How to Create a Learning Culture

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Most HR managers believe that establishing a strong learning culture is the basis for delivering great business results and successfully tackling the future of work. Furthermore, the younger generation of workers expect more from their companies, and they want career growth and continual learning to be the norm. As a result, learning culture has an impact on employee engagement and experience.

It comes as no surprise that developing a learning culture is a primary focus for CHROs and their teams. Learning professionals recently provided their best suggestions on creating such a culture:

Get support from the leadership 

Rashim Mogha, Skillsoft General Manager, spoke on how to effectively educate individuals to be better leaders. One reason for focusing on this type of education is to ensure that leaders exhibit the type of conduct that reverberates across the business and inspires others to spend time learning.

Mogha proposed that executives should be the first among the ones to use the organization’s learning programmes. For example, she proposed starting a new learning programme for the leadership branch.

“At some point, you’ll have to scale this across everyone,” she continued. “But to create a culture of continual learning, you still must start small.”

Make Your Case

Getting CEOs to recognize the value of education is a terrific starting step. HR leaders, on the other hand, must assist them in comprehending the significance of giving learning opportunities. If learning professionals can establish a correlation between talent obtaining, upskilling and/or reskilling and then going out and creating more money for the organisation then that’s when education pays off for the organization as a whole.

“In order to promote a healthy, business-focused culture of lifelong learning, performance, and innovation, an organization must transparently and clearly understand, recognise, and promote the importance of learning and innovation in terms of business performance and success,” says Markus Bernhardt, Chief Evangelist at OBRIZUM and LinkedIn learning expert. “This connection is critical. Learning and professional development must be considered as a business vital, and learning must transition from a ‘cost centre’ to a ‘useful business performance investment.'”

Make Learning Opportunities Available

It is not enough to persuade leaders of the necessity of learning and development programmes. They must also be willing to devote resources to L&D. According to Sonia Malik, Global Program Lead, Education and Workforce Development at IBM, leaders must “offer an infrastructure and the ability to become a lifelong learner” in addition to exhibiting the growth mindset and lifetime learning practises.

“You can’t claim that we want you to learn something and then deny you access to infrastructure, information, or time to learn,” she argues.

Curriculum Priority

Large corporations are developing their own programmes that function similarly to small universities. AT&T University and the Disney Institute spring to mind. What is critical is to identify the organization’s talent gaps and work to fill them. Being deliberate and strategic is key when trying to make the culture of learning more popular. It may also play a role in inspiring individuals since they, too, may achieve success. Furthermore, it may keep them from becoming obsolete.

“Over the course of our 140-plus-year history, our organisation has had to reinvent itself several times,” says Robert Stojanowski, Director of Learning and Innovation Labs at AT&T. “Continuous learning and reskilling are ingrained in the culture because they must be. Moving from traditional phone service to the internet then to mobile services, cybersecurity, or consultancy requires a wide range of abilities and skills.”

Persuade the employees

Employees are more than ever interested in career development and learning opportunities. Some people, though, may not be as motivated as others. Alternatively, they may feel challenged by having to divide their time between employment and study.

As a result, individualised education is gaining popularity. Giving workers the opportunity to develop in a way that benefits both their own objectives and the goals of the business can boost job satisfaction and performance.

Learning whilst working

A learning-whilst-working concept is rising among business educators. Essentially, the suggestion is to incorporate learning opportunities into people’s daily employment. Some of this learning occurs naturally. After all, employees may be required to master a certain software in order to fulfil assignments or duties. Opportunities such as shadowing a mentor or a leader is also a good example. However in other scenarios, learning leaders may need to provide for the time required to complete a lesson, rather than immediately try to make the person apply new knowledge whilst on the job.

In the end, lifelong learning will distinguish the winners and losers in the workplace and across businesses. In many respects, the future of work is coming, and the skills gap is catching up with everyone. As a result, creating a learning culture is more than simply a pleasant thing to do for employees. It’s a business requirement.

Planning on managing your employee training? See how HealthBoxHR can help your business manage training schedules with our Performance Management Tool. 

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