{"id":6967,"date":"2025-11-28T15:31:13","date_gmt":"2025-11-28T13:31:13","guid":{"rendered":"https:\/\/saarnilearning.fi\/blog\/skills-development-and-learning-in-everyday-life\/"},"modified":"2026-01-22T11:08:29","modified_gmt":"2026-01-22T09:08:29","slug":"skills-development-and-learning-in-everyday-life","status":"publish","type":"post","link":"https:\/\/saarnilearning.fi\/en\/blog\/skills-development-and-learning-in-everyday-life\/","title":{"rendered":"Skills development and learning in everyday life"},"content":{"rendered":"\n<div style=\"height:23px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<div class=\"wp-block-columns are-vertically-aligned-center is-layout-flex wp-container-core-columns-is-layout-1 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-vertically-aligned-center has-background is-layout-flow wp-block-column-is-layout-flow\" style=\"background-color:#ebf1f6;flex-basis:7000px\">\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading has-text-align-center\">In this article you can find out how:<\/h4>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<ul>\n<li>Learning is a way to respond to change<\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<ul>\n<li>Learning should be seen as part of an organisation&#8217;s &#8220;range of services&#8221; for its employees  <\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<ul>\n<li>The 70-20-10 method should be used effectively<\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<ul>\n<li>The roles of front-line staff, management and employees in enabling learning should be defined<\/li>\n<\/ul>\n\n\n\n<div style=\"height:15px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<ul>\n<li>Learning should be measured in order to be genuinely useful<\/li>\n<\/ul>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div>\n<\/div>\n\n<p>On 5 November 2025, we took part in a partnership with our partner <a href=\"https:\/\/www.skille.fi\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>SKILLE network<\/strong><\/a><em>&#8220;Developing skills and learning in everyday life&#8221; with<\/em> SKILLE&#8217;s Juhana Lamberg and our own Customer Success Manager <strong>Henna-Riikka Ahvenj\u00e4rvi<\/strong>. Read the interesting article written on the basis of the webinar, where you can pick up practical tips for developing your own or your team&#8217;s everyday learning.    <\/p>\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<h4 class=\"wp-block-heading\">Learning at work  <\/h4>\n\n<p>The world of work is changing rapidly, but an organisation&#8217;s ability to succeed ultimately depends not on a single technology or trend, but on how well the organisation learns.  <\/p>\n\n<p>Learning is not a separate training day in the calendar, but a way of approaching work:<\/p>\n\n<ul>\n<li>stopping to see what works and what doesn&#8217;t<\/li>\n<\/ul>\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<ul>\n<li>deliberate experimentation<\/li>\n<\/ul>\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<ul>\n<li>sharing insights with others<\/li>\n<\/ul>\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<ul>\n<li>moving forward a little better than yesterday<\/li>\n<\/ul>\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<p>The core message is clear: learning happens where the work happens. It is up to the organisation to make it visible, possible and allowed. <a id=\"_msocom_1\"><\/a><\/p>\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<h4 class=\"wp-block-heading\">Learning is a way to respond to change<\/h4>\n\n<p>Change is visible at many levels in organisations: structures are living, services are evolving, new tools are being introduced and customer expectations are changing.<\/p>\n\n<p>It is no longer a question of whether changes will come, but of the capacity to respond to them.  <\/p>\n\n<div style=\"height:68px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-2 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><strong>The ability to change does not happen all at once<\/strong>: if an organisation reacts only to isolated problems, everyday life becomes fragmented. Instead, long-term learning builds the capacity to flex and innovate in a sustainable way. <\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-full is-resized\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1200\" height=\"628\" src=\"https:\/\/saarnilearning.fi\/wp-content\/uploads\/skille-artikkeliin-kuva-1.png\" alt=\"\" class=\"wp-image-6920\" style=\"width:361px;height:auto\" srcset=\"https:\/\/saarnilearning.fi\/wp-content\/uploads\/skille-artikkeliin-kuva-1.png 1200w, https:\/\/saarnilearning.fi\/wp-content\/uploads\/skille-artikkeliin-kuva-1-300x157.png 300w, https:\/\/saarnilearning.fi\/wp-content\/uploads\/skille-artikkeliin-kuva-1-1024x536.png 1024w, https:\/\/saarnilearning.fi\/wp-content\/uploads\/skille-artikkeliin-kuva-1-768x402.png 768w\" sizes=\"(max-width: 1200px) 100vw, 1200px\" \/><\/figure>\n<\/div>\n<\/div>\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-3 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<figure class=\"wp-block-image size-large is-resized\"><img decoding=\"async\" width=\"1024\" height=\"536\" src=\"https:\/\/saarnilearning.fi\/wp-content\/uploads\/\/skille-artikkeliin-kuva-2-1024x536.png\" alt=\"\" class=\"wp-image-6918\" style=\"width:395px;height:auto\" srcset=\"https:\/\/saarnilearning.fi\/wp-content\/uploads\/skille-artikkeliin-kuva-2-1024x536.png 1024w, https:\/\/saarnilearning.fi\/wp-content\/uploads\/skille-artikkeliin-kuva-2-300x157.png 300w, https:\/\/saarnilearning.fi\/wp-content\/uploads\/skille-artikkeliin-kuva-2-768x402.png 768w, https:\/\/saarnilearning.fi\/wp-content\/uploads\/skille-artikkeliin-kuva-2.png 1200w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\">\n<p><strong>The ability to change does not happen all at once<\/strong>: if an organisation reacts only to isolated problems, everyday life becomes fragmented. Instead, long-term learning builds the capacity to flex and innovate in a sustainable way. <\/p>\n<\/div>\n<\/div>\n\n<div style=\"height:30px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<h4 class=\"wp-block-heading\">Learning as a &#8220;service provided by the organisation&#8221;<\/h4>\n\n<p>Learning should be seen as a service that an organisation provides to its employees. It helps to shift the thinking from a single course offering to a holistic approach where learning is a planned, managed and supported process. <\/p>\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<p>This service is made up of four components:<\/p>\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<p><strong><mark style=\"background-color:rgba(0, 0, 0, 0);color:#70982b\" class=\"has-inline-color\">1. Structures of learning<\/mark><\/strong><\/p>\n\n<p>The organisation needs a common understanding of how to develop competences, where to identify learning needs, how to link them to objectives and what processes should be used to help the employee move forward in everyday life. Structure does not mean heavy bureaucracy, but clear rules of the game. <\/p>\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<p><strong><mark style=\"background-color:rgba(0, 0, 0, 0);color:#70982b\" class=\"has-inline-color\">2. The Learning Service Pathway<\/mark><\/strong><\/p>\n\n<p>Each employee has his or her own learning path, but the organisation can support this through induction, deepening role-specific skills, learning from change situations (new processes, systems, responsibilities) and continuous development and career paths.<\/p>\n\n<p>Learning does not have to be a linear &#8220;first course, then work&#8221; sequence. More importantly, there should be natural places on the path to practice, reflect and seek support. <\/p>\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<p><strong><mark style=\"background-color:rgba(0, 0, 0, 0);color:#70982b\" class=\"has-inline-color\">3. Facilitation and rhythm<\/mark><\/strong><\/p>\n\n<p>Not everyone is an inherently self-directed super learner. That&#8217;s why it&#8217;s good for organisations to consider: <\/p>\n\n<ul>\n<li>who enables learning (management, HR, front-line staff, more experienced colleagues)<\/li>\n<\/ul>\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<ul>\n<li>what forums are available for discussion (team meetings, retrospectives, sparring sessions)<\/li>\n<\/ul>\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<ul>\n<li>how often we stop to reflect on what we have learned.<\/li>\n<\/ul>\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<p>Facilitation is not just about organising events, but above all about creating a safe, learning-friendly environment.