Being recognized as an advisor‍After a good mentoring session, mentees are likely to mention it to others in the organization. In little time, people will come to you for advice and doors will open for you to be inserted into leadership positions or projects. 

Learning is not linear, and meaningful learning resists being quantified. Our assessment approaches should create space for learning not arbitrarily delimit it.

Executive summary The fast-changing and unpredictable challenges of work may seem unsurmountable. But the learning behaviors of thousands of international businesses on the Udemy for Business platform and a survey of over 500 global professionals offer a glimpse of the bright future that lies ahead. In this report, you'll learn: Why your organization needs to think beyond job-related skills How your workforce can “crack the code on collaboration” Why data science isn't just for data scientists anymore What skills will reshape software engineering and IT roles

But decentralized learning goes farther than that: in a decentralized, Collaborative Learning environment, each team member participates in the learning process. They can identify their learning needs, request courses, give feedback on existing courses, and create courses themselves. We call this a bottom-up approach

1. Embrace decentralized learningCentralized learning flows out from a single point: instructors teach and employees learn. But many businesses are shifting towards a more decentralized approach, making this system obsolete. More employees are working remotely and asynchronously, and they need to break learning into small chunks that fit into their daily work schedule. The first step in decentralizing learning is to shift to online classes that can be completed in micro-sessions throughout the week.

Here are the economics: The cost of recruiting a midcareer software engineer (who earns $150,000- 200,000 per year) can be $30,000 or more including recruitment fees, advertising, and recruiting technology. This new hire also requires onboarding and has a potential turnover of two to three times higher than an internal recruit. By contrast, the cost to train and reskill an internal employee may be $20,000 or less, saving as much as $116,000 per person over three years.  The net savings: it can cost as much as 6-times more to hire from the outside than to build from within.

Leaders from Accenture and DBS Bank told Harvard Business Review that encouraging employees to teach newly-acquired skills to their colleagues expanded and deepened learning for all. The training of a single employee results in learning opportunities for dozens of others. Collaborative approaches to training ripple through an organization, where ideas and methodologies cross-pollinate from one part of the business to another