Developing Employees Who Love to Learn: Tools, Stratagies, & Programs for Promoting Learning to Work

Do your employees have the knowledge, information, and skills to make decisions and take action? According to the author, the answer to such a question lies in one word: learning. The author argues that a workforce of employees in a learning mode is the key to a company's success both now and in the future. This book addresses four key issues that workplace learning must address: learning stages, context, learning styles, and desired outcomes. These issues are addressed with a learning system, for which the author presents a five-phase plan to creating such a learning system: exploration, envisioning, planning, development, and implementation/improvement. The author also includes a sample of specific tools for developing an interest in learning, strategies, and programs for individual learning, learning in groups, one-on-one learning, and learning integrated into work.

'Linda Honold has produced the best book in its field. She shows clearly how learning and development can be a real force for positive change in organizations. The book is especially useful in focusing on practical, usable methods that can be applied in real life situations. It's also valuable because the approaches the book suggests are tried and tested. She comes from a background in organizational life so it's not some arm-chair theorising by an academic. Indeed I'd wish that the theoretical 'learning organization' folks would take note of this book. We need more practical, concrete approaches to improving learning not meandering theories. This is a book that all trainers and developers should own.'

Linda Honold describes a system for helping everyone in your company learn to become more creative, responsive, efficient and team-oriented. She describes various techniques, including methods for developing an interest in learning and in self-knowledge, individual learning tools, mentoring, coaching and peer learning as well as strategies for helping people learn in groups. She pays particular attention to learning styles, drawing on the Myers-Briggs personality type system. This book speaks primarily to human resource professionals and to executives who might be setting up learning systems for their own companies. Others may find the book dry and overly concerned with the details of systematizing the serendipity of informal learning. But we [...] recommend this book to HR practitioners, and also to professionals delving into knowledge management, who will certainly benefit from this theoretical look at how people in companies actually learn.

Developing Employees Who Love To Learn: Tools, Strategies, And Programs For Promoting Learning At Work shows how any business scan create and implement a successful learning system that will improve employee performance and enhance company profits. Linda Honold (president and founder of Empowerment System, Milwaukee, Wisconsin) draws upon her years of experience and expertise to provide step-by-step, "user friendly" instructions on laying the groundwork for, and implement, the activities and programs that will generate meaningful, applicable employee learning. The informative text is augmented with numerous illustrative examples and features "The Learning Toolbox", a compendium of ninety practical tools and resources for creating a dynamic environment for both individual and group learning. Developing Employees Who Love To Learn is very highly recommended reading for corporate managers and human resource directors.

This book came to me just as I was grappling with the problem of providing a fresh learning experience for some 40 managers in a major retail company located near Los Angeles. The book was just what I needed to develop a learning plan that goes well beyond classroom-type training. The book provides a sophisticated learning model that is easy to understand and very practical. The book is well organized. Ms. Honold provides a useful and up-to-date review of adult learning theory, but quickly moves on to present an impressive array of tools aimed at meeting the needs of people with widely varying learning styles. When it comes to learning one size does not fit all. (We seem to accept this idea for adults -- why not for younger students?) This is a user-friendly book of great value to anyone who is looking for a fresh perspective on how to share information in an organization. There is a major emphasis on motivating the learner, a key point that often gets short shrift in books like this. Finally, and most importantly, Ms. Honold is obviously an experienced practitioner in creating enthusiasm for learning in a work setting. That experience is reflected throughout this excellent book.