What do you do if you need to enhance your Culture Change skills through online learning platforms?

Siempre tenemos algo que mejorar y por qué nop hacerlo desde plataformas digitales, particularmente me ha funcionado tener como misión el aprendizaje constante, ser autocrítico y conocer mi entorno... debemos saber a donde queremos llegar y conocer cuales son los aspectos que nos llegaran al logro de objetivos. te invito a detenerte un momento y saber qué harías distinto para mejorar algo, luego identifica si tienes esta competencia o no, en el caso de no tenerla busca información, capacitaciones online o grupos de trabajo que te permitan aprender algo nuevo, y no solo te quedes con el aprendizaje, ponlo en practica asi tu resultado será exponencial

Organizational culture change is a journey that requires all hands on the deck. Strategies must be developed to ensure that every employee not only willingly takes the journey but is also excited about it. This entails evaluating progress made by each employee, and offering interventions that assist the employee to stay on track. These interventions must deliberately designed to be derived from the employees, owned by them and implemented by them. The mistake many leadership teams make is to try to lead from the front, imposing and doing this at their own pace. It becomes a silent 'them-and-us' issue by employees, leading most a time to the abandonment of the journey.

Acredito que as plataformas online podem ajudar muito no embasamento teórico, no acesso a diferentes conteúdos, às discuss?es de casos e exercício colaborativo em geral. No entanto, a mudan?a de cultura requer um aprendizado contínuo, multifacetado e com grande contribui??o presencial. A vivência da realidade prática, a intera??o com as pessoas, os desafios diários, as diferentes experiências e pontos de vistas, associados ao entendimento teórico, assim como o interesse genuíno e livre de paradigmas no que está acontecendo ao seu redor, têm um poder extraordinário de contribuir com o aprimoramento das habilidades de mudan?a de cultura.

Mis herramientas favoritas para detectar mis habilidades son: i) La autoevaluación, para detectar mis fortalezas y áreas de mejora. ii) Las evaluaciones de competencias duras y esenciales y brechas en línea. Tienen su costo, pero más utilidad. iii) Un buen Feedback 360°, donde me encuentro las principales sorpresas, especialmente desde los trabajadores. iv) Evaluaciones de desempe?o. Nada mejor que aprender del pasado.

Step 1 is to identify your company's values, goals, enterprise projects and operational objectives. Step 2 is assess your longer term career goals and what skills and experiences need strengthening to achieve this career goal. With perspective from these two simple steps, you'll have 80% of your answer.

Whatever platform you use, we recommend a portal system, customized to each client with deliverables that work with all learning styles (visual, auditory, and kinesthetic). The platform must accommodate the system, including components beyond online training and be accessible to everyone. The platform must be able to support custom integration of information pertinent to each clients use in their staff-led review sessions, train-the-trainer, assessments, mentoring and training portions in an integrated process.

Sélectionner : Choisir des plateformes alliant théorie et pratique. Interactivité : Privilégier forums, études de cas, et projets réels. Communauté : Rejoindre une communauté active pour échanger et soutenir. Pratique : Chercher des exercices réels et simulations. Ressources : Utiliser des lectures, vidéos, et liens pour approfondir. Multimodal : Opter pour des formats variés adaptés à tous les styles d'apprentissage.

Culture is a deed.rooted thing in people you need to have the right tools and apply consistency to change. As a change champion you need also to keep on checking what is blocking employees not to embrace culture.

Only a fully immersive, guided, experiential, and mixed levels culture change process is retained and applied. Such an implementation includes INTERACTIVE modules, post-training reflective surveys, workbook assignments shared at staff-led group review sessions (everyone leads rotationally), using an online group module, leader prep, and leader guide, then peer and reverse mentoring. When everyone engages with the concepts, terms, tools, and processes in a variety of ways, alone and together, the content is fully understood, consistent, retained, relevant, and utilized ongoing through the integration process.

