Learning Experience: como usar o aprendizado para engajar pessoas?

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Na Oipé acreditamos fortemente que a experiência de aprendizagem acontece de forma vivencial e que cada indivíduo é único e co-responsável nesse processo.

Como menciona Kelly Palmer co-autora do livro Expertise Competitiva, devemos abraçar a aprendizagem personalizada. Um estudo da Brandon Hall Group descobriu que 90% das empresas acreditam que a aprendizagem personalizada promove o desenvolvimento pessoal e que 93% concordam que ela ajuda os indivíduos a atingirem seus objetivos com maior eficácia.

Como Learning Experience Designers, utilizando a nomenclatura do momento, ou como facilitadores dessas experiências, nos apoiamos em bases conceituais sólidas e profundas. Essa prática nos permite lidar de forma mais efetiva com a complexidade, os paradoxos e as ambiguidades tão presentes nas relações humanas e no contexto organizacional.

Pensar em termos de  processo de grupo, tendo entre muitas abordagens, Bion e Kurt Lewin como referências importantes, nos ajuda a criar um espaço onde exploramos o que emerge do grupo no “aqui e agora”, assim como, buscamos trazer à tona (com cuidado) mensagens não explícitas ou inconscientes.

Entretanto entendemos que, integrar outras referências é fundamental no desenho de uma experiência mais dinâmico e eficaz. Nos interessa temas como “A Ciência da Aprendizagem”: neurociência, ciência cognitiva, teorias sobre motivação, felicidade, engajamento, entre outras.

Segundo a neurociência: 1) nossa capacidade de aprender durante toda a vida, 2) a atenção focada: multitarefa é desaconselhável, 3) ter mentalidade de crescimento, 4) senso de relevância do aprendizado na prática e 5) receber feedback positivo, são aspectos que aceleram nossa jornada de aprendizagem.

Sobre motivação, Daniel Pink descreve que: “existe uma discrepância entre o que a ciência sabe e o que as empresas fazem”. Pink fala sobre motivação humana contemplando 3 dimensões: 1) autonomia: o desejo se sermos autodidatas, 2) maestria: fazer progresso e ficar melhor no que fazemos e 3) propósito: contribuir e fazer parte de algo maior do que nós mesmos.

Outra dado interessante vem da pesquisa How the Workforce Learnsrealizada pela Degreed: 69% dos colaboradores relatam que, sua maior fonte de seu aprendizado na organização, são seus líderes mentores e que, 55% aprendem na troca com pares (peer-to-peer).

A pesquisa DecisionWise (2017-2019) também mostra que se um gestor está engajado, seus colaboradores tendem a ser 213% mais engajados. Esse mesmo estudo diz que até 40% do engajamento de um colaborador pode estar vinculado a fatores diretamente relacionados ao seu gestor e que de 13%-17% pode ser atribuído à organização.

Os números acima reforçam a necessidade de desenvolver líderes e equipes em competências ligadas a inteligência emocional, comunicação, mentoria, coaching skills,etc. Criar experiências que cuidem do autodesenvolvimento e do bem estar desses líderes torna-se fundamental para que os mesmos tenham disposição emocional e técnica para contribuir com o desenvolvimento dos seus liderados.

Será a partir da construção de relações de confiança e colaboração que construiremos organizações mais saudáveis que aprendem sempre.

Boa jornada!

Camila Bonavito

Sócia Fundadora Oipé

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