Remove Coaching Remove Culture Remove Mentoring Remove Organizational Learning

Training Culture vs. Learning Culture

The Performance Improvement Blog

What’s the difference between a “training culture” and a “ learning culture ”? As the chart shows, in a training culture, responsibility for employee learning resides with instructors and training managers. In that kind of culture the assumption is that trainers (under the direction of a CLO) drive learning. Whereas in a learning culture, responsibility for learning resides with each employee and each team.

16 Signs of a Learning Culture

The Performance Improvement Blog

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…. Managers are coaching ; they are partnering with direct reports to develop their capacity to achieve organizational goals. What will you see people doing?

Insiders

Sign Up for our Newsletter

This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.

LearnTrends: Reinventing Organizational Learning

Experiencing eLearning

These are my live blogged notes from Jay Cross & Clark Quinn’s LearnTrends session on Reinventing Organizational Learning. Article they wrote for CLO mag: “Become a Chief Meta-Learning Officer&#. If you don’t know the solution & need to network/collaborate to find it, that’s learning. Internet Learning Alliance: They were all working independently, decided to work together and practice what they preach. improve learning process.

Eight Leader Habits of a Learning Culture

The Performance Improvement Blog

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. Leaders in these organizations do the following: Send the message - Leaders communicate the importance of learning to the organization. Build trust - Employees will invest time and effort in learning if they trust their managers.

Reasons Why You Need to Create a Learning Culture

The Performance Improvement Blog

I have argued in previous blog posts that organizations need a learning culture because training is not sufficient to develop the necessary competencies of 21rst century workers. For one thing, the learning from training events is often not transferred to the workplace. Also, formal training cannot be responsive to the kind of learning agility that is needed in the high tech, competitive world that we live in today.

Key Elements of a Learning Culture

The Performance Improvement Blog

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. A learning culture is a culture of inquiry; an environment in which employees feel safe asking tough questions about the purpose and quality of what they are doing for customers, themselves, and other stakeholders.

Becoming a Learning Culture: Competing in an Age of Disruption

The Performance Improvement Blog

Any company, faced with these kinds of disruptive forces must keep learning. Employees must learn how to use new computers and new apps, how to operate new, high tech machinery, how to be responsive to customer demands, how to create innovative products and services, how to manage a multi-cultural, multi-generational workforce, how to work effectively in cross-functional teams, and how to plan for a future that is constantly in flux. Learning is just-in-time, on-demand.

Top 10 Questions to Evaluate a Learning Culture

The Performance Improvement Blog

In a discussion started by Camilla Keen on LinkedIn, she asks, “In order to find out and evaluate if a company has an effective learning culture, what would be your top ten questions?” I commented: Are leaders 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?

Creating a Learning Culture in Highly Regulated Industries

The Performance Improvement Blog

During the first session of a workshop I facilitate for ATD, one of the participants asked, “What does a learning culture look like in an electrical power generation plant, where most of the training is for the purpose of meeting industry regulations?” This is an excellent question that got me thinking about learning in a highly regulated work environment. First of all, one-time, or even annual programs, is not how the vast majority of people learn.

Keep Growing Your Organizational Learning Pyramid

CLO Magazine

An Inclusive Learning Growth Pyramid. Some organizations provide myriad opportunities for learning at different levels of the organizational pyramid. An inclusive learning pyramid would help employees at every level to learn the relevant skills and grow to the next level. Careers are no longer narrowly defined by jobs and skills but through experiences and learning agility.”. Onboarding forms the base of the inclusive learning growth pyramid.

Harry Levinson 1922-2012

The Performance Improvement Blog

We lost one of the giants in the study of organizational learning and performance this week. Harry Levinson died at the age of 90 after a long and productive career making organizational leaders aware of the importance of psychological dynamics to their employees and themselves. Levinson was one of the first to speak about the impact of organizational culture on worker performance. Levinson had some strong words for organizational consultants.

This Is What I Believe About Learning in Organizations

The Performance Improvement Blog

The Purpose of Business is Learning. But none of this is possible without learning. At its core, any high performing organization is about learning; continually using new information to become smarter, better, and more effective. To survive and thrive today, industries need innovation which is essentially about learning. Companies must learn more deeply about their customers and markets. Training Is Not Learning. It’s the Culture.

Manager's Role in Learning and Performance Improvement

The Performance Improvement Blog

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. Individual, team, and enterprise performance can’t improve without learning. Learning isn’t in addition to a manager’s job; it IS a manager’s job. An engineer in a prototype department of a manufacturer learns how to operate a 3D printer.

