The goal here is to get people excited about learning, sharing and collaborating with others.ĥ. Or, perhaps they could schedule "Tuesday Trainings" and ask volunteers to lead a 45-minute, non-work-related training session on a YouTube video or podcast they recently loved. Let team members set up a book club (during work hours) on non-work-related topics. If the goal is to build learning agility and get team members passionate about learning, make it interesting and fun. The lessons your team is learning shouldn’t always be work-related. Set up peer-to-peer programs for team members and dedicated time for them to share articles, podcasts or other interesting learning opportunities with team members.Ĥ. One of the critical ways team members can learn is from one another. E-learning isn’t the only modularity I am talking about here. Think about it: Who is going to go from one meeting to the next and, in between hectic deadlines, stop and watch a 45-minute video on emotional intelligence?Ĭompanies need to invest not only financially but also in making sure to provide dedicated time and space for employees to consume and absorb the learning. What I mean by this is the company purchases the learning licenses for team members and then expects them to find time during their busy schedule to take advantage of the licenses. I have seen several organizations use e-learning as a "guilt-free" solution for providing learning for their team. Having the awareness that everyone has unique learning styles and it’s not a one-size-fits-all approach is important to get buy-in for learning.ģ. Some team members learn by attending live classes, others prefer on-the-job coaching and some retain more when they're listening to podcasts on their morning walks. If the leadership isn’t passionate about learning or can’t take the time to do so, then why should the rest of the organization?Ģ. If employees see a bunch of mandatory classes scheduled for them to attend, book clubs to participate in, etc., and the leaders of the organization aren’t partaking, it doesn’t set the right example. To build a learning factory, a company must start with leadership. Due the didactical nature of Learning Factories, there are different types of Learning Factories that use different type of equipment depending on the focus of the Learning Factory.ĮIT Manufacturing’s Doctoral and Master School Programmes are also built on the Learning and Teaching Factories paradigms, to ensure a practical and hands-on approach that is anchored in industrial reality.1. Unlike a Teaching Factory, students in a Learning Factory do not work on real challenges. Learning Factories have been used in universities and industry for many years now. They are are simplified for didactic reasons and reproduced inside a lab to train students. Learning Factories are complex learning environments for the manufacturing context that contain authentic replicas of real production systems and value chains, so that participants can learn based on experiences, in a hands-on fashion. Events in EIT Manufacturing Central regionsĮIT Manufacturing Learning Factories Networks offer a range of comprehensive training experiences.The Best Practice Classes on Innovation Policy for Authorities.Leaders: Women Innovators in Manufacturing.Meet Konstantinos Georgoulias, Pillar Director.Education Transversal Initiatives (Cross-KIC).PanTrack – Sensors for shopfloor safety.CanvAAS – bridging a fragmented industry landscape.V-Machina: Virtual Reality bringing together people and machines!.Zero Defect – using AI and Big Data to predict quality defects.BoostUp! 2020 – pan-European business competition.
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