want to spend their social capital sharing and recommending an experience. You rarely hear employees talk about how great an LMS course was. So why not make learning and participating in change different from day-to-day work by using gamification and aiming to leave people feeling energized and wanting more? Give individuals an experience they want to share and recommend.
  3. Skip the vanity metrics and collect relevant and realistic data
    Completion rates and number of participants – all relevant metrics, especially when trying to optimize LMS participation, for example. But when you want to optimize learning, you need to provide your organization with a platform that enables them to merge learning with everyday actions and decisions – and enables you to collect data on their engagement, learning and commitment. Ensure the Return on Learning Investment. Otherwise you might just be increasing your churn instead of ensuring real change.
  4. So you have the data – now iterate, communicate and repeat
    The idea isn’t to decrease mistakes but to make failing faster and more affordable, allowing for experimentation and adaption based on data. Make sure you have a realistic and real-time overview of your organization’s current state, quickly identify challenges and iterate your learning process as you go along. Identify the gap between desired outcome and current behavior, and optimize how you allocate development resources. Close the loop by communicating how you’re adapting your course based on the input from your organization.

Organizations are constantly transforming, so it is imperative that we update the way we support our employees’ learning and engagement. We need to tap into our organization’s true potential by making learning easy, intuitive and an awesome experience.

 

Helena Mustelin