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How can you create a culture of learning to drive change management innovation?

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Change management is the process of leading, facilitating, and supporting people and organizations through transitions, transformations, and innovations. It requires not only technical skills, but also emotional, social, and cognitive skills. One of the most important skills for change management is learning: the ability to acquire, apply, and share new knowledge and skills. Learning enables change managers to adapt to changing environments, solve problems creatively, and foster collaboration and engagement. In this article, you will learn how to create a culture of learning to drive change management innovation.

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1 Why is learning important for change management?

Learning is essential for change management as it assists you and your team in understanding the current situation and desired future state, as well as the gaps between them. It also helps to identify the drivers, barriers, and risks of change and develop effective strategies to address them. Additionally, learning can help to communicate and engage with stakeholders, and address their needs, expectations, and feedback. Furthermore, it can be used to innovate and improve change processes and practices. Moreover, learning encourages a growth mindset which is key in fostering resilience, curiosity, and motivation for change management.

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2 How to assess your learning needs and goals?

Before you can create a culture of learning, you need to assess your own and your team's learning needs and goals. This means identifying the knowledge and skills gaps that hinder your change management performance, as well as the learning outcomes that you want to achieve. To do this, you can use various methods such as self-assessment tools like surveys, quizzes, or reflection questions; peer assessment from colleagues or mentors; performance assessment with indicators such as metrics, benchmarks, or feedback; and gap analysis to compare your current and desired change management capabilities. Once you have assessed your learning needs and goals, prioritize them according to urgency, importance, and feasibility. Then create a learning plan with the actions, resources, and timelines for your learning activities.

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Mihaela Stroia
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It’s all about thinking about the desired learning outcome and creating a tailored learning plan. Adding another string to your bow might be challenging at times, but definitely rewarding once the assessment has been completed. Evaluating professional learning can satisfy business needs and ensuring that the learning plan is producing the desired results in terms of effectiveness, time efficiency and short/or long term vision. One method is to create a GAP analysis or to use a specific skill management software to automatize this process. Measuring skills can be done by creating a skills spreadsheet specific to each individual position, where you can add the feedback from performance reviews.

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3 How to choose the best learning methods and resources?

When it comes to enhancing your change management skills, there are many learning methods and resources available. These include formal learning such as courses, workshops, seminars, or webinars; informal learning like books, articles, podcasts, videos, or blogs; social learning with mentoring, coaching, peer support, or communities of practice; and experiential learning with projects, assignments, simulations, or experiments. You can decide which learning methods and resources best suit your change management goals based on your learning preferences, styles, and availability. Additionally, you can combine different approaches to create a blended learning approach that optimizes your outcomes.

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4 How to create a learning environment and culture?

Creating a learning environment and culture means fostering a supportive and conducive atmosphere for learning, where you and your team can feel safe to ask questions, share ideas, and make mistakes. It's essential to have access to relevant and quality learning materials, tools, and facilities, as well as time and space to learn, practice, and apply new knowledge and skills. Additionally, you should have opportunities to learn from each other, external experts, and sources. Incentives and rewards will motivate and recognize your learning achievements. To establish this kind of environment, set clear expectations for yourself and your team, provide regular feedback on your change management performance and learning progress, celebrate successes and failures with lessons learned from them, and encourage continuous learning.

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Mihaela Stroia
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In my experience, I found that “sharing your toys” or better said, sharing best practices can be very inspiring and a common approach used for creating a learning culture. This is possible in a work environment, where people are open to learn from each other and recognize that the outcome results in an efficient collaboration within the team. Having the right tools and processes is equally important, as well as documenting individual progress towards performance conversations and if needed, creating an action plan for long term goals.

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5 How to evaluate and measure your learning impact?

Evaluating and measuring your learning impact is a way to assess how your learning activities have affected your change management performance and results. This practice helps you determine if you have achieved your learning objectives, identify the benefits and challenges of your methods, demonstrate the value of your efforts, and plan your next steps. To evaluate and measure your learning impact, use quantitative and qualitative data and evidence from various sources and perspectives. Additionally, utilize various methods and tools to analyze and present your data, such as charts, graphs or reports. Lastly, compare and contrast your data using criteria such as benchmarks, standards or best practices.

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Mihaela Stroia
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Evaluating and measuring the impact of professional learning can mostly vary according to the business context. However, as professional learning needs are connected with business needs, no matter what the context is, there are standardized methods in place to measure the learning impact: 1. Analyze the person and the system data, to better understand what motivates a person to learn and map it with the business needs 2. Set clear learning goals (SMART goals) 3. Establish a baseline and specific indicators 4. Establish a learning plan and specific assessments 5. Performance data analysis 6. Feedback from customers or stakeholders 7. Follow-up meetings 8. Sharing case studies and success stories

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you create a culture of learning to drive change management innovation?

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1 Why is learning important for change management?

2 How to assess your learning needs and goals?

3 How to choose the best learning methods and resources?

4 How to create a learning environment and culture?

5 How to evaluate and measure your learning impact?

6 Here’s what else to consider

Change Management

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How can you create a culture of learning to drive change management innovation?

1

2

3

4

5

6

1 Why is learning important for change management?

2 How to assess your learning needs and goals?

3 How to choose the best learning methods and resources?

4 How to create a learning environment and culture?

5 How to evaluate and measure your learning impact?

6 Here’s what else to consider

Change Management

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