Cultivate a Learning Culture for Better Business Performance

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Among the many topics coming up in discussions nowadays is a desire to strengthen the learning culture. We would like to create an environment where individuals freely and deeply understand, an environment that creates skill and knowledge in addition to passing on it, and an environment which supports the requirement for accelerated re-skilling innovation, and development of the organization.
A lot of people aren’t feeling it, though, so it raises the question of how to nurture, produce, build, cultivate, or fortify (select your verb) a culture of learning in our associations –and exactly what part L&D can play in that undertaking.
On civilization
At a petri dish,”civilization” is understood as the expansion produced in that environment.
“From the first case the civilization is the environment, while in the second case the civilization emerges from the surroundings –and develops with it.” (Doug Thomas and John Seely Brown)
From the context of workplaces that are changing, it seems that it’s more useful to think of civilizations as changeable and emergent than to think of these as monolithic and immutable. For one, that gives us hope for creating a learning culture than may appear possible in a constraining circumstance.
The dish culture analogy can be more in coping with our experiences.
Notice the”we.” It is not not fully realized without the involvement of the people within its scope while leadership can deeply influences civilization. If”we all” don’t enjoy the culture in which we find ourselves,”we” could change it (although I don’t doubt that’s sometimes easier said than done). Further expect are found in the simple fact that subcultures exist within cultures, and that civilization can be very localized.
On learning culture
All that philosophizing comes down to the stage. We can develop the kind of learning. We do that, I think, by being deliberate as possible about what’s in our dish–being considerate about beliefs, our values, actions, and stories, irrespective of if we’re leaders or players.
Learning leaders, theorists, and researchers have shared key ideas which we may use to conceptualize a dish which may develop a vibrant learning culture. In my analysis of quite a bit of material about the subject, I synthesized the foundations for strengthening studying civilization to relations — purpose, three chief elements, and mindset. From the writings of both professors and professionals, we could find these imperatives, but plenty of tactics which could help us.
Foundations for cultivating learning culture

PURPOSE

CONNECTIONS

MINDSET

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

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

Nurture learning methods: feedback, reflection
Encourage experimentation and intelligent failure
Cultivate learning orientation and fascination
Enable individuals and value independent learning

“We can then build’learning associations,’ 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 for the dialogue.

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