Push Vs Pull- Steering the ship of Learning (Part 1)

Organizations mostly embrace learning in either a push or a pull style of learning. In this first part in the 2 part series on learning, let us look at the up side and the flip side of Push learning.

As an organization providing customized learning solutions, we have, for nearly two decades now been closely involved with the learning and development lifecycles of several organizations. Our diverse and custom offerings have enabled us to work across various industries ranging from manufacturing, finance, IT/ITES, retail and many more. This allows us to sit at a vantage point and observe the learning culture, methodologies and gain deep insights into how learning works or does not work within organizations.

Some insights on the Push Learning methodology: Here companies have long and detailed annual training calendars and employees must attend trainings – mandatorily if nominated or a more subtle version where attendance is strung to appraisals and overall performance.

Much like our schooling system there is a precedent on what aspects we are required to learn and how these learning goals may be achieved. Organizations, we find are willing to spend several dollars and man days to fulfil these training needs which, most probably, have been defined by their internal learning and development teams and have chalked out training calendars. Based on these TNA’s and calendars they are keen on pushing employees to up skill themselves.

Much like in our traditional schooling systems, learning is most definitely achieved, albeit in varying degrees and not without chagrin, but many things will be learnt.

This push system has other benefits as well, there is, often times, a clear direction in which organizations are looking to steer their employees in and this can be driven by tailoring learning initiatives to meet larger organizational development goals.

This system also ensures that those lacking the motivation to self regulate and upskill themselves receive the boost to move in the direction of learning. Wisest of organizations have learnt that no matter how much you tweak your hiring process and no matter how enterprising your workforce may be it is prudent to assume that not all employees are motivated to constantly learn and often require an external boost to do so.

The obvious down side to this system lies in the basic wiring of our brain, which pushes back anything that is forced upon us. A natural inclination towards self directed movement and resistance towards mandates. People are more motivated to learn if they feel the need to do so, if they have internalized the need for certain learning and if they have actively initiated a learning process. Retention is, as we know, is often directly proportionate to our intention to learn.

So while organizations may be spending the time, effort, money and other resources on employee development, not every employee is receptive to the desired outcomes or the efforts.

Categorized as Media

Write Right: Pan-India rollout of program on Email etiquette for India’s largest Media House

This was the year of Media for Shradha HRD. We conducted several interesting programs for different Media companies across India.

This particular program was rolled out across the country for individual contributors and managers from across functions and levels. This program provided them a refresher on e-mail writing, keeping the organizational perspective in mind. The broad topics covered during the program were:

  • structuring clear and concise emails
  • contextualize writing based on the readers and their needs
  • communicating effectively in difficult situations and writing assertively

Some of the documented feedback for the program was:

“Has helped me develop skills on writing more courteous and concise e-mails”

“I am more confident of delivering bad news through e-mails”

“I loved the inverted pyramid model for writing e-mails

Plan for Success: Experiential program to build competencies on Planning & Execution for Area Service Managers of a large multinational electronics conglomerate

A series of programs for the entire service team was conceived, designed and executed by Shradha HRD. This exciting program was game based and completely experiential.

The key learnings drawn out from the program were:

  • Understand the importance of planning and executing, as opposed to execution and planning
  • Recognize the role Importance of each team member in achieving excellence in execution

We trained over 100 participants from across the country through this intervention. Every activity in the program was followed by a debriefing session through which participants drew out their learnings. Participants received feedback from the trainer and fellow team members, which helped them reflect on their working and execution style. This methodology helped them monitor the effectiveness of their plan, anticipate outcomes and develop contingency plans.


Curiositica – the insatiable quest for knowledge and continuous learning

Culturally most of us are discouraged from being curious. We have been reprimanded by our teachers for asking too many questions, told to stay within our boundaries of thought and means . We have been told time and again that “Curiosity killed the cat” a term that is now part of our subconscious, warning us of the dangers of being too curious.

