Creating A Learning Culture In An Organization

Creating A Learning Culture In An Organization

Creating A Learning Culture In An Organization

Learning is a continuous process, especially in the corporate world where market demands change on a daily basis. If there is anything that can offer you a sustainable competitive edge, it is learning. We often hear inspiring anecdotes about companies that grew to phenomenal heights from moderate beginnings. How did they do it?

They could achieve this by focusing on their people. They preach and practice that people are their best assets. And they provide their employees with flexible opportunities to learn. Such learning cultures enable even ordinary employees to excel at their work.

It is, therefore, in your best interests to create and continue to maintain a learning culture. You involve each of your associates in this process of learning rather than entrusting this responsibility with your HR or a training department. Remember, the best performing companies are those that best know what their people are and how they learn.

Here are a few suggestions:

Check your opinion on learning: As a leader, it is your responsibility to set an example to your subordinates. If your belief in the value a learning culture can create is weak, you cannot inspire others. If you believe in it strongly, you can pass that positive energy across your team and learning will be effective.

Identify your team’s learning habits: The way to do this is to conduct internal surveys. This will provide you with an insight into the kind of learning atmosphere or activities you can create. Besides, this will also send your associates a useful message that you value their professional advancement.

Encourage active learning: Learning may not always happen in a structured manner. You may not be able to always anticipate a learning situation. Many a time, messy and indeterminate learning situations may arise. Therefore, it is always better for you to cultivate an active learning culture within the organization.

Show learning in practice: Learn along with your associates. Practice what you preach. Analyze your learning habits and adopt new ways to improve your learning. This will inspire your associates to experiment with their learning habits. This culture will continue.

Develop networks: When it comes to adult learning, the focus is not more on gathering information but putting that information into practice. People can do this better in networks. Encourage social networking internally.

Maintain consistency: There should be consistency in learning activities. Ask your associates what they have learnt over the last couple of days or months regularly. It would be better if you include learning in your performance criteria during appraisals.

Thus, you need to cultivate a learning culture for long-term sustainable results.

Do share your thoughts on the same.

View presentation on Effective Corporate Training through a Learning Cycle

  • Michael J. Spangle

    I am continually impressed with the thoughtful, and thought-provoking, articles published on this site. There is an unfortunate tendency among organizations to see training in terms of the dollrs that it costs, rather than in the value that it adds. As long as those in Management positions are promoted and/or in other ways rewarded for how they cut the budget, they will continue to target their training budgets as the first place to cut. Then, after being in that position for two years at most, they get promoted or transferred, leaving their successor to pick up the pieces.

    All the points that you have made in this article are both good and vital to an organizations survival. I only hope that the choice to change the way Management looks at training changes enough for these points to be implemented.

  • Good article, I totally agree & hope you don’t mind me adding:
    People need to check on their view on MAKING MISTAKES, in themselves & others. Children don’t care if they make mistakes, adults do. Unlearning & restructuring info in your brain is a vital capacity.

  • Aseem

    Very apt. A logical and unbiased approach to learning in an organization.