How to create a learning culture in the workplace

How to create a learning culture in the workplace

Being transformation-ready doesn’t mean adopting the latest technology or rewriting your mission statement to keep up with current trends. Instead, it’s about developing a learning culture that positions the entire organization to adapt to the inevitable unknowns the future will bring and equip the workforce with the capabilities needed to stay competitive amidst these changes.

5 characteristics of a learning culture

Empower transformation-ready employees

Time

Leaders must allocate time for learning if they are to expect employee growth to occur

Does the culture produce and support insightful workers?

Insight isn’t an innate quality, though. Cultures must nurture it by creating opportunities for employees to acquire knowledge, explore promising ideas, and experiment with new solutions.

Is it cultivated by leaders at the organization?

Leaders have an outsized influence on everyone at an organization. Directors who want their managers to learn and grow must model a willingness to do so.

Does it extol growth mindsets?

In his studies, psychologist and professional development consultant Robert Keagan found that people in most organizations expend copious effort trying to hide their weaknesses and learning needs.

Budget

One way to maintain a consistent budget is to gain buy-in by making the value of learning explicitly clear

Final note Learning leaders are important drivers of organizational culture

Hiring managers should look for applicants with qualities such as insightfulness and a growth mindset

Collaborative and matrixed

Sometimes the time required to hone a new skill will be too great. In these instances, insightful workers need to connect with those whose complementary skills can be an asset.

Adaptable

A learning culture provides time and resources for employees to hone the skills needed to adapt to changing market conditions and demands, skills like resilience and agility

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