Cultivate a Learning Culture for Better Business Performance


One of the many topics coming up in professional conversations these days is a desire to strengthen the learning culture in our organizations. We want to create an environment in which people deeply and openly understand, an environment that produces skill and knowledge as well as passing on it, and an environment which supports the organization’s need for innovation, and ongoing improvement.
A lot of people aren’t feeling it, however, so it raises the question of how to cultivate, create, build, cultivate, or strengthen (pick your verb) a culture of learning in our associations –and exactly what part L&D can play in that project.
On culture
In a petri dish,”civilization” is understood as the expansion generated in that environment.
“From the first instance the civilization is the environment, while at the second instance the civilization emerges from the surroundings –and grows along with it.”
From the context of workplaces, it seems that it is more useful to think of cultures as changeable and emergent than to think of them as monolithic and immutable. For one, that gives us far more hope than might appear possible in a organizational context, for producing a learning culture.
The petri dish culture analogy is more in alignment with our ongoing experiences.
Notice that the”we.” While civilization can be influenced by leadership, it is not fully realized without the involvement of the people in its scope. If”we” don’t enjoy the culture in which we find ourselves,”we” could alter it (though I don’t doubt that is sometimes easier said than done). Expect can be seen from the fact that subcultures exist within cultures, and that civilization can be very localized.
On learning culture
All that philosophizing comes down to the point. We can grow the type of learning. We do that, I believe, by being deliberate as possible about what is in our petri dish–being thoughtful about beliefs, our values, activities, and stories, irrespective of whether we’re leaders or players.
Theorists researchers, and learning leaders have discussed key ideas which we may utilize to denote a dish which will grow a vibrant learning culture. In my evaluation of a bit of stuff about the subject, I synthesized the foundations for strengthening learning civilization into connections — purpose, three components, and mindset. From the writings of both professionals and academics, we could find these imperatives, but plenty of actionable strategies which could help us.
For cultivating learning culture, foundations




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

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

Learning practices: feedback, reflection, conversation
Encourage experimentation and smart failure
Cultivate learning fascination and orientation
Individuals and value learning that is independent

“We can then build’learning organizations,’ organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn together.” (Peter Senge, The Fifth Discipline, p. 3)
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