Developing A High-Impact Learning Culture In The Workplace

5 steps to develop a strong learning culture

One of the best things any organization can do is to invest in knowledge, specifically the continuing education of its employees. A strong learning culture supports a companywide quest for knowledge and promotes information sharing within and across individuals and departments.

Learning, in addition, should always be based on comprehensive and accurate information. This article will outline the 5 steps human resource departments can take to develop a high-impact learning culture in the workplace.

A high-impact learning culture is the set of values and processes that encourage individuals and the organization as a whole to increase their knowledge, competence and performance. Employees aim to work and grow collectively while being open to trying out different ways of thinking.

Organizations with a high-impact learning culture have 37 percent higher employee productivity and are 58 percent more likely to meet changing marketplace needs. To create a high-impact learning culture, organizations must create an environment that empowers employees to take charge of their own learning and fosters collaboration.

Organizations focused on learning empower employees by developing their capabilities and encouraging reflection and analysis. Employees learn more and adapt faster to changing business environments, boosting performance and agility over time. Companies can’t afford to ignore the learning needs of their workforce because talented employees are the key to long-term success.

Learning should always be based on comprehensive and accurate information, easily accessible by employees.  People will need access to relevant knowledge at the point of need and a platform that fosters knowledge sharing and collaboration.

An effective learning culture provides the best path for achieving customer satisfaction, business growth and market leadership. Steps human resource departments can take to develop a high-impact learning culture are: Provide access to relevant knowledge, start with your leaders, make learning social, incorporate blended learning and encourage clear communication.

Knowledge is the foundation of a high-impact learning culture.  Information overload, which is all too prevalent through social media, can prevent employees from finding what they need when they need it. The solution is a reliable, high-quality knowledge tool, that offers expertly curated information on a wide range of topics in a format that is clear, concise and easy to digest.

These “compressed knowledge” databases offer a resource to deliver professional knowledge. These database resources find, rate, and summarize relevant knowledge which users can access through curated channels in text, audio and video formats. Learning consultants can help tailor this content to an organization’s needs, ensuring an optimal learning experience for every employee at any level.

Developing a strong learning culture requires a CEO and senior executives who passionately believe in learning and devote time and energy to promote it. Leaders serve as role models and make sure that the company recognizes employees for their efforts. 

Organizations with the most effective learning cultures leverage influencers within the company to help communicate and promote the knowledge tool of choice within the organization. One best practice is the use of “Reading Circles” to promote learning, with company leaders and high-potential talent involved. Akin to a book club, the event leader creates a reading list and organizes informal meetings on a monthly basis to discuss topics relevant to the organization.

A learning culture should promote collaboration, innovation, experimentation, risk taking and information sharing. It’s important to actively involve employees in this process so they feel invested in their organization’s future development and come to appreciate the value of learning.

Another way to foster a social learning environment is by rewarding learners for actively sharing knowledge on discussion forums and being a resource for other employees.

A high-impact learning culture requires employees to self-direct their own learning, but more formal learning remains an essential training component of many organizations. Blended learning options help employees get the most from a formal training program, combining the best e-learning options with face-to-face collaboration. Classroom trainers play a critical role in motivating and encouraging staff to apply new skills to real-life situations, but trainers need to be comfortable with leveraging the best of e-learning options to be interactive, fun and engaging.

Clear communication is key in a high-performance, high-impact learning organization, requiring conversation and extensive information sharing between people. Good communication helps employees to understand different viewpoints and perspectives, as well as get a better grasp of any issues. Effective communication requires presenting the facts in a clear and straightforward way, providing supporting evidence, sticking to the truth, putting information in context and winning the audience’s attention.

With the five steps for developing a high-impact learning culture in hand, in addition to resources like compressed learning databases, professionals have the tools to not only be not only successful for themselves, but for their companies as well.