“Nosy Parker” – a commonly term we have all used at some point to brand that one pesky neighbour or friend or relative who wants to know everything about everything. Those whose curiosity is insatiable and feel the need to dig deeper and ask more and more annoying questions.

The conditioning of our minds to “not be too curious” goes back to the times of Adam and Eve. In the myth of creation, God created these first humans in the Forest of Eden and they had the bounties of the earth given to them to enjoy. They were created as beings who were innocent and unaware and unembarrassed by their nakedness. God had for them just one restriction – to not eat the fruit of the apple tree- the tree of consciousness and knowledge. All was well until dear Eve could not control her curiosity. Why was the apple forbidden? What was that knowledge that God wanted to keep them away from? Why must the apple not to be eaten, after all it looked plump and juicy!

Curiosity coupled with temptation, temptation arising from curiosity, made the forbidden fruit irresistible. Eventually, with a little prodding and deception by a serpent, Eve ate the apple. Carried away and excited by its wonderful taste she also convinced Adam to take a bite. Thus they committed their first sin and were banished by an enraged God, away from the Garden of Eden.

A story we have heard in several forms and let the morals seep deep into our psyches. Always stay within the rules and fight your natural instincts to ask why. Don’t ask why not? Don’t ask what else? Don’t let the lure of what lies beyond get you! Because if you do the consequences will be dire!

As per the myth, having eaten the apple, Adam and Eve did face dire consequences but it was also the birth of human consciousness and knowledge. The genesis of the human mind and thought. The apple gave Adam and Eve the consciousness of mind. It gave them knowledge and awareness of their surroundings and their own abilities. A knowledge that would have completely eluded them (and all of mankind – if the myth is to be believed) if they had played by the rules.

We humans as a species are curious. We have always wanted to know more, to push the boundaries and ask those unwarranted questions! That is what defines us! What happens when we rub two stones together (Bravo! We got Fire!!) Why does the apple fall from the tree? And How? (Eureka! We figured out gravity!) and we have not stopped since! We are constantly inventing and discovering and creating new things. To keep asking how, when, why not, what else, how else and what if is really what we were born to do!

The Renaissance movement that began in the 14th century was marked by remarkable progress in art, science and pretty much all walks of life, which was brought about by common people asking not so common questions and taking the not trodden paths of thinking differently, exploring new ideas and thoughts. Leonardo Da Vinci was one of the greatest thinkers and artists of this time. His curiosity to learn, examine and question led him to mastery in more than one discipline. Be it art or science, warfare or architecture, he always wanted to know more. He asked if birds can fly why can’t I? He asked if a building has to stand up straight and not collapse in a heap of rubble what must be its proportions? If Mona Lisa stood by the window in the morning light would her face shine as much or lesser than if she stood in broad sun light? Just everyday questions…but in pursuit of these answers unexpected results were gained. Micheal Gelb, studied the works and mind of Da Vinci and has given us 7 principles to be an everyday genius, like Da Vinci. The first of this 7 is Curiositica – a insatiable thirst and quest for knowledge and continuous learning.

Your curiosity and the consequent ability to act on it, will define if you are a learner or not. Are you someone who constantly wants to know more, be a better version of yourself, find solutions to problems, understand why someone acts the way they do, explore scenarios and outcomes, find new ways of doing old things? If you are, you are on the right path. You are on the path that will set you up for a daily dose of vigour and adventure. You are likely to be able to not get bogged down by challenging situations, because your mind has been sharpened to think in several dimensions and you are more likely than not to find creative solutions. But most of all, you may have found the recipe to fight boredom since your curious mind will always keep you excited and striving for more.

Now if you are not all of the above, you may slowing be purring and slinking into the back isles of the fast paced theatre of life and while you lie there, tail between your paws you will realise that it actually was not curiosity that killed the cat, it was ignorance. Curiosity was framed!

Categorized as Media