Cultivate a Learning Culture by Catherine Lombardozzi – for Better Business Performance

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One of the topics coming in conversations that are specialist nowadays is a desire to strengthen the learning culture. We want to create an environment in which people deeply and freely understand, an environment that is passing it on in addition to creates knowledge and skill, and an environment which supports the requirement for rapid re-skilling innovation, and improvement of the organization.
Many people aren’t feeling it, however, so it raises the question of how to nurture, produce, build, nurture, or fortify (select your verb) a culture of learning within our associations –and exactly what part L&D can perform in that undertaking.
On culture
At a petri dish, “culture” is understood as the expansion produced in this environment.
“From the first case the culture is the environment, while at the second case the culture emerges from the environment–and grows along with it.”
From the context of rapidly changing offices, it appears to me that it’s more helpful to think of cultures as emergent and variable than to think of them as monolithic and immutable. That gives us hope for creating a solid learning culture than may seem possible in organizational circumstance.
The dish culture analogy is more in alignment with our experiences. Culture is a socially constructed phenomenon–it is in a relational space (the way we interact with one another) and can be shaped in the values we espouse, the beliefs we carry, the actions we take, and the stories we tell.
Notice that the “we.” While leadership can profoundly influence culture, it’s not fully realized without the involvement of the people in its extent. Additional hope is seen from the simple fact that culture can be extremely localized, and that subcultures exist within cultures that were broader.
On learning culture
That philosophizing that is heady comes down to the stage. We can grow the kind of learning. We do this, I believe, by being deliberate as you can regarding what’s in our petri dish–being considerate about activities, beliefs, our values, and stories, regardless of whether we’re players or leaders.
Researchers, theorists, and studying leaders have shared several important ideas that we may utilize to denote a dish which may grow a learning culture. In my analysis of a bit of material on the subject, I synthesized the bases for strengthening learning culture into the mindset — purpose, connections, and three main components. From the writings of both academics and practitioners, we could find not just these imperatives, but plenty of strategies which could help us in our own efforts.
For cultivating learning culture, foundations

PURPOSE

CONNECTIONS

MINDSET

Establish a shared vision
Leadership participation and encourage
Align learning to initiatives and organizational business strategy

Develop connections inside and out organization
Nurture and value trust
Enable co-creation and cooperation
Applaud and enable knowledge sharing

Nurture learning methods: dialog, feedback, reflection
Encourage smart and experimentation failure
Cultivate learning orientation and fascination
Empower individuals and appreciate learning

(Peter Senge, The Fifth Discipline, p. 3)
Want more?
I’m supplying a full-day workshop on “Building a Stronger Learning Culture at Your Organization” at the Learning Solutions conference in Orlando, Florida, on March 30. Join me.

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