Ruby Video
Talks
Speakers
Events
Topics
Leaderboard
Sign in
Talks
Speakers
Events
Topics
Use
Analytics
Sign in
Suggest modification to this talk
Title
Description
by Joe Mastey Research shows that opportunities for learning and career growth within a company are hugely important for employee retention and engagement. We also know that in the software world our tools become obsolete every few years. And yet even the most enlightened employers leave it to their engineers to learn in their free time. We’ll discuss some relevant issues and approaches to the problem with an eye towards changes that work in the real, deadline-driven world of software development. We’ll also talk about several things that have or haven’t worked in my experience trying to build a culture of learning in a regulated financial services company. For example, a company that’s hesitant to delay critical projects for formal training may be fine with lunchtime workshops. Participants should walk away equipped to start building momentum at any level in their organization towards constant learning and improvement. Help us caption & translate this video! http://amara.org/v/GVgl/
Date
Summary
Markdown supported
In the presentation titled "Building a Culture of Learning" by Joe Mastey at MountainWest RubyConf 2015, the significance of fostering an environment of continuous learning within organizations—especially in fast-paced software development settings—is explored. Mastey, drawing from his experience at a consumer finance company, emphasizes that while software tools become outdated, many companies fail to support their engineers' professional growth adequately, often relegating learning to employees' personal time. The talk outlines the following key points: - **Importance of Learning Culture**: A strong learning culture enhances employee retention, engagement, and adaptability, especially as engineers encounter new technologies and methodologies. Mastey argues that companies must place learning at the forefront to attract and retain top talent. - **Challenges Faced**: Organizations often struggle with balancing the pressure of meeting project deadlines against the need for employee training. New hires commonly start with limited onboarding and are left to learn on the job, which can perpetuate poor coding practices from legacy systems. - **Phased Approach to Cultivating Learning**: Mastey outlines a three-phase strategy for building a learning culture: - **Phase One**: Build credibility by recognizing early successes in learning initiatives and engaging enthusiastic employees to share knowledge. - **Phase Two**: Empower new hires to take ownership of their learning, gradually integrating documentation and formal onboarding processes while promoting team discussions and peer support. - **Phase Three**: Embed learning into the organization's culture, making it a mandatory part of every employee’s role and fostering an environment that encourages both structured training and creative experimentation. - **Concrete Actions**: Mastey shares specific actions such as organizing internal meetups, utilizing junior developers to mentor new hires, and advocating for informal study groups to promote learning opportunities. - **Call to Action**: In conclusion, he motivates attendees to take initiative in their learning environments, suggesting actions like starting book clubs or lunch discussions to foster a culture of continuous growth. Overall, Mastey’s presentation serves as a guiding framework for leaders looking to enhance their companies' learning environments, ultimately leading to improved employee satisfaction and operational efficiency.
Suggest modifications
Cancel