Creating a learning culture
Learning should occur naturally and be something we should all strive for every day. Similar to the 'growth mindset', in which a person focuses their energies to stretching their abilities through application and resilience, creating a learning culture shifts mindsets to one in which employees continue to develop themselves and others through continued sharing, helping and learning.
People learn from experience, from mistakes and from peers. They remember the information that is relevant to them and that resonates with them. So, when we talk about ‘creating a culture', we need to remember that not all employees are used to self-directed learning and that learning should be relevant, timely, feel natural and ideally be in the flow of work.
Learning can be a motivating experience and a source of continuous performance improvement, provided the learners recognise the purpose of the learning, that it feels relevant to them, and is contextualised. That's where learning and engagement come together and why creating a holistic learning experience for the workforce, aligned to the goals of the business is key to creating a true learning culture.
People learn from experience, from mistakes and from peers. They remember the information that is relevant to them and that resonates with them. So, when we talk about ‘creating a culture', we need to remember that not all employees are used to self-directed learning and that learning should be relevant, timely, feel natural and ideally be in the flow of work.
Learning can be a motivating experience and a source of continuous performance improvement, provided the learners recognise the purpose of the learning, that it feels relevant to them, and is contextualised. That's where learning and engagement come together and why creating a holistic learning experience for the workforce, aligned to the goals of the business is key to creating a true learning culture.
The power of context & relevance
Knowledge sharing, communication & learning in the flow of work.
Having a learning platform and content is not enough. The shift in learning culture towards a self-service model is real - but the likelihood that it supports common organisational goals is low. Without the right approach and the support activities to bring this to life, to ensure the content is relevant and learners receive the learning in the natural context of their work, organisation-wide engagement won't be achieved and the experience will likely fall flat and not deliver the expected results.
Plus, in these times of uncertainty, by fostering a culture of continuous learning, HR and learning professionals can be a life line. Helping the team stay informed and motivated, developing new skills, boosting resilience, and ensuring well-being.
Having a learning platform and content is not enough. The shift in learning culture towards a self-service model is real - but the likelihood that it supports common organisational goals is low. Without the right approach and the support activities to bring this to life, to ensure the content is relevant and learners receive the learning in the natural context of their work, organisation-wide engagement won't be achieved and the experience will likely fall flat and not deliver the expected results.
Plus, in these times of uncertainty, by fostering a culture of continuous learning, HR and learning professionals can be a life line. Helping the team stay informed and motivated, developing new skills, boosting resilience, and ensuring well-being.