<\/p>\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<p><strong><mark style=\"background-color:rgba(0, 0, 0, 0);color:#70982b\" class=\"has-inline-color\">4. Community and continuity<\/mark><\/strong><\/p>\n\n<p>Individual training does not change the culture of an organisation. What does is that learning insights are shared with colleagues, teams learn together, successes and lessons learned from mistakes are made visible, and learning is part of everyday speech, not just in HR documents. <\/p>\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<h4 class=\"wp-block-heading\">70-20-10 &#8211; a simple way to look at everyday learning<\/h4>\n\n<p>Ahvenj\u00e4rvi urges organisations to use the 70-20-10 model as a practical tool to help them ask: do we have too narrow an understanding of learning?<\/p>\n\n<p><mark style=\"background-color:rgba(0, 0, 0, 0);color:#70982b\" class=\"has-inline-color\"><strong>70% &#8211; learning by doing<\/strong><br\/><\/mark>New responsibilities, experiments, problem solving, simulations, small development experiments, self-evaluation.<\/p>\n\n<p><mark style=\"background-color:rgba(0, 0, 0, 0);color:#70982b\" class=\"has-inline-color\"><strong>20 % &#8211; learning through interaction<\/strong><br\/><\/mark>Learning from colleagues, giving and receiving peer feedback, mentoring, joint development meetings, benchmarking.<\/p>\n\n<p><mark style=\"background-color:rgba(0, 0, 0, 0);color:#70982b\" class=\"has-inline-color\"><strong>10% &#8211; formal learning<\/strong><br\/><\/mark>Training, online courses, coaching, guidelines, articles, books.<\/p>\n\n<p>In many organisations, it&#8217;s easy to get stuck in that 10% because it&#8217;s the easiest to measure. Ahvenj\u00e4rvi challenges us to look at how to make parts 70 and 20 visible and supported. <\/p>\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<h4 class=\"wp-block-heading\">A safe space to learn<\/h4>\n\n<p>Learning is not a siloed process. It involves uncertainty, incomplete ideas, experimentation and also failure. <\/p>\n\n<p>It&#8217;s worth considering what happens in an organisation when someone makes a mistake &#8211; or when something goes exceptionally well? Do you just get stuck in a fix and move on in a hurry? Or do we stop and reflect together on what lessons can be learned and how they can be shared more widely?  <\/p>\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-4 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column has-background is-layout-flow wp-block-column-is-layout-flow\" style=\"background-color:#ebf1f6\">\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p class=\"has-text-align-center\"><em>&#8220;A safe space means not having to know everything by heart, asking questions is not a weakness, experimentation is allowed, and that mistakes are talked about in a way that benefits the whole team.&#8221;<\/em><\/p>\n\n\n\n<p class=\"has-text-align-center\">Henna-Riikka Ahvenj\u00e4rvi, Saarni Learning<\/p>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div>\n<\/div>\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<h4 class=\"wp-block-heading\">The role of front-line staff and management in enabling learning<\/h4>\n\n<p>It is often assumed that frontline workers &#8220;know how to lead learning&#8221;, even though the skill does not come naturally. In frontline work, training is also needed on how to facilitate team learning, how to build space for reflection into everyday life, how to identify and articulate competency needs, and how to make it visible that learning is an expected and desired part of the job. <\/p>\n\n<p>Leaders&#8217; own example is crucial. When leaders talk openly about their own areas for improvement and where they want the organisation to grow, it encourages all staff to see learning opportunities in both successes and failures. <\/p>\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<h4 class=\"wp-block-heading\">How should learning be measured?<\/h4>\n\n<p>The effects of learning are not always easy to put into numbers, but that doesn&#8217;t mean they don&#8217;t exist.<\/p>\n\n<p>Measurement is something to think about on several levels:<\/p>\n\n<p><mark style=\"background-color:rgba(0, 0, 0, 0);color:#70982b\" class=\"has-inline-color\"><strong>What are the learning outcomes?<\/strong> <\/mark>For example, better service or product quality, fewer errors, smoother processes, passing audits, customer satisfaction.<\/p>\n\n<p><strong><mark style=\"background-color:rgba(0, 0, 0, 0);color:#70982b\" class=\"has-inline-color\">What behaviour change is needed?