Learning and development is one of the most commonly discussed L&OD topic trending in the workplace. Yet, many organizations have trouble establishing an effective learning culture. This is probably occurring because the importance of instilling learning and development into the organization’s practices has been put on the backend of the agenda when it should remain on the forefront.
So, is your organization reaping the rewards of an effective learning culture? If not, Nabong’s (2015) seven benefits may encourage you to consider taking a closer look at the value of an effective learning culture. The benefits Nabong outlined include:
- Increased efficiency, productivity, and profit.
- Increased employee satisfaction.
- An improved mindset among employees.
- A developed sense of ownership and accountability.
- Ease in succession and/or transition processes.
- A culture of knowledge inquiry and sharing.
- An enhanced ability for workers to adapt to change.
It’s clear a culture of learning in the workplace is important for maintaining a competitive edge. In a recent report, LinkedIn Learning Solutions (2017) revealed five top trends of workplace learning and several challenges today’s L&D professionals encounter. While the report indicates, organizations have forged a commitment to workplace learning initiatives, concerns with budget constraints, small team dynamics, gaps in ROI, and employee engagement present challenges. To ensure an effective organizational culture is achieved, these challenges need to be addressed.
If your organization faces any of these challenges, it’s time to reexamine the effectiveness of your learning culture. One important factor to remember is: All hope is not lost! You can transform your organization’s current learning and development culture by investing in the following five simple initiatives (Jones, 2016):
- Identify links between learning, performance, and outcomes using daily operations.
- Provide opportunities to apply what’s learned through practical experiences and coaching.
- Position learning as a principal strategic initiative and implement programs that encourage knowledge-sharing.
- Identify employees with subject-matter expert capabilities.
- Encourage an employee-employer partnership that promotes accountability.
In the modern workspace, according to Hart (2016), these initiatives reinforce an organizational mindset that recognizes learning as a natural part of work, appreciates the significance of individual development, values all forms of learning in the workplace, realizes the outcome of learning is the most meaningful factor, and understands the importance of learning in a continually changing workplace.
Hart, J. (2016, January 2). 2016: Rethinking workplace learning. Retrieved from http://www.c4lpt.co.uk/blog/2016/01/02/2016-rethinking-workplace-learning/
Jones, D. (2016, February 21). 5 tips for building a learning culture in your workplace. Retrieved from https://www.thebalance.com/building-learning-culture-3878190
LinkedIn Learning Solutions. (2017). 2017 workplace learning report: How modern L&D pros are tackling top challenges [PDF document]. Retrieved from https://learning.linkedin.com/elearning-solutions-guides/2017-workplace-learning-report
Nabong, T. A. (2015, April 7). Creating a learning culture for the improvement of your organization. Retrieved from https://www.trainingindustry.com/workforce-development/articles/creating-a-learning-culture-for-the-improvement-of-your-organization.aspx
UNC Executive Development. (2016). 7 steps to creating a lasting learning culture. Retrieved from http://execdev.kenan-flagler.unc.edu/blog/7-steps-to-creating-a-lasting-learning-culture