Trending Sources

Do You Know How to Create an Actionable Learning Strategy?

CLO Magazine

Part of the learning leader’s job is to develop organizational learning strategies. For one thing, organizations aren’t reviewing their learning and development strategies very often. However, learning leaders may not fully understand strategies and tactics in depth.

Organizational Learning Tools

The Peformance Improvement

What are the tools of organizational learning? As I’ve stated in a previous blog post , a high performing organization needs a comprehensive approach to learning and a set of tools to facilitate learning. Chart of the learning process in organizations.

Becoming a Learning Culture: Competing in an Age of Disruption

The Peformance Improvement

Any company, faced with these kinds of disruptive forces must keep learning. The only thing holding companies back from learning at the speed of change is their organizational culture which, for many, is a barrier to learning. Learning is just-in-time, on-demand.

No Time to Learn

The Peformance Improvement

One of the concerns that worry training and learning professionals most about leading culture change in their organizations is that managers will say that they don’t have time to facilitate and support employee development. These managers don’t value learning. It’s all about learning!

50 Ways to Lever Learning

The Peformance Improvement

In a learning culture , formal training is just one of many methods used to facilitate employee learning. Instructor-centered class (fact to face) – traditional classroom in which instructor controls the content and learning process. (My apologies to Paul Simon.).

Aligning Employee Learning with the Organization

The Peformance Improvement

Improving employee learning and performance in organizations today means systems change. and the quality of the learning interventions (formal training, coaching, mentoring, self-directed study, action learning, etc.). Create a context for learning.

Eight Leader Habits of a Learning Culture

The Peformance Improvement

Eight leader habits are essential to a learning culture. These are behaviors ingrained in the routines and rituals of organizations that are continually learning and learning how to learn. This learning cannot be left to chance.

Industry Report: Too Much Training; Not Enough Learning

The Peformance Improvement

Instructor-led classroom only” is still reported to be the primary method of employee learning and development. Organizations might be increasing their investment in “pull” learning through social media, on-the-job training, and action learning.

Key Elements of a Learning Culture

The Peformance Improvement

A “learning culture” is a community of workers continuously and collectively seeking performance improvement through new knowledge, new skills, and new applications of knowledge and skills to achieve the goals of the organization. Ask them for their thoughts about learning methods.

Reprise: Learning to Compete

The Peformance Improvement

The rate at which an organization learns may be the only sustainable competitive advantage. If you are learning more rapidly than the competition, you can get ahead and stay ahead. Learning all the time” means making learning part of the culture of an organization.

Agile 74

16 Signs of a Learning Culture

The Peformance Improvement

How do you know your organization has a learning culture ? How will people be learning? While a learning culture is an environment that’s always being developed, certain signs indicate that you are making progress. In a learning culture…. Leaders are communicating the importance of learning (acquiring new knowledge, skills, and capabilities) and holding managers accountable for learning and applying that learning to making a difference for the organization.

Experimentation

The Peformance Improvement

But people who don't see their actions as experiments, and those who don't know how to reason carefully from data, will continue to learn less well from their own experiences than those who do. To me, experimentation is an essential aspect of organizational learning.

Are Managers Too Busy to Learn?

The Peformance Improvement

One of the barriers to creating and sustaining a learning culture in organizations is the no-time myth. Kieran Hearty argues that the reason managers don’t show up for training courses and, if they do attend, don’t put the learning into practice is that they perceive themselves to be too busy.

Manager's Role in Learning and Performance Improvement

The Peformance Improvement

What should be a manager’s role in employee learning? In answering this question, the first thing managers have to understand is that continuous learning is the modus operandi for all high performance organizations. Learning isn’t in addition to a manager’s job; it IS a manager’s job.

Learning to Compete

The Peformance Improvement

The rate at which an organization learns may be the only sustainable competitive advantage. If you are learning more rapidly than the competition, you can get ahead and stay ahead. Learning all the time” means making learning part of the culture of an organization.

Agile 60

A Productive Learning Culture

The Peformance Improvement

In a blog post titled, "Building a Productive Learning Culture", Thomas Handcock and Jean Martin say that businesses, because of need and demand, are increasing employee participation in training but failing to increase productivity. Even with all of these additional opportunities for learning, most workers are not acquiring the knowledge and skills they need to be successful. Learning capability: make sure employees know how to learn, not just what to learn.

Evidence-Informed Practice

The Peformance Improvement

They are taking adult learning theory and systems thinking, combining that with evidence from program evaluation studies, and using the information to make their own organizations more effective. We identified organizational barriers to learning and how those barriers can be overcome.

Reprise: Learning to Compete

The Peformance Improvement

The rate at which an organization learns may be the only sustainable competitive advantage. If you are learning more rapidly than the competition, you can get ahead and stay ahead. Learning all the time” means making learning part of the culture of an organization.

Agile 26

Learning All the Time

The Peformance Improvement

Bernie Donkerbrook, EQMentor, wrote this response to my post : “ Learning all the time ” means making learning part of the culture of an organization. That ‘learning all the time’ is one of the underlying assumptions of the organization…and is discussed, expected, and followed up.

Leaders Learning about Learning

The Peformance Improvement

I explained the limitations of formal training and the need for taking an organizational learning perspective. I argued that in order for any kind of learning intervention (training, coaching, mentoring, action learning, etc.)

A Manager's View of Employee Learning

The Peformance Improvement

I love the sense of understanding, enthusiasm and acceptance the leadership team conveys here regarding their role in learning. As you might expect, based on my input to a previous blog (3/25, Training Isn’t Learning ), I was delighted to see the emphasis on the necessary role of the manager!

Revamping 70-20-10

CLO Magazine

There is a core set of frameworks that support the way organizational learning and development is conducted. The world of mobile and social learning and Google, however, requires new measures. At its core, the model states that learning occurs primarily from on-the-job experiences (70 percent), followed by learning from others (20 percent) and, finally, from formal courses (10 percent). Development occurs in a learning zone, not a comfort zone.

Partnering With the C-Suite

CLO Magazine

Successful chief learning officers understand that business longevity is defined by an ability to innovate and adapt. They know that unless organizations can learn faster than the competition — and faster than the rate of change — they are destined to take a back seat in the marketplace. If the investment can be better spent in another area with more impact, then learning should gladly offer up the budget.

CLO 9