Roles 171

Learning in a Managing Minds Company

The Performance Improvement Blog

The future of how we learn in our organizations is a popular topic. But unless you are responsible for developing, delivering, managing, and measuring training and learning, keeping up with the latest learning technologies can be overwhelming. The training and learning technology discussions miss the point. Our approach is to suggest new ways of facilitating learning that fit into managing minds. Learning independently. Learning interactively.

Learning in a Managing Minds Company

The Performance Improvement Blog

The future of how we learn in our organizations is a popular topic. But unless you are responsible for developing, delivering, managing, and measuring training and learning, keeping up with the latest learning technologies can be overwhelming. The training and learning technology discussions miss the point. Our approach is to suggest new ways of facilitating learning that fit into managing minds. Learning independently. Learning interactively.

Leaders Learning about Learning

The Performance Improvement Blog

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.) to have a positive impact on achieving the organization’s goals, managers had to take an active role in supporting learning. They wanted to know specifically what they could do to facilitate learning.

Four False Assumptions About Leadership Development

The Performance Improvement Blog

I don’t think that organizations are going to close this leadership gap until they confront four false assumptions about learning that are deeply embedded in their cultures. Once is enough – This is the belief that people can learn something as complex and ego threatening as leadership the first time they are exposed to the material. and then applying that new found learning. Deloitte has identified “leadership development” as a major challenge for HR leaders in 2015.

50 Ways to Lever Learning

The Performance Improvement Blog

In a learning culture , formal training is just one of many methods used to facilitate employee learning. In a learning culture, we start with the performance goal and then select the mix of methods that will help employees acquire and retain the knowledge, skills, attitudes, and beliefs they need in order to achieve those goals. Instructor-centered class (fact to face) – traditional classroom in which instructor controls the content and learning process.

The 5As Framework for Increasing Impact of Learning in Organizations

The Performance Improvement Blog

You don’t get as much value as you should out of your organization’s training and development programs In fact, the number of trainees who apply new learning in their organizations is estimated to be only about 15% to 20%. The 5As Framework is an easy to remember aid for ensuring that any learning intervention, whether classroom training, elearning, coaching and mentoring, self-directed study, internships, etc.,

A Manager's View of Employee Learning

The Performance Improvement Blog

Having retired from the auto industry, he is now an executive coach focused on improving Emotional Intelligence (EQ) in leaders. 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!

Are Managers Too Busy to Learn?

The Performance Improvement Blog

One of the barriers to creating and sustaining a learning culture in organizations is the no-time myth. Managers resist attending formal training events and participating in other kinds of learning activities (elearning, mentoring, coaching, action-learning, communities of practice, internal wikis, etc.) The problem is that managers don’t make learning a high priority. This is learning, too, and takes little, if any, extra time.

Aligning Employee Learning with the Organization

The Performance Improvement Blog

Improving employee learning and performance in organizations today means systems change. I wish it were otherwise, but learning is not just a classroom activity anymore, it must be a total system activity that takes into account strategic goals of the organization, the culture of the organization (values, beliefs, artifacts, structure, etc.), and the quality of the learning interventions (formal training, coaching, mentoring, self-directed study, action learning, etc.).

6 Steps To Creating Learning Ecosystems (And Why You Should Bother)

Learnnovators

70:20:10 has shone a spotlight on the limits of formal learning. In contrast, social and experiential learning continue to be veritable goldmines of productivity, placing learners at the centre of their story and demanding a major shift from Learning & Development professionals. Central to this cultural shift is the understanding that learning happens by learners, not to them. That’s where learning ecosystems come in.

Sahana Chattopadhyay – Crystal Balling with Learnnovators

Learnnovators

ABOUT SAHANA CHATTOPADHYAY (Social Learning & Collaboration Strategist, Performance Consultant Exploring Emergent Learning, Blogger). Sahana Chattopadhyay is a performance consultant and an L&D professional with 15 years of experience in the field of academia and organizational learning. Her passion is to help organizations become learning organizations through social and collaborative learning. The focus must be on people, mindset and culture.

PKM 158

Learning to Learn from Evaluation of Learning

The Performance Improvement Blog

Each approach to evaluation of training has something to contribute to assessing the impact of formal training on employee learning. The real value is in organizational learning from evaluation. Measuring change is part of good evaluation, but unless we can get leaders in an organization to learn from that data and apply that knowledge to improving performance, what’s the point? . Learning from evaluation depends on asking the right questions.

Learning for a Rapidly Changing World

The Performance Improvement Blog

I don’t think we want to subject adults to the kind of learning experiences typical of a 13-year-old’s classroom. But I do agree that all workers today need to be continually learning and our institutions need to recognize and support this learning. In the Knowledge Economy, learning cannot end with school. Learning at the individual, team, and whole organization levels must be continuous. E-learning programs are not sufficient.

