Culture is one of the most talked about, yet poorly understood concepts in business today.
Learning cultures, as a part of that therefore are arguably even less well understood.
That said, recent research has indicated that having a learning culture is one of the primary constituent parts of high performing organisations. (CIPD et. al)
Not just that, but there has been no greater time than now for learning as a cross-functional and far reaching discipline.
We need better ways for our organisations to develop, in order to meet not just economic needs but social and ecological ones too.
Do you feel your organisation could do so much more, but feel limited by ‘as it is’ factors?
SOME LEARNING CULTURE ANTI-PATTERNS
Are you defining your learning culture in the following ways?
- The number of pieces of content you’re putting on your systems or how many programs of learning you’ve put together recently?
- Whether you talk about ‘continual learning’ or ‘growth mindset’ but it is only paid lip service with little to no tangible action on the ground?
- Whether or not you have an ‘academy’ or some other educational initiative?
- You are doing all the ‘right things’ in executing and running learning programs but not getting results you expected?
- Learning is not effectively transferring to the workplace?
If so then it’s likely you’re operating under at least some of the learning culture anti-patterns, which means you’re only looking at the superficial components of learning cultures and not getting to grips with the real, grass roots work that needs to be done
Do you have the learning culture anti-patterns?
That’s where A Human Experience can help!
There are four steps in the learning culture program which will help you diagnose your learning culture and adapt and adjust it according to your organisational situation and need.
The goal of the program is to equip you with the concepts and tools you need, in order to and create behavioural patterns of enablement and overcome patterns of disablement in your organisation.