Last month I attended a Google Deloitte presentation in Sydney on the Collaborative Economy. I love visiting the Google Headquarters – just stepping inside makes you feel more creative. It was great to be there to learn all about collaboration.
Google, with Deloitte have conducted a fascinating study which found that “52% of businesses who integrated collaboration as a core component of their corporate strategy have grown faster than their competitors, compared to 20% that didn’t have a collaboration strategy” (Deloitte Access Economics, Stancombe Research and Planning 2014).
Of course, with my one-track mind I found myself thinking, what does this mean for learning transfer?
Should we have a wholesale re-think of our Turning Learning into Action® methodology to make it more collaborative? Should we change our one-on-one personalised accountability to a more collaborative group follow up process?
The answer is no. Why, you ask?
In our experience, companies who hold internal group follow-ups to training have a 20-30% commitment rate of staff attending and actively participating.
When our one-on-one format is introduced it has been seen to dramatically increase participation rates to above 80%.
This doesn’t mean that people are not keen to collaborate. Overwhelmingly most of the actions that come out of transfer of learning conversations will inherently involve collaboration, be it communication with team members, projects with stakeholders, or discussions with Managers.
We believe that we must first line ourselves up as individuals with our actions and our plans and then the collaboration will follow. The more individuals are galvanised by one-on-one transfer of learning, the better collaboration will be throughout a company as a whole.
We here at Lever Learning embrace collaboration and with our strategic partner are working together on a Collaborative Leadership program. Want to know more? Contact us today!
