Strategy Impulses for modern learning and future-oriented learning cultures

“Problems cannot be solved with the same thinking we used when we created them.”

What Einstein so casually stated is not so easy to apply. Because who likes to part with cherished routines, known procedures, or leave the warm comfort zone. Openness to change is one of the so-called Future Skills.

This refers to the competencies that will become, and in some cases already are, essential for the future of (work)life. Those who are open to new ideas seek inspiration and learn through impulses from others. Because sometimes it takes an impulse from the outside to come up with new ideas and to critically question the everyday.

This idea was exactly what our assignment followed, conducting a Brownbag Session for the internal Deloitte training team.

“To teach means to kindle a fire, not to fill an empty bucket.” - Heraclitus

Our Task

We develop and implement Brownbag Sessions. But what is that exactly?

The idea of a Brownbag Session is an informal meeting where everyone brings something to eat, listening to an impulse talk in a relaxed atmosphere while eating. In our case: We provide impulses for modern learning to the Deloitte Training team.

Our Goal

We fully agree with Heraclitus (see above) – we want to excite learners (and teachers). Excite them about the fact that training can be anything, that we have countless possibilities to make training great, and that training can be really good and meaningful.

We want to create wow, yeah, and aha moments with our work for learners and inspire others to do the same.

Our Strategy

We combine small experiences, exercises, cases, and a few daring theses into one or two interactive sessions. Following the impulses, there are always reflection tasks or suggestions on how the heard can be applied in the Deloitte training routine. Because in the end, it's all about integrating new ideas into one's own work to continuously evolve.

The Result

Two entertaining sessions that have shown new perspectives on training and the role of Learning & Development in a pleasant and relaxed atmosphere, and have sustainably changed the learning culture at Deloitte.

Fruitful discussion through Thesis-Tinder

With the Deloitte L&D team, we discuss the big issues from the world of Learning & Development – starting with the needs of the learners and how to determine them, over innovative learning formats to thoughts on the big topic of learning culture.

We shared insights into our work, our approach, and our ideas: To make learning at Deloitte more diverse in the future and to put learners even more at the center of planning and implementation.

Besides plenty of inspiration and new perspectives, we also discussed with the group. For example, about how much influence Learning & Development can (and should?) have on informal learning in the company and how this affects the learning culture.

For this, we developed a small Thesis-Tinder. The idea is quite simple: We pose daring theses and the participants can - in typical Tinder fashion - decide whether they agree with these theses or not. This way, we create our own basis for discussion.