Global Leadership Blog
Learning Culture

8 Ways to Create a Corporate Learning Culture

“Learning is not attained by chance, it must be sought for with ardor and attended to with diligence.”Abigail Adams

Our world is changing, and so are the ways we learn–especially in the workplace. Where once the corporate mindset was all about providing employee training, an increasing number of companies today are working to establish a culture of learning.

“An organization with a learning culture encourages continuous learning and believes that systems influence each other,” writes Tala A. Nabong, for Training Industry. Since constant learning elevates an individual as a worker and as a person, it opens opportunities for the establishment to transform continuously for the better,” she states.

“Workers no longer need to make, fix, or sell things or provide basic services. However, they do have to be smarter, more agile, and more innovative than ever, writes Stephen Gill, for the Association for Talent Development (ATD.) “As automation and robotics improve, the demand for globalization increases, and our workplaces become more multigenerational and diverse, an organization’s competitive advantage will be in the application of its collective knowledge and expertise…”

Establishing a culture of learning takes time, dedication, and focus. It also takes buy-in from the C-Suite and middle management.

Here are eight powerful tactics you can use to start building a culture of learning within your company.

1. Advocate for a culture of learning to your leaders. Your management team knows that experienced, skilled talent is hard to find and challenging to retain. Today’s job candidates are searching for positions in companies that demonstrate an investment in learning. In fact, the single most common complaint for new hires is that they’re not learning fast enough. The most efficient way to up-level skills and create top talent is to provide learning programs.

2. Involve your marketing and communications departments. Relay powerful messages about learning programs and offers. Get key stakeholders to message the importance of learning across the organization. CEO of LinkedIn, Jeff Weiner, has been extremely effective in doing this and talks about “…the excitement that was felt company-wide as the vision quickly became more than a dream but part of an operational reality.”

3. Change the way your company talks about training. Language is powerful. Start to use words like learning, growing, or mentoring, so employees understand training and coaching as a gift, not something mandatory or a drag.

4. Mix up the tools you offer. Try different, fun, and engaging forms of learning like gamification, microlearning, and theater improv. Offer online videos and other on-demand resources so employees can access learning when it’s most convenient for them. The future of corporate learning will be on-demand, all the time, access.

5. Emphasize results. Measure the effects of learning programs. Use elevated NPS scores, evaluations on 360s, or stories about personal and professional change to prove the value of training and coaching. Promote these numbers and stories throughout the organization.

6. Instill a sense of competition. By consistently benchmarking against what other companies in your industry are doing, your executives will want to beat the competition. Apply for awards, become known for your learning platform.

7. Empower managers. Everyone knows its up to individual leaders to support flex time. But it might be important to create a company policy with “days off for learning.” Encourage the idea of putting out-of-office on for workshops and learning experiences. Make sure there are no adverse repercussions for taking the time to learn. We need critical thinking as a skill.

8. Make sure content is learner-centric. The more employees are involved in their own learning and training outcomes the more they’ll buy in to training and coaching, and even get excited about it.

I like to refer to my learning programs as “spa days” and tell participants that they can pamper themselves, shut out the world, relax, and enjoy being totally selfish in taking care of themselves and their own learning needs.

Use these eight tactics to establish your organization’s culture of learning. You’ll start to see evidence of increased productivity and profits–as well as higher levels of engagement and a decrease in employee turnover. Your company’s workforce will find it easier to adapt to change, exhibit a more positive mindset, and display more accountability at work.

Need help getting a culture of learning started in your firm? Contact me.

A version of this post published on Inc.com.

Melissa Lamson

About The Author

Melissa Lamson, Founder and President of Lamson Consulting, is an author, consultant, and speaker who accelerates the business expansion goals of today’s most successful companies by developing global mindset, refining leadership skills, and bridging cross cultural communication. More About Melissa Lamson

PRIVACY POLICY

What information do we collect?

We collect information from you when you place an order, subscribe to our newsletter, respond to a survey or fill out a form.
When ordering or registering on our site, as appropriate, you may be asked to enter your: name, e-mail address, mailing address, phone number or credit card information. You may, however, visit our site anonymously.

Like most websites, we use cookies and/or web beacons to enhance your experience, gather general visitor information, and track visits to our website. Please refer to the ‘do we use cookies?’ section below for information about cookies and how we use them.


What do we use your information for?

Any of the information we collect from you may be used in one of the following ways:

 

. To personalize your experience (your information helps us to better respond to your individual needs)
. To improve our website (we continually strive to improve our website offerings based on the information and feedback we receive from you)
. To improve customer service (your information helps us to more effectively respond to your customer service requests and support needs)
. To process transactions . Your information, whether public or private, will not be sold, exchanged, transferred, or given to any other company for any reason whatsoever, without your consent, other than for the express purpose of delivering the purchased product or service requested.
. To administer a contest, promotion, survey or other site feature
. To send periodic emails

 

The email address you provide for order processing, may be used to send you information and updates pertaining to your order, in addition to receiving occasional company news, updates, related product or service information, etc.

Note: If at any time you would like to unsubscribe from receiving future emails, we include detailed unsubscribe instructions at the bottom of each email.


How do we protect your information?

We implement a variety of security measures to maintain the safety of your personal information when you place an order or access your personal information.
We offer the use of a secure server. All supplied sensitive/credit information is transmitted via Secure Socket Layer (SSL) technology and then encrypted into our Payment gateway providers database only to be accessible by those authorized with special access rights to such systems, and are required to keep the information confidential.

After a transaction, your private information (credit cards, social security numbers, financials, etc.) will not be stored on our servers.


Do we use cookies?

Yes (Cookies are small files that a site or its service provider transfers to your computers hard drive through your Web browser (if you allow) that enables the sites or service providers systems to recognize your browser and capture and remember certain information.

We use cookies to help us remember and process the items in your shopping cart and compile aggregate data about site traffic and site interaction so that we can offer better site experiences and tools in the future. We may contract with third-party service providers to assist us in better understanding our site visitors. These service providers are not permitted to use the information collected on our behalf except to help us conduct and improve our business.

If you prefer, you can choose to have your computer warn you each time a cookie is being sent, or you can choose to turn off all cookies via your browser settings. Like most websites, if you turn your cookies off, some of our services may not function properly. However, you can still place orders over the telephone.


Do we disclose any information to outside parties?

We do not sell, trade, or otherwise transfer to outside parties your personally identifiable information. This does not include trusted third parties who assist us in operating our website, conducting our business, or servicing you, so long as those parties agree to keep this information confidential. We may also release your information when we believe release is appropriate to comply with the law, enforce our site policies, or protect ours or others rights, property, or safety. However, non-personally identifiable visitor information may be provided to other parties for marketing, advertising, or other uses.


Children’s Online Privacy Protection Act Compliance

We are in compliance with the requirements of COPPA (Childrens Online Privacy Protection Act), we do not collect any information from anyone under 13 years of age. Our website, products and services are all directed to people who are at least 13 years old or older.


Your Consent

By using our site, you consent to our privacy policy.


Changes to our Privacy Policy

If we decide to change our privacy policy, we will post those changes on this page.


Contacting Us

If there are any questions regarding this privacy policy you may contact us via moc.l1529287584iamg@1529287584CLLgn1529287584itlus1529287584noCno1529287584smaL1529287584.