Participation active : Engagez-vous dans les discussions, devoirs, et utilisez la communauté pour échanger et apprendre. Application et partage : Appliquez les concepts à votre r?le et partagez vos cas pratiques avec les autres pour un apprentissage enrichi. Utilisation de la communauté : Impliquez-vous dans la communauté d'apprenants pour le soutien, le partage d'expériences, et le networking. Défis entre pairs : Challengez-vous et acceptez les défis proposés par d'autres apprenants pour stimuler votre progression. Discipline : Allouez régulièrement du temps pour votre développement personnel et professionnel. Immersion totale : Plus vous vous impliquez activement, plus l'impact sur votre croissance sera significatif.

Je suis pleinement convaincu de l'importance cruciale d'appliquer concrètement ce que nous apprenons pour solidifier nos compétences. Adopter la "théorie des petits pas" permet une progression constante, sans stress, à travers des actions régulières et mesurées. En initiant de simples projets, comme un nouveau moyen de communication ou une activité de team building, nous faisons de notre environnement de travail un espace d'expérimentation et de croissance personnelle. Ces démarches, bien que modestes, sont fondamentales pour ancrer l'apprentissage et démontrer la valeur ajoutée de nos nouvelles compétences.

Applying your learning is vital. So few people implement technical learning because it is easier to learn in theory than to go out there and do it. My experience suggests two things are key, baby steps and self compassion. You are probably pretty competent at lots of things, so becoming a novice again can feel very uncomfortable. Mistakes are inevitable, no skill was ever mastered without dropping a few balls. My dad is an educational specialist - he’s gone round the world advising and always uses the practical example of juggling. It’s impossible to learn to juggle without dropping balls. Be kind to yourself and keep going. You got this ??

In our work, we say the AWARENESS component of emotional and social intelligence is the "cupcakes", sweet to the pallet and easy going down. The MANAGEMENT of self and relationships comprise the "vegetables." Imagine a world in which we all ate only sweets. In our work, transfer of responsibility and task ownership is key to our responsibility-based culture model. Our bywords are curiosity and compassion. Taking SMART (specific, measurable, achievable, reasonable and time-bound) steps that are doable (baby steps) are part of monthly mentoring to experience the application of what's learned. Having a phone app with all reference tools and 365 day prompts on concepts and tools is also very helpful to keep what's been learned front-and-center.

Esta etapa es fundamental, ya que es donde se reconocer el inicio de la gestión del cambio, y es donde comienza, también, el ensayo y error. Equivocarse es parte del aprendizaje. Sin embargo, al interior de una organización existe una baja tolerancia al error. Por tanto, se debe comprender que toda persona que está practicando sus nuevas habilidades, para transformarlas en destrezas, tendrá un tiempo de ajuste para llegar a la maestría.

Co-creating with leaders and employees is critical to the process. I have found it helpful in addition to surveys to also hold focus groups and empathy interviews as a part of your listening strategy. Be open to change and shifting as this is a journey that is forever evolving.

We recommend several types of surveys: One is a culture wellness assessment, reviewing an organizations current culture practices, challenges, desired workforce behaviors and trends. This is key to a healthy culture like blood work is often key to a healthy body. Next, a strategic alignment survey measures ALIGNMENT (do our people KNOW our purpose, values, visions, goals, procedures and roles and do they APPROVE of them?) TRUST (including trust gaps), ENGAGEMENT, and more. This survey is used at the beginning, middle and end of a guided culture change process and yearly thereafter. Reports are distributed to all participants and next steps are clearly outlined. People like to give feedback and to know it is influential in causing change.

Nuevamente es importante conocer la visión de las personas que son el entorno profesional, el desempe?o de lo aprendido. Para esta etapa, aplicar un Feedback 360° permitirá medir con los principales usuarios de nuestros cambios el resultado del entrenamiento ganado. Y redireccionar nuestros esfuerzos en caso de ser necesario. Esto lo aplicaría acompa?ando este ejercicio mental con un mentoring o coaching como guía.

