[vc_row row_height_percent=”0″ override_padding=”yes” h_padding=”2″ top_padding=”2″ bottom_padding=”2″ overlay_alpha=”50″ gutter_size=”3″ column_width_percent=”100″ shift_y=”0″ z_index=”0″ uncode_shortcode_id=”141015″][vc_column column_width_percent=”100″ gutter_size=”3″ overlay_alpha=”50″ shift_x=”0″ shift_y=”0″ shift_y_down=”0″ z_index=”0″ medium_width=”0″ mobile_width=”0″ width=”1\/1″ uncode_shortcode_id=”866517″ el_id=”#_ftn1″][vc_column_text uncode_shortcode_id=”585640″ el_id=”texte-article” css=”.vc_custom_1667868836929{padding-top: 40px !important;}”]Attracting and retaining talent is one of the top concerns in our society today. It pushes companies to innovate in order to find different strategies to better meet the needs and expectations of their resources, especially for the new generation of employees.<\/p>\n
Is andragogy, defined as the study and practice of adult learning, a key solution to this hot-button issue?<\/p>\n
Although the concept has been around for over 50 years, the adult learning field has grown significantly over the last decade. This is not surprising, considering that skill development has the power\u2014when properly targeted and coordinated\u2014to directly address every human being\u2019s three basic psychological needs underlying self-determination theory, namely:<\/p>\n
Instability, uncertainty and change have become more pronounced on the job market in recent years and it\u2019s clear that it is now imperative that we revisit traditional training approaches, which no longer seem to be as successful as they once were.[\/vc_column_text][\/vc_column][\/vc_row][vc_row row_height_percent=”0″ override_padding=”yes” h_padding=”2″ top_padding=”0″ bottom_padding=”2″ back_color=”color-158862″ overlay_alpha=”50″ gutter_size=”3″ column_width_percent=”100″ shift_y=”0″ z_index=”0″ uncode_shortcode_id=”155083″ back_color_type=”uncode-palette” el_class=”.smaller-text”][vc_column column_width_percent=”100″ gutter_size=”3″ override_padding=”yes” column_padding=”0″ overlay_alpha=”50″ shift_x=”0″ shift_y=”0″ shift_y_down=”0″ z_index=”0″ medium_width=”0″ mobile_width=”0″ width=”1\/1″ uncode_shortcode_id=”214164″ css=”.vc_custom_1666383438361{padding-top: 50px !important;}”][vc_column_text uncode_shortcode_id=”523288″ el_id=”texte-article”]Getting back to basics\u2026<\/strong><\/p>\n Before exploring new avenues and approaches to developing skills, let\u2019s get back to basics and recall the six principles of andragogy that foster adult learning, as put forward by Knowles.2<\/sup>[\/vc_column_text][vc_column_text uncode_shortcode_id=”141531″ el_id=”texte-article”]<\/p>\n [\/vc_column_text][\/vc_column][\/vc_row][vc_row row_height_percent=”0″ override_padding=”yes” h_padding=”2″ top_padding=”3″ bottom_padding=”3″ overlay_alpha=”50″ gutter_size=”3″ column_width_percent=”100″ shift_y=”0″ z_index=”0″ uncode_shortcode_id=”120884″][vc_column width=”1\/1″][vc_column_text uncode_shortcode_id=”174368″ el_id=”texte-article”]Now, let\u2019s connect these principles to current company needs: synergy, cross-functionality, agility, innovation, resilience, competition, engagement and talent retention by asking the following two questions:<\/p>\n [\/vc_column_text][\/vc_column][\/vc_row][vc_row row_height_percent=”0″ override_padding=”yes” h_padding=”2″ top_padding=”1″ bottom_padding=”2″ back_color=”color-158862″ overlay_alpha=”50″ gutter_size=”3″ column_width_percent=”100″ shift_y=”0″ z_index=”0″ uncode_shortcode_id=”152006″ back_color_type=”uncode-palette” el_class=”.smaller-text”][vc_column column_width_percent=”100″ gutter_size=”3″ override_padding=”yes” column_padding=”0″ overlay_alpha=”50″ shift_x=”0″ shift_y=”0″ shift_y_down=”0″ z_index=”0″ medium_width=”0″ mobile_width=”0″ width=”1\/1″ uncode_shortcode_id=”214164″ css=”.vc_custom_1666383438361{padding-top: 50px !important;}”][vc_column_text uncode_shortcode_id=”141130″ el_id=”texte-article”]Here are a few avenues Novaconcept suggests to companies to fuel thinking in line with these questions and consider a fresh approach to developing skills:[\/vc_column_text][vc_column_text uncode_shortcode_id=”167138″ el_id=”texte-article”]<\/p>\n [\/vc_column_text][\/vc_column][\/vc_row][vc_row row_height_percent=”0″ overlay_alpha=”50″ gutter_size=”3″ column_width_percent=”100″ shift_y=”0″ z_index=”0″ uncode_shortcode_id=”205728″][vc_column width=”1\/1″][vc_column_text uncode_shortcode_id=”144216″ el_id=”texte-article” css=”.vc_custom_1667869062380{padding-top: 40px !important;}”]In short, adult learning\u2019s place in a company\u2019s ecosystem should be more important than ever. The work needed to change your approach to skill development may seem overwhelming at first, but it\u2019s a key element in attracting and retaining talent to build teams committed to and engaged in your company\u2019s success.<\/p>\n Novaconcept is a skill development and organizational transformation agency that helps companies challenge the status quo and do things differently. We co-create support solutions with you to build unique development spaces through a mix of multi-modal approaches. <\/em>[\/vc_column_text][vc_column_text uncode_shortcode_id=”104257″ el_id=”#_ftn1″]<\/p>\n [1] Deci, E. L., Intrinsic motivation, New York, Plenum Press, 1975<\/p>\n [2] Inspired by: Andragogy in practice (Knowles, Holton and Swanson), 2005<\/p>\n [3] Mayen, Patrick, and Catherine\u00a0Mayeux. Exp\u00e9rience et formation<\/em>,\u00a0Savoirs, Vol.\u00a01, No.\u00a01, 2003, pp. 13-53.<\/p>\n [\/vc_column_text][vc_button button_color=”color-lxmt” size=”btn-lg” border_animation=”btn-ripple-in” hover_fx=”outlined” outline=”yes” custom_typo=”yes” font_family=”font-666666″ font_weight=”700″ border_width=”0″ link=”url:http%3A%2F%2Fwp225906.wpdns.ca%2Fen%2Forganizational-development%2F|title:Civility%20Matters|target:_blank|” button_color_type=”uncode-palette” uncode_shortcode_id=”104322″]Organizational Transformation | Novaconcept[\/vc_button][vc_column_text uncode_shortcode_id=”103836″]Contact Us!<\/strong><\/p>\n Has this article piqued your interest? Do you want to discuss solutions tailored to your needs? Get in touch now using the form below!<\/p>\n\n
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\n<\/strong>What strategies to support your teams have worked well and\/or not so well in the past and why? What are the current statuses of your teams in terms of capacity, talent and existing and missing skills? What are your identified learning needs? What about your leaders?<\/li>\n
\n<\/strong>Following your analysis, draw up a chart of the skills your company needs in the future that are in line with your strategic orientations and operational needs. Scale up the exercise to your entire company, paying special attention to developing your leaders. They are your key players in building a learning culture. Set clear objectives that will become key metrics to help you nimbly track the effectiveness of the coaching activities you\u2019ll offer in the future.<\/li>\n
\n<\/strong>Evaluate different potential coaching approaches to help you achieve your goals and guarantee sustainable development for your teams, like workshops\/development paths combining e-learning and group learning, individual or group coaching, strategic consulting, co-development activities, mentoring, talent assessment, conferences and design-thinking activities. These are just a few ideas of what you can put in place to help your teams thrive. Ensure that your chosen strategies are complementary and establish a realistic and progressive plan to develop the targeted skills.<\/li>\n
\n<\/strong>Aim for development spaces that foster reflection, discussions between peers, mutual support, experimentation, action and collective intelligence rather than piecemeal training not tailored to your company\u2019s situation. John Dewey, an American psychologist, philosopher and specialist in education and new education, reiterated this idea as follows: The less you teach, the more you learn. Each experience should help prepare a person for more profound and beneficial future experiences. That is the very meaning of growth, continuity and renewed experiences.3<\/sup><\/li>\n
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