6 Steps to How to Create a Culture of Learning
Here are six simple concepts that you can apply to your learning strategy in order that you can apply to create an effective learning strategy
1. Create a blended strategy
Generic training creates generic results. Training programs should include additional support such as coaching/mentoring, on-line resources and other ways of learning (both formal and informal) that help to build on the learning. Strategies that include mentoring, on-line/intranet follow up and discussion groups, and coaching are very effective strategies to help implement learning into the workplace.
2. Make it applicable and relevant
“Off-the-shelf” programs (such as Flexible Thinker®) should be designed to apply to specific situations in the organization. These include applying the program to issues that are identified by the participants, team or organization and can easily be made. One of the key concepts of adult learning is that they have to be motivated to learn and aware of the application. If there is no immediate application or they ‘go back to the same-old, same-old’ without an opportunity to apply what they have learned the motivation starts to fade and the learning has gone for naught. People need to understand why they are there, what is in it for them and how they can apply it to solve a problem or help them in their jobs or lives.
3. Measure!
We value what we measure. How do you know how far you have come if you don’t know where you started? Not only is measurement important but measuring impact is even more significant. For instance, you could measure a recruiting program as the number of applicants that you receive. However, if none of the applicants are able to fill the position than the impact has been negligible. Instead, you could measure the impact by the number of good applicants received and their affect on the organization. That is measuring impact. Impact measurements in learning should be tied to measurements are easily understood by the participants and tied into business results.
4. Reward
Why do so many people want an M.B.A.? The answer is simple – because it furthers their careers and they are promoted for it. Since the reward is there, the individual is motivated to learn in order to get the designation. When you have a strategic initiative that requires change, you need to have as part of your strategy how to reward people who apply what they have learned and (sometimes) how to punish people who will not change.
5. Motivate
I was working out at my local health club when I noticed that they had put up inspiration stickers throughout the club (especially near the cardio equipment). I found myself reading it, becoming inspired and working out harder. It is the same with learning. Simple concepts that are placed in various places help to remind people what they have learned and inspire them to apply what they have learned.
6. Accountability
At the end of the day, each person must be held accountable for their own learning. In a sense, each of the steps above depends on and creates accountability. Each person has to be held accountable for understanding their own individual learning needs, finding the right training and then applying what they have learned to address their needs. Ultimately, it is the responsible of each person to apply what they have learned and should be held accountable for applying it.
The best any training program can do is to take you to the third stage (consciously skilled) of learning. The real long-term success of any training program is the transition from the consciously skilled to the unconsciously skilled (the fourth stage). Once the learning is internalized and becomes ‘second nature’, both the organization and the individual will benefit from their investment.