This is the time of the year when graduates from technical and business schools join organizations across India. Often referred to as Graduate Engineering Trainees, Management Trainees, Post Graduate Trainees etc., this is a key transition that these youngsters are going through in their lives.
While they are taking a plunge into the world of work from the world of academia, learning is hardly over. While learning will be a life-long process, considering the nature of the transition, their learning over the initial few months at work will be both intense and immense. They need to learn about the organization, its culture and practices, the industry and the sector, the domain and skills associated with it, tools and processes that are followed as well as skills associated with work and personal effectiveness.
Here are some pointers on how they can learn the maximum and handle this transition effectively. Let me start with certain mindsets that they need to bring in.
I am a part of the whole – unlike student days wherein what one does impacts just their performance (my poor scores may not impact anyone else), in an organization, one is always a part of the larger ecosystem, a team. If I don’t do my bit, it is going to impact others’ performance as well. That is a big responsibility that one needs to be aware of always.
I am observed and assessed all the time – there are no periodical or term-end assessments to determine one’s knowledge and skill. Rather, one is observed on a continuous basis and impressions are formed. And all this will feed into evaluation. And it’s not just knowledge and skill, but more importantly behaviour – whether you are on time for meetings, how and what you speak etc that gets observed. In a way, every day is an assessment day
I am an equal employee – there is no teacher and student; the trainee is as much responsible as a very seasoned employee and needs to take the effort and initiative. One cannot wait for instructions and directions always
These mindsets can set the right context after which they can do the following to actively learn.
Pull learning – Unlike in college, learning will not be pushed always through a standard curriculum, sessions etc. One needs to set his / her own agenda – a personal learning plan – and leverage resources. For eg. one may want to start by learning about the industry and check for all possible online and offline resources that can help with that. Like everyone else they need to own their learning and get into a self-learning mode
Learn on-the-job – this is the most potent source of learning. As per the well-known 70:20:10 model, 70% learning happens on the job. However, this does not happen automatically just because one is at the job. One should plan it, seek it and consolidate it. At the start of the day, the youngster (and everyone else as well) should plan not just the activities but the learning aligned to it. And then seek that actively, through experience and more importantly through interactions. For eg. assuming the trainee is present along with the manager in a negotiation with a vendor, a 5 – 10 minutes discussion post that with the manager saying why did you do this, what model were you following, share a little more etc would help.
Reflection and consolidation at the end of the day would be very important to crystallize and sustain the learning. To quote John Dewey,
“We do not learn from experience… we learn from reflecting on experience.”
An online journal can be a good aid to jot down one’s reflections.
Seek a mentor – Mentor at this stage can be a huge developmental support. Mentor can be from within the organization or outside – a professor from one’s college, a senior from the institute etc. The mentor will not just act as a sounding board but can share perspectives and guide the trainee. I recollect my initial days as a school counsellor post college, when I used to travel from one end of the city to the other to interact with my mentor, who was couple of years my senior. Her guidance helped me in a big way to succeed in my initial years.
Form a PLN – PLN or a Personal Learning Network is another powerful source of learning. This enables Social Learning through sharing and collaboration amongst peers. Any online social collaboration platform can be the medium for this. While digital interactions are very much a part of our lives, the core purpose of a PLN would be sharing around learning. PLNs can be formed within the organization, say all trainees from a batch as well as outside, PLN of one’s batchmates across different organizations. Through external PLNs, I have often found that trainees are a very good source of information about external practices.
Gain the maximum out of formal training – One cannot ignore formal training. Starting with the induction / on-boarding programme that they would be a part of, trainees should take maximum advantage of all formal learning opportunities that the organization provides. This would include leveraging online learning platforms that many organizations provide.
Do not be limited by micro learning – Micro learning is the in thing. Byte-sized, short modules is what everyone, not just youngsters, favour. While micro learning has its value, I am of the strong view that it cannot replace mega learning. While micro learning can drive breadth, it is mega learning that will drive depth. One needs to understand and appreciate the value of mega learning and leverage it accordingly.
While the trainees need to own this, one cannot undermine the role of line managers and HR. They need to act as enablers and facilitators and sensitize and support trainees in the learning journey.
Let me end this with a quote by Henry Ford –
“Anyone who stops learning is old, whether twenty or eighty. Anyone who keeps learning stays young”
Let us keep learning and stay young forever!!