Learning from school? Why corporate learning needs an update!

But wait: we all know that many employees were still socialized in an “old” learning culture. Frontal teaching, rigid processes, learning at the push of a button. Can you simply throw these people into the deep end of self-organization? Probably not – but you can take them with you. It takes courage and sensitivity, but it can be done.

Butterfly pedagogy: a model for the future – also in the company

The Alemannenschule focuses on self-organized learning, flexible learning spaces and digital tools. What does this have to do with corporate learning? Everything!

But let’s be honest: the leap from “Here’s your compulsory seminar” to “Learn when and how you want” is a big one. Many employees initially feel overwhelmed by this freedom. After all, they have never learned to learn independently. Your task as a company? To find the right balance – between taking them by the hand and letting them go.

5 approaches that will change your L&D – even if not everyone is ready right away

1. Promoting self-organized learning – but with support
   At the Alemannenschule, learners decide when and how they learn. In your company, this won’t happen overnight – and that’s okay. Accompany your employees on the path to self-organization. Start with small steps: give them options, but provide clear guidelines at the beginning. Over time, confidence will grow – as will the ability to learn independently.
2. Using digital platforms – without leaving employees alone in the digital jungle
   The Alemannenschule uses its own digital platform that bundles everything together. Its employees also need an intuitive system. But be careful: “Here’s the platform, have fun” won’t be enough. Many feel overwhelmed by the flood of digital learning opportunities. Help them get started, offer simple tutorials and be approachable. This will quickly turn frustration into enthusiasm.
3. Create flexible learning environments – and ease the transition
   Open learning environments encourage creativity – but they are unfamiliar to many. Give your employees time to get used to them. Offer hybrid models: traditional training as a “safe haven” and flexible learning spaces as a new playing field. Over time, the comfort zone will get bigger – that’s a promise.
4. Establishing learning guides – because old patterns don’t disappear on their own
   There are no teachers at the Alemannenschule – only learning guides. It’s no different in companies. Your employees need someone who has their back, especially when they are unsure. Rely on mentors who not only convey content, but also provide reassurance. “You’re doing it right” is often more valuable than any script.
5. Allowing individualization – but not forcing it
   Every pupil at the Alemannenschule has an individual learning path. For many employees, that sounds stressful at first. “More decisions?” – a frequent feedback. Start small: Offer simple choices at first and gradually expand individualization. With every success, the willingness to take on more responsibility for their own learning grows.

Yes, it won’t be easy – but it’s worth it!

The Alemannenschule Wutöschingen shows that learning can be fun, motivating and successful. But getting there is no walk in the park. Its employees come from a culture in which learning was often compulsory. The changeover will take time. But if you accompany them properly, skepticism will turn into enthusiasm – and “I have to learn” will become “I want to learn”.

More about the Alemannenschule Wutöschingen in the Süddeutsche Zeitung