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


One of the many topics coming up in conversations these days is a desire to strengthen the learning culture. We want to create an environment in which individuals freely and deeply understand, an environment that passing it on as well as creates knowledge and ability, and also an environment that supports the organization’s requirement for rapid re-skilling innovation, and improvement.
Many men and women are not believing it, though, so it raises the question of how to nurture, create, build, nurture, or strengthen (pick your verb) a culture of learning in our associations –and exactly what role L&D can play at this undertaking.
On culture
At a petri dish,”civilization” is known as the expansion produced in this environment.
“From the first case the civilization is the environment, while at the second case the civilization emerges from the environment–and grows together with it.”
From the context of changing workplaces, it appears that it is more practical to think of cultures as changeable and emergent than to consider these as immutable and monolithic. For one, that gives us far more hope for creating a learning culture that is strong than might seem possible in a organizational circumstance.
The dish culture analogy is also more in alignment with our experiences.
Notice that the”we.” It’s not not realized without the involvement of the people within its extent while civilization can be influenced by direction. If”we” do not enjoy the culture in which we find ourselves,”we” can alter it (though I do not doubt that is sometimes easier said than done). Expect are found in the simple fact that civilization can be extremely localized, and that subcultures exist within cultures.
On learning culture
All that heady philosophizing comes down to this point. We can grow the kind of learning cultures we must flourish. We do this, I think, by being deliberate as possible about what is in our dish–being thoughtful about activities, beliefs, our values, and tales, irrespective of if we are leaders or players.
Theorists, researchers, and studying leaders have shared several ideas that we can use to conceptualize a petri dish that may grow a learning culture. In my analysis of a little stuff about the topic, I synthesized the foundations for strengthening studying civilization into mindset — function, connections, and three elements. From the writings of both professionals and academics, we can find these imperatives, but a good deal of strategies that can help us in our own efforts.
For cultivating learning culture, foundations




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

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

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

“We can then assemble’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 ” (Peter Senge, The Fifth Discipline, p. 3)
Want more?
Join me for the dialogue.


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