“Life is a marathon, not a sprint” is a quote commonly attributed to Dr. Phil McGraw, a well-known American television personality and author. In essence, this quote can be interpreted to mean that it is important to remember the bigger picture, and that one should pace themselves rather than waste bursts of energy for short-term gain. Just as this phrase can be applied to life, it can be applied to workforce development—companies are interested in employee development and retention for the long run, not just deploying educational content and implementing programs as a short-term box check or survey reaction.
However, it can be argued that sprinting, when incorporated correctly, can be a greatly effective training technique as well. When preparing for a marathon, it is advised to implement a sprint workout at least once a week into your schedule to improve speed and form, increase endurance, and build muscle (Why marathoners should do sprint work). Ultimately, this leads to an improvement of one’s average marathon pace. In this way, when working toward the goal of completing a marathon, it is not a choice between sprint intervals versus longer endurance running, but rather finding a way to balance both to reach an optimal outcome.
Drawing connections between running marathons and sprints to workforce development
In our work at the International Academy of Automation Engineering (IAAE), we have seen that these same principles can be applied to workforce development. When working with adult learners, especially in the Life Sciences, the most effective approaches incorporate a balance of short-term learning sprints, which include educational content access and guest presenters, with long-term programs and the opportunity to apply knowledge and reinforce new skills.
Lifelong learning is similar to steadily running a marathon
Similar to a runner in a marathon, it is advised that each learner steadily proceeds at his or her own pace, focusing on where there are learning gaps and reinforcing previously learned foundational knowledge. The ability to engage new ideas and concepts at the moment in time when a learner is ready to explore them is a key part of effective adult learning. A learner moving at too slow a pace can become discouraged due to perceived progress compared to peers or inability to see the finish line; a learner moving at too fast a pace can become discouraged due to content indigestion, poor recall, or improper application of new knowledge.
Benefits of incorporating a ‘learning sprint’ approach
Coupled with self-paced educational content access, it has been found successful to also incorporate 4-6 week intensive learning programs, which IAAE has coined as ‘learning sprints’. These learning sprints help companies engage chosen roles and teams throughout their organization by assigning specific modules and focusing on priority topics. Over the weeks-long learning sprint, learners participate in weekly meetings to discuss the homework assignments, hear presentations from industry SMEs, answer questions, and share experiential stories. Examples of popular learning sprint topics run over the years include:
- Data Integrity
- AI/AR/VR and Digital Twin
- Hands-on Data Analytics
- Cross-Site Automation
- Quality and Validation
- Shop Floor Essentials
- Cybersecurity
Packaging these topics up in 4-6 week long learning programs helps guide adult learners and pique interest in professional development. The bursts of energy from these learning sprints help push companies closer to their upskilling goals.
Going for gold
Incorporating this novel approach of combining marathon and sprint learning styles to learning and development earned one of our clients a finalist award in the Transformational Business Cultures category at the Manufacturing Leadership Council (MLC) Awards Gala in June, 2024. For years, this company has incorporated long-term content licensing with the learning sprint model into their company culture, observing a positive shift in attitude toward education and continued employee participation. IAAE was honored to be recognized as a Partner in Collaborative Innovation, and according to MLC, “the technology, solutions, and expertise that International Academy of Automation Engineering (IAAE) has demonstrated is essential on the transformational journey to Manufacturing 4.0.”
Conclusion
The analogy of marathons and sprints aptly captures the dual approach necessary for effective workforce development and upskilling in the Life Sciences. By integrating long-term, self-paced learning with short-term, intensive learning sprints, organizations can foster a culture of proactive skill building. When Life Science companies exemplify this balanced strategy, providing both comprehensive online content and targeted learning sprints, they are better able to meet the diverse needs of their learners. This holistic approach not only enhances individual capabilities, but also drives organizational transformation and success, validated by third parties like the Manufacturing Leadership Council. Ultimately, the synergy between marathon-like endurance and sprint-like intensity ensures that employees and the organizations they are a part of are well-equipped to navigate the evolving demands of the Life Sciences industry.
