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Do You Know How to Create an Actionable Learning Strategy?

CLO Magazine

Supportive leaders: Executive support is essential to create a learning organization. Executives provide the finances and direction necessary to guide the organization’s learning efforts. Leaders also can be valuable mentors and coaches. Their expertise can be incorporated into learning programs.

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What Is Peer-to-Peer Learning in the Workplace? (+Examples)

WhatFix

Here are seven types of peer-to-peer learning examples commonly found in a corporate setting. Action learning groups. Action learning groups are small groups of 5-7 people. Action learning is a process of insightful questioning, reflective listening, generating new actions, and learning from a shared group.

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This Is What I Believe About Learning in Organizations

The Performance Improvement Blog

We know that people learn most from their co-workers and from on-the-job experience, yet we invest the most in formal, training programs. Consider the alternatives: just-in-time e-learning (desktop and mobile), coaching, mentoring, simulations, on-demand video, and experiential-learning.

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Key Elements of a Learning Culture

The Performance Improvement Blog

This kind of culture puts a value on using a variety of learning methods , including workshops, seminars, online courses, DVDs or online video, games and simulations, coaching, mentoring, action-learning, job-rotation, internships, or any of a dozen other ways to structure learning experiences.

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Using Peer-to-Peer Learning to Build Collaborative Cultures

Learning Rebels

These bite-sized learning sessions are a great way to promote knowledge sharing in a relaxed and engaging environment. Peer Coaching or Mentoring: Utilize your existing talent pool! Action Learning Groups: Assemble small, cross-functional groups to tackle real-world problems within the organization.

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16 Signs of a Learning Culture

The Performance Improvement Blog

Managers are helping their direct reports create an individualized learning plan linked to strategic goals of organization; managers are monitoring learning progress and providing feedback; they are structuring opportunities to apply learning on the job; and holding direct reports accountable for results.

Culture 100
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Guest post: Training Culture vs. Learning Culture

Torrance Learning

In a training culture, the assumption is that the most important learning happens in events, such as workshops, courses, elearning programs, and conferences. The CLO, or HR, or a training department controls the resources for learning. In a training culture, the training and development function is centralized.

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