Why Occasional Workshops Aren't Enough: The Case for Self-Learning Resources

Digital Insights

Hi everyone.

I run a lot of workshops within organizations. They're great for connecting people, allowing space for questions, and inspiring teams. But here's the thing: I'm not convinced they're the best method of training staff in most cases.

Don't get me wrong, workshops have their place and I enjoy running them. They create a shared learning environment, foster discussion, and can be incredibly motivating. However, they come with some significant drawbacks that we need to address.

Key Challenges with Workshops

First, let's consider the retention problem. Unless people immediately apply what they've learned in a workshop, they tend to forget it. Even if they do use the information right away, without regular application, that knowledge fades over time. It's just how our brains work.

Then there's the issue of staff turnover. When employees who attended a workshop leave, they take that knowledge with them. New hires miss out unless you repeat the workshop, which can be expensive and logistically challenging.

Speaking of logistics, getting everyone in the same place at the same time is always a headache. There's always someone on vacation, out sick, or unable to attend for various reasons. This leads to knowledge gaps within teams.

Workshops also tend to be one-size-fits-all solutions, which is problematic when you have attendees with varying levels of experience. Some people might be bored, while others struggle to keep up.

Lastly, workshops require intense concentration, which can be exhausting for participants. By the end of a long session, people's attention spans are stretched thin, and their ability to absorb information diminishes.

The Alternative: Self-Learning Resources

So, what's the alternative? I'm a strong advocate for self-learning resources broken down into small, focused lessons. These could teach specific skills like "how to run a 5-second test" or "how to edit a page on the CMS." I find this approach far more effective when I implement them in organizations.

These resources could take various forms: short videos, step-by-step written instructions, or even checklists. Some content could be universal and purchased off-the-shelf (like "writing for the web"), while other material would need to be custom-made for your organization.

Imagine organizing all of this in a UX playbook alongside policies, procedures, standards, and more general educational content like "why accessibility matters." You could even integrate these resources directly into your tools. For example, embedding how-to guides within your CMS so people can access instructions right when they need them.

Speaking of playbooks, if you're an agency owner or freelancer, I've created one just for you! It includes easy-to-follow guides, client education materials, and tools to help simplify your web design projects. Check it out here.

Benefits of Self-Learning Resources

I've found that self-learning resources offer numerous benefits for organizations:

• Consistent knowledge base: Everyone accesses the same information, ensuring standardized knowledge across the organization, regardless of when they joined.
• Self-paced learning: Staff can engage with material when it's most relevant and revisit as needed, accommodating different learning styles and schedules.
• Always available: No waiting for the next workshop to learn crucial skills. This immediate access can significantly reduce downtime and boost productivity.
• Scalable: Once created, these resources can be used by unlimited employees across various departments and locations.
• Cost-effective: After the initial investment, ongoing costs are minimal compared to repeated workshops, offering a high return on investment over time.
• Flexible: Easy to update and expand as processes and technologies evolve, ensuring learning materials remain current and relevant.
• Personalized learning: Employees can focus on areas most relevant to their roles or skill gaps, creating a more tailored experience.
• Measurable results: Digital learning resources often include analytics, allowing you to track engagement and assess training effectiveness.
• Continuous learning culture: Readily available resources encourage employees to take ownership of their professional development, fostering a growth mindset.
• Remote team support: Self-learning resources are particularly valuable for organizations with remote workers or multiple office locations, ensuring consistent training regardless of physical location.

Finding the Right Balance

Don't get me wrong – I'm not saying we should completely do away with workshops. They still have value, especially for team building, brainstorming, and tackling complex problems that benefit from group discussion. But they shouldn't be your only, or even primary, method of training and knowledge sharing.

By investing in a robust set of self-learning materials, you're not just training your current staff – you're building a knowledge infrastructure that will serve your organization for years to come. It's about creating a culture of continuous learning, where employees are empowered to seek out information and improve their skills on an ongoing basis.

Moving Forward

So, the next time you're tempted to schedule another workshop, ask yourself: Is this the most effective way to share this knowledge? Or could you create a resource that will have a more lasting impact?