<\/mark><\/strong>  What do people and the work community need to do differently to change the results?<\/p>\n\n<p><strong><mark style=\"background-color:rgba(0, 0, 0, 0);color:#70982b\" class=\"has-inline-color\">What do you need to learn to make change possible?<\/mark><\/strong>  Knowledge, skills, common approaches, new roles.<\/p>\n\n<p>The more human side can also be examined:<br\/>the learning experience, the learning climate, the quantity and quality of feedback, the development of cooperation.<\/p>\n\n<p>Most importantly, measurement should support learning, and not be reduced to course numbers and timesheets.<\/p>\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<h4 class=\"wp-block-heading\">Organizations&#8217; learning promise to employees<\/h4>\n\n<p>Many organisations have a customer promise and an employer promise on record. But few have a learning promise: what do we promise employees in terms of skills development? <\/p>\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-group\"><div class=\"wp-block-group__inner-container is-layout-constrained wp-block-group-is-layout-constrained\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-5 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-vertically-aligned-top has-background is-layout-flow wp-block-column-is-layout-flow\" style=\"background-color:#ebf1f6\">\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h4 class=\"wp-block-heading has-text-align-center\"><mark style=\"background-color:rgba(0, 0, 0, 0);color:#70982b\" class=\"has-inline-color\"><strong>Ahvenj\u00e4rvi urges everyone to reflect:<\/strong><\/mark><\/h4>\n\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<ul>\n<li>How do we learn?<\/li>\n<\/ul>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<ul>\n<li>What are the opportunities for learning in everyday life?<\/li>\n<\/ul>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<ul>\n<li>What can every employee expect from learning support?<\/li>\n<\/ul>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<ul>\n<li>How do we ensure that learning is not just an individual&#8217;s passion, but a shared organisational policy?<\/li>\n<\/ul>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n<\/div>\n<\/div>\n<\/div><\/div>\n<\/div><\/div>\n\n<div style=\"height:80px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<div class=\"wp-block-media-text is-stacked-on-mobile\" style=\"grid-template-columns:24% auto\"><figure class=\"wp-block-media-text__media\"><a href=\"https:\/\/www.ains.fi\/\"><img decoding=\"async\" width=\"240\" height=\"110\" src=\"https:\/\/saarnilearning.fi\/wp-content\/uploads\/skille-logo-3.avif\" alt=\"\" class=\"wp-image-6931 size-full\"\/><\/a><\/figure><div class=\"wp-block-media-text__content\">\n<p><a href=\"https:\/\/www.skille.fi\/\">SKILLE<\/a> brings organisations together to share knowledge, experiences and insights to make learning accessible to all. Together with partners, the network provides a meeting place, events and networking, as well as inspiring and up-to-date information and research to support organisations&#8217; continuous learning and renewal. <\/p>\n<\/div><\/div>\n\n<div style=\"height:100px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<div style=\"height:36px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n<p><\/p>\n\n<p>Want to find out how the Priima learning environment could fit your company&#8217;s needs?  <a href=\"https:\/\/saarnilearning.fi\/en\/contact\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Contact us!<\/strong><\/a><\/p>\n\n<figure class=\"wp-block-image size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"547\" height=\"200\" src=\"https:\/\/saarnilearning.fi\/wp-content\/uploads\/Priima_vihrea.png\" alt=\"\" class=\"wp-image-6641\" style=\"width:325px;height:auto\" srcset=\"https:\/\/saarnilearning.fi\/wp-content\/uploads\/Priima_vihrea.png 547w, https:\/\/saarnilearning.fi\/wp-content\/uploads\/Priima_vihrea-300x110.png 300w\" sizes=\"(max-width: 547px) 100vw, 547px\" \/><\/figure>\n","protected":false},"excerpt":{"rendered":"<p>Read an interesting article based on the SKILLLE and Saarni Learning webinar to get practical tips on how to improve everyday learning.  <\/p>\n","protected":false},"author":20,"featured_media":6934,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[13],"tags":[65,66,63,64],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v24.0 - 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