La agilidad en implementar cambios y recibir retroalimentación rápida y relevante es crucial, especialmente en niveles más junior dentro de las organizaciones, donde el impacto puede ser más inmediato y visible. Este proceso dinámico de dar y recibir feedback facilita la transformación efectiva y asegura que tus esfuerzos estén generando el impacto deseado en la cultura organizacional. l cambio de cultura comienza contigo y tu capacidad de adaptarte, aprender y crecer basado en la retroalimentación que recibes. Involucrarte activamente en este proceso no solo acelera tu crecimiento personal y profesional, sino que también inspira a otros a seguir tu ejemplo en la creación de un ambiente de trabajo más abierto, inclusivo y dinámico.

Demande de feedback : Encouragez les retours sur l'utilisation de nouvelles compétences. Acceptation des échecs : Considérez l'échec comme une étape d'apprentissage, non comme un revers. Ouverture aux critiques : Soyez réceptif à la critique constructive pour améliorer vos pratiques. Adaptabilité : Ajustez votre démarche en fonction des feedbacks pour mieux répondre aux besoins. Processus continu : Embrassez l'idée que le changement est un voyage nécessitant ajustements et persévérance. Utilité du feedback : Valorisez les retours comme leviers d'optimisation et de succès de vos initiatives. Relever les défis : Voyez chaque challenge comme une opportunité de croissance et de renforcement.

Synthesising instinct with learning (as outlined in the comments further up this article - interactive learning, workbooks, consistent real-time application, peer-to-peer reflection) is still the most powerful way to seed lasting change. Learning sticks when the learner synthesises new knowledge with emotion and lived experience. An easy-to-action, low effort daily check-in to gauge impact and alignment looks like 3 simple questions: - How do I feel in this moment? - What does this moment require of me? - Is there a gap between how I feel and what is needed of me; what one action can I take to close the gap? Our thoughts define our actions, and this 1-minute mental check-in can give clarity to both.

Just don’t! Online learning platforms are useful for many things, but culture change is NOT one of them. To change culture takes time, sometimes many years and it is NEVER finished. You need to work with people, not through a machine. You need to see their faces and the whites of their eyes, not platform data and you need to understand their concerns and challenges, not deal solely with completion rates etc. Online learning platforms can be useful for gathering baseline data, and measuring sentiment but that’s as far as I’d ever take it. Culture change is a people issue, not a platform issue.

People are being unconsciously trained everyday on social media and how they do it? Customizing content, making it short dynamic, leveraging on psychology and human behavior... and so much more. If we need to change behavior and culture and you can only leverage on online training you need to be very intentional and leverage on the learnings of social media, you need to make it consistent, constant, conscious and rewarded and much more accessible than traditional training was, if you need to do a quick staff meeting, performance meeting or whatever there should be a quick list of videos that you could play or exercises you can run even with the support of AI to provide feedback or allow for customization for individuals and roles.

1. **Online Courses and Workshops:** Enroll in relevant online courses offered by platforms like Coursera, Udemy, or LinkedIn Learning. 2. **Virtual Conferences and Webinars:** Attend virtual conferences and webinars focused on skill development and culture change topics. 3. **Online Communities:** Join online communities related to your industry or interests to learn from peers and exchange ideas about driving culture change. 4. **Reading and Research:** Explore blogs, articles, and research papers on culture change and skill enhancement available online. 5. **Networking:** Connect with professionals in your field through professional networking sites like LinkedIn, and participate in discussions to learn from others' experiences.

La cintura para el cambio no se aprende viendo un video, ni haciendo un curso, como casi nada se aprende así. Se aprende haciendo, por eso lo primordial es aplicar tu aprendizaje en tu trabajo y aprender haciendo, está bien aprender los básicos, pero eso es un 10% del 100% que necesitas, el 70% es haciendo, y el 20% restante en relación con los demás! Así que just do it! Y mucho #happyshifting

On line learning isn’t going to deliver cultural change. Sure you can learn the theory but culture is shaped by the conversations people have with their colleagues. If you are a leader who wants to create a positive culture you need to give your direct reports a purpose they can believe in and engage with. Something that provides a bridge between what the business needs and what they want to achieve. Then conversations with them are about nurturing their ability. Your body language and demeanour will give you away if you are not genuine so you can’t fake it. To influence culture you need to invest time in learning how to do that. Not something you can do on line.