Creating Safe Environments For L&D: Normalizing Struggles On the Path To Mastery

It's unfortunate to say, but it's true that in many cases, conventional training pedagogy views setbacks as a failure of the individual.

Failure indicating inadequte effort that in some circumstanes brings negative consequences or even punishment.

We don't believe this is the right way to look at things.

Research shows that even when people really want to learn something complex, they often run into problems. These problems usually come from the learning material being too hard or the instructions not being clear, not because the learner isn't trying hard enough.

Understanding this, we can start to see these learning challenges not as failures but as normal parts of the learning process. This change in perspective makes it easier for people to keep going because they feel supported in their efforts.

For instance, for courses or programs on advanced presentation skills, instead of just making students give a big presentation with little help, the material should instead speak to and recognize the fact that it probably won't be "smooth sailing" for everyone.

• The content creator should meet learners where they're at, and recognize that it's completely normal to find this hard
• They should vulnerably share their own struggles and how they overcame them, which gives learners permission to "suck" as well along with a roadmap that worked for someone else
• This makes learners feel safer to try, even if they're worried about failing

The learning content could then include:

• Practice sessions that aren't graded harshly, with instructors helping right when learners need it, and discussions on what's going well and how to improve
• Encouragement messages that encourage a growth mindset, telling learners that struggles are just signs of where they can get better, showing examples of others who've succeeded after failing, and giving advice on how to talk positively to themselves and get help
• Ongoing support, like optional check-ins with instructors, discussion groups with peers, and extra resources after the course, so learners don't feel alone or worse, ashamed, if they're having a tough time

This approach takes into account that learning often involves ups and downs, and pretending otherwise can make people give up when they face obstacles that feel like failures.

This shift in how we support learners is super important for the field of Learning & Development (L&D).

Surveys show that many employees feel their companies don't invest enough in helping them get better at their jobs or give them chances to pursue their goals. At the same time, there's a growing demand for learning opportunities that open new possibilities, as seen in the booming education technology industry and high turnover rates when people don't find what they're looking for in their jobs.

So, when companies think their employees just aren't committed enough, they could be missing the real issue, which is that the learning experience (and environment) needs to be more supportive.

The solution is to design learning experiences that really consider the learners' needs and humanity.

This means creating learning materials that match what people are interested in, offering flexible ways to learn that fit into their lives, and making agreements on learning that take into account both what they need and what the course needs.

By focusing on understanding and supporting learners through their difficulties, offering help from peers and mentors, and listening to what learners say they need, we can create a learning environment that respects them as people, not just as students or employees. This approach can lead to employees who are more dedicated and willing to help lift others up, too.

When people feel supported, they're more likely to help their peers learn, leading to a culture where knowledge is shared freely and everyone cares more about helping each other than controlling information.

In the end, treating employees as real people with their own struggles can lead to better business outcomes, because they're more likely to stay loyal to a company that supports their growth. Learning and Development teams that focus on understanding and supporting employees' learning journeys can help everyone in the organization grow together, leading to better results for the business as a whole.

In short, by embracing the challenges of learning and supporting each other, we can transform learning into a shared experience that helps everyone thrive together.