360 degree learning is a holistic approach to developing skills and knowledge by absorbing information from all directions, perspectives, and sources. Unlike linear learning which has a narrow focus, 360 degree learning provides a panoramic view of a subject or competency. With rapid changes in technology, business, and culture, linear learning is no longer sufficient. Individuals and organizations need to continually gather insights from multiple lenses to keep pace. This guide will explore what 360 degree learning entails, why it matters, and how to implement it yourself or with AI assistance.
The 360 Degree Learning Cycle
360 degree learning follows a cycle with four key phases:
1. Assess Current Skills and Knowledge
The first phase is taking an honest inventory of what you already know and what skills you have. This establishes a baseline to understand strengths to build on and gaps to fill in. A few ways to assess:
- Knowledge tests or quizzes
- Skills assessments
- Self-evaluation of competencies
- Peer feedback surveys
AI services like SkillsGraph provide tech-enabled skills assessments.
2. Gather Diverse Input
The next phase is gathering insights from varied sources to get multiple vantage points. A few key sources:
- Experts: Connect with practitioners via informational interviews, mentor relationships, conferences.
- Peers: Form study groups, knowledge sharing networks.
- Frontline: Shadow employees, customers to gain on-the-ground perspectives.
- Academics: Take classes, read textbooks, journals for theoretical input.
- Immersive Experiences: Seek hands-on learning via internships, projects, vocational settings.
3. Analyze and Synthesize Learnings
With diverse inputs gathered, analyze and connect the dots between them. Look for common themes as well as outliers. Synthesize key principles and insights that emerge. AI services like Supernormal can automatically analyze recordings and notes from your learned sessions to identify key themes and action items.
4. Apply and Share Knowledge
The final phase is applying what you've learned through real-world projects or sharing it with others through creating guides, courses, coaching, or mentoring. Teaching and application cement new knowledge and skills.
This four phase cycle repeats as you continue absorbing information from all angles in an upward spiral of lifelong learning.
5 Key Sources for 360 Degree Learning
There are five main channels to absorb insights from for comprehensive 360 learning:
Other people represent a rich learning resource. Connecting with experts, peers, colleagues, and stakeholders provides perspective and nuance. Ways to learn from people include:
- Informational interviews: Schedule non-job interviews with industry practitioners to hear their career stories and insights. Come prepared with thoughtful questions.
- Mentor relationships: Find informal mentors open to occasional advice via email or coffee meetings. Expand your network.
- Peer study groups: Gather peers to study a topic together. Teach and debate concepts.
- Shadowing: Observer someone at work to understand their role. Take notes about how to apply their skills.
- Office hours: Leverage 1:1 time with supervisors, teachers, or group leaders to seek feedback.
Hands-on participation in real work generates practical wisdom. Ways to learn by doing include:
- Special projects: Take on stretch assignments or projects that exercise new skills.
- Job rotations: Cross-train across departments and roles to gain breadth.
- Committees: Volunteer for boards and committees to gain exposure.
- User research: Spend time with actual users and customers encountering their needs.
- Conferences: Attend professional conferences for industry immersion.
Factual information remains essential for developing knowledge. Typical info channels:
- Classes: Take courses and seminars from educational institutions.
- Books: Read nonfiction books covering concepts in depth. Maintain an active reading list.
- News and Blogs: Follow industry publications and insights.
- Videos: Watch informational videos from practitioners explaining concepts. Curate video playlists around skills.
- Tools: Experiment with software tools hands-on to understand features.
Data reveals trends and exceptions. Analyzing data leads to insights.
- Metrics: Compile relevant performance data, like sales figures, project benchmarks. Analyze for insights.
- Surveys: Create questionnaires to collect firsthand data from customers or colleagues.
- Public data: Mine public data sets like census records or social media archives.
- Experiments: Run controlled experiments that produce results.
Looking inward also accelerates learning about outward subjects. Strategic self-reflection activities include:
- Journaling: Write regularly to clarify thinking and consolidate learnings.
- Mind mapping: Visually map concepts to understand connections.
- Discussion: Debate ideas with others to identify flaws and assumptions.
- Contemplation: Take quiet time pondering concepts without distractions or input.
Implementing 360 Degree Learning
There are many options for effectively employing 360 degree learning, both as an individual or organization. Consider the following strategies:
For Individual Learners
- Dedicate regular time for learning, at least an hour a day or several hours a week. Consistency is key.
- Create a routine balancing the four learning cycle phases. For example, devote Mondays to self-assessments, Tuesdays to gathering info, Wednesdays to synthesis, and Thursdays to application.
- Alternate learning mediums day-to-day to stimulate different parts of the brain.
- Journal regularly about learnings and insights gained to reinforce memory.
- Over communicate learnings with managers and colleagues to hold yourself accountable.
- Form mutual peer study groups or “mastermind” cohorts. Meet weekly to discuss shared learning goals.
- Recruit informal mentors within or outside the organization who can advise your learning journey.
- Survey employees about skills and knowledge they feel need development. Identify mutual gaps to address organization-wide.
- Develop a culture that incentivizes learning. Recognize employees for seeking learning opportunities and sharing knowledge.
- Budget dedicated time and resources for learning. Allow use of tuition and book benefits. Sponsor memberships in learning communities.
- Encourage job rotations, shadowing, stretch assignments, and lunch-and-learns.
- Develop in-house mentoring and coaching programs to connect staff across departments and levels.
- CurateRecommended reading lists and video curriculums around priority skills employees should develop.
With AI Assistance
AI can help facilitate, enhance, and track 360 degree learning. Consider AI solutions to:
- Receive alerts on personalized learning opportunities like relevant webinars, local events, or new publications.
- Automatically quantify skills gained from experiences entered into productivity apps or calendars.
- Generate transcripts and notes from learning activities, searchable for future reference.
- Analyze skills gaps based on alerts to focus learning priorities.
- Curate playlists of TED talks, YouTube videos, and other content nuggets tailored to desired skills.
- Provide flashcard review of key concepts learned periodically.
- Administer quizzes to employees to drive concept retention.
- Track learning data over time and generate insights on efficiency of different learning channels.
For example, Supernormal integrates with your calendar to capture notes from meetings and events. It analyzes the content and can help identify skills you've developed, recommendations for further learning, key quotes to revisit later, and much more.
Measuring 360 Degree Learning Effectiveness
Like any development program, it helps to set goals for 360 learning and periodically measure effectiveness. Some metrics to track:
- Competency surveys: Before and after assessments that quantify skills and knowledge gained in priority areas.
- Applications: What knowledge has been practically applied on-the-job? How has it influenced workflows or decisions?
- Reach: How many colleagues have gained exposure to the knowledge through knowledge sharing?
- Recognition: What workplace recognition or rewards have been received linked to new capabilities?
- Participation: How many hours were spent on each learning channel? What formats were most utilized?
Consider an 80:20 rule - 80% of time spent absorbing new information, 20% of time spent putting it to use and measuring impact. This ensures learning translates to actual improvement. In Summary, 360 degree learning takes a panoramic view, recognizing wisdom can come from anywhere.