BlueSprig is on a mission to change the world for children with autism. To support that mission, BlueSprig has created a learning ecosystem where people who both consume and contribute to the programs, content, technology and company culture are all interconnected. It is understood that each component of the ecosystem can influence other parts of the system, for better or worse.
At BlueSprig, our mission and values are at the forefront of everything we do. We prioritize weaving them into all our learning and development and encourage everyone to “live and breathe” them daily. When we are all on the same mission, embracing our shared vision about continuous learning and contributing positively to our company culture becomes easier for staff. However, if some staff are resistant to embracing that shared vision and struggle to get into the learning zone, that threatens the ecosystem. The attitude, behavior and performance of those resistant staff derail us from the mission. To ward off that threat, we emphasize our mission and values during the hiring process and from day one of onboarding.
BlueSprig has a comprehensive onboarding process for its workforce, and the successful onboarding of one position heavily influences the success of another. In general, our workforce operates via a tiered model. For example, a front-line technician is supervised by an entry-level clinician who is supervised by a senior clinician. That senior clinician is supervised by a director. In addition to supervision, each position is responsible for onboarding the position they supervise. So, if a director has a poor onboarding experience, that may trickle down to the other positions.
Thus, during onboarding for any position at BlueSprig, it is of the utmost importance that supervisors “live and breathe” our mission and values. This also applies to colleagues. Everyone must be an ambassador for our mission. New staff are heavily immersed in the learning zone during onboarding—learning not only from the L&D prepared but also from the behavior of their new colleagues and supervisors.
Tip No. 1: The L&D professional should partner with those in the field to ward off the threat of resistant staff. Coach your busy workforce to identify detractors from your mission, teach them to take detractors by the hand and bring them along or, if needed, help detractors be successful somewhere else (e.g., different position, department or even company).
With a strong company culture committed to mission-driven learning as a foundation, we can be hyper-focused and innovative with learning content. To create and deliver the right learning at the right time, BlueSprig routinely consults with SMEs to craft learning content. We have seen first-hand how the forgetting curve impacts the application of newly learned information. It is tempting to want to front-load every single thing staff might possibly need to know during onboarding. However, when the time comes to apply that knowledge, the ecosystem is threatened with inconsistent implementation. Inconsistency leads to process breakdown, impedes business results and drifts us away from the mission.
At BlueSprig, we are incredibly intentional about learning for the right person, at the right time and in the right place. We collect and analyze data from the field to make data-based decisions to ward off inconsistent implementation threats to the ecosystem. Before launching a new program, we take the time to understand the learner, their supervisor and what they both need to achieve the outcomes stakeholders desire. That means being judicious about what content is delivered during initial onboarding, later during ongoing training, or at the learners’ discretion during professional development. So much so that our director of instructional design always says, “Be ruthless,” when deciding what content is “Must Know” versus “Nice to Know.” That mindset helps us streamline our content at each stage of our staff’s careers and incorporates microlearning principles.
Tip No. 2: The L&D professional should incorporate learning design best practices and lead the charge for streamlining.
A part of creating and delivering learning for the right person, at the right time and in the right place necessarily highlights technology’s role in the learning ecosystem. Nothing can quite present a learning barrier like “technological difficulties.” Countless minutes, hours and even days of learning can be wasted because staff cannot access the content for some reason (e.g., trouble logging in, audio issues, internet issues, outdated software, access to devices, etc.).
BlueSprig thoughtfully utilizes, and when possible, integrates its various technologies to deliver seamless initial and ongoing learning opportunities. Most technologies can be accessed via multiple different devices when and where learners need it the most. We also have dedicated resources (e.g., helpdesks, FAQs, real-time support, etc.) to troubleshoot IT and user interface challenges.
Tip No. 3: The L&D professional should partner with stakeholders/IT professionals to integrate technologies when possible. If that is not possible, dedicate resources to help staff who will undoubtedly face technological challenges.
Coming full circle, we are back to culture. Culture is what drives us and what rewards us in a learning ecosystem. Although not easy to accomplish and maintain, the L&D professional should strive to create a healthy learning ecosystem to promote a culture of continuous learning. Once established, continuous learning will fuel the ecosystem and the ecosystem will reinforce (or support) continuous learning, thus sustaining itself with less and less intervention from the L&D professional over time.
Tip No. 4: The L&D professional should know that building a learning ecosystem will not happen overnight. Remain steadfast and diligent in your efforts to put healthy practices into place and to ward off those inevitable threats.
Our ultimate goal is to foster a culture of continuous learning. We would not be able to offer thought-provoking, high-quality learning opportunities if it were not for our learning ecosystem of interconnected programs, content, technology and mission-driven learners. BlueSprig has not only created a learning ecosystem; it strives to go beyond the classroom to cultivate a self-sustaining learning environment where learning together grows us together.
