Building a learning culture
Well, what a great first day at Learning Live. Before we get started, I'd like to say thank you to everyone that attended our panel discussion and a special thank you to the guest speakers.
Just to preface, there are of course many contributions that are required to develop a learning culture - This article highlights just a few aspects that can help you take the initial steps of the learning culture journey.
Building a learning culture
Learning culture to me is a bit of a fluffy term. It can sometimes be viewed as this utopian dreamland in which the organisation, teams and individuals learning are aligned to one another and the business objectives. But how do we get it, build it and keep it going?
Organizations must establish a culture that incorporates learning into all they do in order to encourage learning on both an individual and organisational level. According to recent research, organisations in which learning has a deep impact on key behaviours and is supported by learning interventions and programmes experience better growth, transformation, productivity and profitability.
Naturally, fostering a valuable learning environment is a top priority for L&D professionals with 98% of L&D practitioners wanting to develop a positive culture for learning (CIPD, 2019)
Only 36% feel like they’ve achieved this (CIPD, 2019)
Therefore, it is evident that learning professionals may be unable to create learning cultures due to particular hurdles and limitations.
Identifying the?particular behaviours or actions that are effective?is?difficult since learning culture is such a broad topic. There is evidence linking learning culture to?job satisfaction and learning motivation (Egan et al, 2014).?Although there has been very little research on how to establish a learning culture.
So, we know that having something like a learning culture has a positive impact on your organisation but how can it be developed?
I, like many others, believe learning must be integrated on three levels in order to effectively create a culture of learning.
The business
Businesses must have procedures and structures in place to promote learning, as well as a common vision for change.
A vision for learning and transformation that is clearly related to organisational goals must be defined by leaders and stakeholders.
Teams
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Teams are an important setting for social learning and communication. In order to ensure that their staff members receive the necessary assistance for learning, managers have a crucial role to play.
Empower line managers to serve as role models by showing how learning is an essential component of everyone's job.
Individual
Learning needs to take place in a supportive environment that allows employees to apply their learning.
Give employees the opportunity to choose their own learning pathways within an organisational framework by offering a variety of learning opportunities that appeal to a variety of learners.
For employees to be prepared for the future in a dynamic and competitive?market, employers must invest in their learning and development. To ensure that individuals and the larger organisation have the necessary skills to adapt and respond to problems in an agile and efficient manner, it is crucial to provide a conducive environment for learning.
To build a learning culture, all aspects of learning must be aligned. The organisation, the team and the individual must utilise systems and processes that are promoted and encouraged.
It’s not easy, but developing a strong learning culture can help you achieve your business objectives. ?
If you're at Learning Live and want to catch up, then head over to stand 24
Thanks,
Nick
References
Egan, T.M., Yang, B. and Bartlett, K. (2004) The effects of organizational learning culture and job satisfaction on motivation to transfer learning and turnover intention. Human Resource Development Quarterly. Vol 15, No 3. pp279–301.
Results-driven with extensive experience working with cross-sector organisations.
2 年Thanks for sharing Nick, enjoyed the read
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2 年Great article, Nick, enjoyed it a lot. For what it’s worth, I’ve always found the best way to start building a learning culture is to start with the environment people work in and what they think their purpose and identity are within that environment. Context is king, so a one size fits all approach wont’ work. Once this has been figured out, you can start understanding what beliefs and values people subscribe to and how well they align with the organisation and its core set of values and beliefs. Only once you’ve figured all that out can you start to address the behaviours and skills required to operate effectively in said organisation. A word of caution, this kind of transformation begins at the top, where leaders are open and clear in their communication. It’s also an opportunity to create a safe environment where mistakes and open discussion can take place among colleagues. To build a learning culture, the below points need to be addressed in equal measure, miss one step and the rest fail to work. -???????Purpose -???????Identity -???????Values and Beliefs -???????Behaviors -???????Skills -???????Environment
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2 年Thanks for the article!
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2 年Thank you great articleReally determined to make a learning culture a reality at my company. Of interest which companies do you feel have had the greatest success in doing so and why?
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