Significant step toward defining and understanding an evolving learning environment that business organizations must adapt to and leverage in order to maximize talent and drive business outcomes in the coming years.
DELRAY BEACH, FL (PRWEB) March 06, 2013
Study: 70% of U.S.-based organizations that are adapting a relationship-centered learning model reported revenue increases and positive movement in all performance indicators.
Brandon Hall Group, a preeminent research and analyst firm with more than 20 years of delivering Research-Based Solutions™ that Empower Excellence in Organizations™, announces the release of exclusive research on the characteristics and organizational benefits of an emerging adaptive learning model, Relationship Centered Learning.
The research, conducted over the past year by VP/Research Stacey Harris and Senior Learning Analyst David Wentworth, surveyed over 600 organizations and conducted a series of interviews and analysis of hundreds of annual submissions to Brandon Hall Group’s Excellence Awards. The awards program draws hundreds of worldwide entries in the categories of Learning and Development, Talent Management, Technology and Sales and Marketing.
The study chronicles a gradual evolution from competency-based, learner-centered models to a relationship-centered model driven by today’s more connected, more mobile workforce where the focus is on relationships between learners, their goals, the content and their current environments.
The study found that while the shift to relationship-centered learning is in its early phases in the U.S. and abroad, more than 70% of organizations that had taken steps in this direction reported revenue increases and positive movements in all key performance indicators.
The study identified three key traits of relationship-centered learning organizations:
- Proactive Learning Orientation. This exists when employees take responsibility for their development and seek out learning with little or no push from leadership.
- Use of technology to present employees with opportunities to connect to informal knowledge sources throughout the organization.
- Development opportunities for each and every employee based on personal strengths, weaknesses, job role, or interest from a source other than their immediate leader.
As a means of gauging how relationship-centered an organization’s learning function is, the survey included a series of questions designed to identify the characteristics listed above. The various responses to these questions were then given numerical values that were aggregated to group the respondent organizations into three categories: high-RCL, mid-RCL and low-RCL organizations. The study goes on to compare traits of high-RCL and low-RCL organizations.
This report, Relationship Centered Learning: An Adaptive Learning Model, shares the key findings from this initial research, including key takeaways on how companies can assess their own relationship-centered learning readiness and practical steps for moving forward. The takeaways include:
- The concept of Relationship Centered Learning (RCL) is not the sole property of large companies, high- tech companies or fully mature companies. The opportunities to build and foster learning relationships are available to all organizations. It is often simply a question of scale and priorities.
- Be open to new technologies. It is not necessary to buy into every tool that comes around, but it is important to understand the value of tools that enable learning relationships to develop and grow.
- Create opportunities for peer-to-peer learning. Often the most useful knowledge exists within the workforce itself. Without the opportunities, tools and platforms for this knowledge to be exchanged, it can go untapped.
Brandon Hall Group CEO Mike Cooke praised the research as a “significant step toward defining and understanding an evolving learning environment that business organizations must adapt to and leverage in order to maximize talent and drive business outcomes in the coming years.”
“The research shows potentially stark business consequences for organizations that don’t take a relationship-centered approach to learning that maximizes all sources of knowledge that can be shared inside and outside the enterprise,” Cooke said.
For information on the research report, Relationship Centered Learning: An Adaptive Learning Model, call 561-865-5017 or obtain a copy of this report through our membership program by contacting us at membersuccess(at)brandonhall(dot)com. This exclusive report can also be purchased at: http://www.brandonhall.com/store/details/982/88,24,28,33/relationship-centered-learning.html.
About Brandon Hall Group
With more than 10,000 clients globally and 20 years of delivering world class research and advisory services, Brandon Hall Group is the most established and well-known research organization in the performance improvement industry. We conduct research that drives performance and provides strategic insight for executives and practitioners responsible for growth and business results.
Brandon Hall Group has an extensive repository of thought leadership research and expertise in our primary research areas— Learning and Development, Talent Management, Sales Effectiveness, Marketing Impact, and Executive Management.
At the core of our offerings is a Membership Program that combines research, benchmarking, and unlimited access to data and analysts. Our members have access to research and connections that help them make the right decisions about people, processes, and systems, complemented with analyst advisory services tailored to help put the research into daily action.