Cultivate a Learning Culture for Better Business Performance

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Among the topics coming up in conversations that are professional these days is a desire to strengthen the learning culture within our organizations. We would like to create an environment where people freely and deeply understand, an environment that creates knowledge and skill as well as passing it on, and an environment which supports the business’s need for rapid re-skilling innovation, and ongoing development.
Many men and women aren’t feeling it, though, so it raises the question of how to nurture, produce, build, cultivate, or strengthen (pick your verb) a culture of learning within our associations –and what part L&D can play in that project.
On civilization
There is the conventional Edgar Schein-like definition which talks of culture as”a pattern of shared basic assumptions” and there is the culture that is found in a petri dish. In a petri dish,”civilization” is known as the growth produced in this environment.
“From the first case the civilization is the environment, while in the second case the civilization emerges from the environment–and grows along with it.”
From the context of changing offices, it appears to me that it is more useful to think of cultures as changeable and emergent than to think of these as monolithic and immutable. That gives us hope than might seem possible in a constraining context for producing a learning culture that is solid.
The petri dish culture analogy can be 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 is shaped in the values we espouse, the beliefs we carry, the action we carry, and the stories we tell.
Notice that the”we.” While leadership can deeply influences civilization, it is not not realized without the engagement of the people in its scope. Expect can be found from the simple fact that civilization can be very localized, which subcultures exist within broader cultures.
On learning culture
All that heady philosophizing comes down to this stage. We can grow the kind of learning. We do this, I believe, by being deliberate as possible regarding what’s in our petri dish–being thoughtful about actions, beliefs, our values, and tales, no matter whether we are gamers or leaders.
Learning leaders, theorists, and researchers have shared several ideas which we can use to conceptualize a dish which may grow a learning culture. In my analysis of quite a little stuff about the topic, I synthesized the foundations for strengthening studying civilization into mindset — function, relations, and three main elements. From the writings of both professors and practitioners, we can find plenty of tactics which can help us in our own attempts, although these imperatives.
Foundations for cultivating learning culture

PURPOSE

CONNECTIONS

MINDSET

Establish shared vision
Ensure leadership participation and encourage
Align learning to initiatives and organizational business strategy

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

Nurture learning practices: comments, reflection, conversation
Encourage intelligent and experimentation failure
Cultivate learning fascination and orientation
People and value learning

“We can then assemble’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.”
Want more?
Join me.

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