Blog Post

Perché la creazione di una cultura della formazione è un'opportunità di cambiamento

Franco Gementi

Regional Sales Manager

Nell’ultimo anno la maggior parte delle discussioni sorte intorno ai più importanti casi di molestie e pregiudizi inconsci in azienda hanno finito quasi sempre per indicare quale possibile soluzione la formazione.

Creare una cultura della formazione sul posto di lavoro riveste oggi un’importanza crescente. È infatti solo mediante lo sviluppo di una simile cultura che diventa possibile adottare nuovi atteggiamenti, comportamenti e competenze in grado di rendere il luogo di lavoro inclusivo per tutti. E chi meglio di un professionista della formazione può guidare questo cambiamento all’interno delle organizzazioni?

I dipendenti – oggi molto più che in passato – si aspettano che la formazione sia naturalmente parte integrante della giornata lavorativa. Come professionisti della formazione è necessario cogliere questa opportunità, sfruttandola in modo strategico per il bene dell’intera organizzazione. Non si tratta certo di una sfida semplice, ma vi sono alcuni accorgimenti da seguire per cominciare ad andare nella giusta direzione. Vediamo insieme quali sono!

1. Abbandonare gli scenari noti
A volte chi si occupa di formazione e sviluppo rischia di essere il peggior nemico di se stesso. Storicamente il valore aggiunto dei professionisti della formazione è radicato nei complessi programmi formativi sviluppati ad hoc nel corso del tempo per le aziende più disparate. Questi programmi sono però altrettanto spesso inappropriati – talvolta si rivelano eccessivi, troppo complicati e rischiano di alienarsi le simpatie dei dipendenti, complicando di conseguenza la capacità della funzione formazione e sviluppo di guadagnarsi uno spazio strategico all’interno dell’organigramma aziendale. Il segreto sta invece nel saper creare programmi semplici e intuitivi. 

I programmi di formazione non dovrebbero essere sviluppati pensando solo ed esclusivamente alla teoria dell’apprendimento, ma piuttosto ai risvolti pratici che le attività formative hanno per i dipendenti. Si tenga presente, infatti, che la formazione contribuisce a costruire fiducia ed è per questo indispensabile porre i dipendenti e i loro bisogni al primo posto. Per quanto ci possa piacere pensare che le persone siano motivate ad apprendere perché è l’azienda a chiederlo, è essenziale accertarsi sempre che i contenuti siano pertinenti e rilevanti per una data persona in un dato momento della propria carriera. I contenuti di un programma di formazione efficace dovrebbero, ad esempio, consentire di poter facilmente associare idee e concetti presentati a conoscenze preesistenti, spronando ogni dipendente a modificare il proprio comportamento e modo di agire in maniera progressiva e del tutto naturale.

In sostanza, per creare una cultura della formazione che lasci il segno la soluzione sta nel puntare sulla semplicità perseguendo quell’obiettivo chiave che è la creazione di programmi formativi in grado di abilitare le persone al raggiungimento dei propri obiettivi di business.

Pensate a ciò che funziona nella pratica e a cosa contribuisce alla realizzazione degli obiettivi prefissati: questa deve essere la vostra stella polare durante la definizione di programmi che possano davvero supportare la crescita della vostra organizzazione. In azienda non ci si può permettere il lusso di imparare per il solo gusto di imparare, ma è indispensabile imparare per crescere.

2. Contenuti moderni per una forza lavoro moderna
I contenuti formativi non sono più quelli cui eravamo abituati in passato. Non possiamo affermare che l’epoca dei contenuti scadenti sia veramente finita, ma approcci più moderni alla formazione stanno rapidamente diventando la norma.

Dalle ricerche su Google alle video-pillole formative di tre minuti su YouTube fino ai webinar: i contenuti formativi sono ovunque. Secondo Google, ogni giorno su YouTube vengono visualizzati mezzo milione di contenuti relativi alla formazione e un milione di video viene condiviso ogni giorno. Non dobbiamo perciò più limitarci a essere solo creatori di contenuti, ma dobbiamo investire tempo ed energie nella cura degli stessi. È necessario supportare le persone individuando i migliori contenuti possibili senza perdere mai di vista anche quelli che sono gli obiettivi di business. Ciò significa garantire che i contenuti su cui investiamo siano di alta qualità, coinvolgenti, intelligenti e facilmente fruibili, specie perché siamo di fronte a una popolazione di fruitori di contenuti estremamente sofisticata.

Per essere certi di creare contenuti moderni è indispensabile introdurre un processo moderno e una struttura agile. Così, anziché elaborare l’ennesimo, complesso programma formativo, ci si dovrà concentrare sulla creazione di contenuti brevi, possibilmente modificabili in corsa. L’obiettivo è la velocità: identificare un prodotto adatto, implementarlo e costruire un ciclo di feedback per migliorare il programma nella maniera più immediata possibile.

3. Dare alle persone la formazione che desiderano
Tenete a mente che un gran numero di visualizzazioni di contenuti virtuali non è una minaccia ai cicli formali di formazione e sviluppo. Si tratta piuttosto di una call-to-action e di un modello che dovremmo poter comprendere e utilizzare per costruire contenuti coinvolgenti e sviluppare un’adeguata cultura della formazione.

Le persone chiedono l’opportunità di imparare. È la nostra occasione per aiutarli a crescere!

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