Creating a whole-of-organisation learning culture is the holy grail of professional development. Learning cultures can positively benefit businesses in countless ways, from improving staff retention and engagement to impacting organisational strategy and innovation approaches, among others.
The most effective learning cultures are inclusive — that is, they cater to a variety of learning styles and preferences and inspire all staff to get involved. But what sets truly effective inclusive learning cultures apart is the integration of three key elements: leadership, collaboration and innovation.
Leadership
The impact of leaders on learning cultures cannot be understated. Leaders are responsible for inspiring an organisation-wide vision, buy-in and action that creates ‘a shared understanding that learning is normal’. As such, they need to think about the sort of culture they want to create and the values that will drive it. These can include celebrating learning moments, encouraging experimentation, modelling vulnerability and communicating through intent, among others.
Collaboration
Bringing diverse disciplines and expertise together can drive better learning outcomes, which is why collaboration is key to creating effective learning cultures. According to Atlassian, a collaborative culture fuels innovation by bringing out the best in employees. In the same vein, a collaborative learning culture can fuel innovation by driving valuable shared knowledge exchanges.
Innovation
The link between innovation and learning cultures is a two-way street. Innovation can drive learning cultures, while organisations with strong learning cultures tend to be more adaptable, flexible, and innovative if they engage in what’s called ‘the 40% that matters’. This is the big-picture, out-of-the-box learning that goes beyond the development of job-specific skills and into the realm of innovative thinking.
Putting it all together
So, how do you bring all three of these concepts together to create an inclusive learning culture? Here are five simple steps towards success.
- Lead from the front: Get buy-in from senior leaders and come to a shared agreement about the values that should underpin your learning culture.
- Establish your learning domains: Identify the skills gaps you want to address by thinking about the skills you need now and those you’re likely to need in future.
- Build your learning strategy: Start planning development and training opportunities that will help you address your identified gaps.
- Consider different learning styles: Common learning styles include visual, auditory (or verbal), reading and writing, and kinaesthetic (tactile). Make content available in a variety of different formats so that everyone in your organisation will feel empowered to get involved.
- Get help from the experts: If you’re not sure where to start or if you’re looking for specialist expertise to lay the foundations of your learning culture, reach out for help from a qualified corporate training provider.
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