Change 109

Investing in Training in Downturns and Upturns

The Performance Improvement Blog

Pay attention to the quality of content and quality of the learning intervention. Keep employee satisfaction high – Involving employees in opportunities to learn is an effective way to increase engagement. Many employees value learning more than a pay increase. To keep engagement high, make continuous learning part of the culture of the organization. This is something that all managers need to keep learning. The U.S.

The Unexamined Leadership Program is Not Worth Doing

The Performance Improvement Blog

I’m talking about a systematic, evidence-based look at why it was done, what was done, how it was done, what happened as a result, how it can be improved, and what the organization learned from the process. Validation that the correct learning solution has been identified and suggestions for programme improvement. Advice about how to get the most from your L&D budget by considering the workplace learning environment. I would add: Reinforcement of learning.

Personal Learning Networks: For Ongoing Learning in a Connected World

ID Reflections

I have recently joined the open section of #MSLOC 430 - a graduate course in the Master''s Program in Learning and Organizational Change at Northwestern University. This is the first week and I am absolutely looking forward to exploring the topics, learning from the other participants and participating in exciting conversations. Here''s a list of related posts on learning in a networked world. A PLN is an enabler of such learning.

Re-thinking Learning and Performance from a Business Standpoint

ID Reflections

Yesterday, I wrote a post on Learning vs. Performance – the Dichotomy. It was more of a theoretical exposition on why learning doesn’t necessarily translate into performance, and delved into some of the psychological and behavioral aspects of the same. Why is it that learning and training don’t translate into performance? In today’s post, I have tried to analyze the learning – performance dichotomy from a more practical standpoint.

Managers Eat Learning for Lunch

PDG

Peter Drucker famously said “Culture eats Strategy for breakfast.” Executives can sit in important planning meetings and generate as many documents as they like; if the culture of the organization can’t or won’t support those plans, it’s going to be difficult to move forward. Culture had chowed down on Strategy pretty well. If Culture eats Strategy for breakfast, then Managers eat Learning for lunch.

7 Strategies to Facilitate “Working Out Loud”

Learnnovators

Community members learn together, share feedback, take onus of building the domain. Talented coders and developers come together to learn, share and co-create. If we critically examine the characteristics of networked learning, it becomes evident that these are also qualities that foster and enable communities to thrive which in turn pull creative, passionate individuals to the workforce. We all know that true learning takes place through dialogues.

MOOCs In Workplace Learning – Part 2: Designing a MOOC

Learnnovators

@ ignatia (Inge de Waard) describes MOOCs thus in her Master’s Thesis: “MOOC is above all referring to a pedagogical model with independent learners, access to information, opportunity to create emerging, spontaneous, yet not directed learning communities, etcetera. Corporate Learning will be transformed and will take on more importance wrote Josh Bersin in his HR predictions for 2015. There is an urgent need to re-imagine workplace learning for the networked world.

Clark Quinn – Crystal Balling with Learnnovators

Learnnovators

ABOUT CLARK QUINN (Learning Technology Strategist): Clark Quinn, Ph.D., helps organizations align technology with how we think, work, and learn. ABOUT THIS INTERVIEW SERIES: ‘ Crystal Balling with Learnnovators ’ is a thought-provoking interview series that attempts to gaze into the future of e-learning. It comprises stimulating discussions with industry experts and product evangelists on emerging trends in the learning landscape.

MOOCS IN WORKPLACE LEARNING – PART 2: DESIGNING A MOOC

Learnnovators

@ ignatia (Inge de Waard) describes MOOCs thus in her Master’s Thesis: “MOOC is above all referring to a pedagogical model with independent learners, access to information, opportunity to create emerging, spontaneous, yet not directed learning communities, etcetera. Corporate Learning will be transformed and will take on more importance wrote Josh Bersin in his HR predictions for 2015. There is an urgent need to re-imagine workplace learning for the networked world.

CLARK QUINN – CRYSTAL BALLING WITH LEARNNOVATORS

Learnnovators

ABOUT CLARK QUINN (Learning Technology Strategist): Clark Quinn, Ph.D., helps organizations align technology with how we think, work, and learn. ABOUT THIS INTERVIEW SERIES: ‘ Crystal Balling with Learnnovators ’ is a thought-provoking interview series that attempts to gaze into the future of e-learning. It comprises stimulating discussions with industry experts and product evangelists on emerging trends in the learning landscape.

What Experienced Employees Worry About When Helping Others Learn

Pract.us

Informal mentors worry about how to best help new team members. These informal mentors show new people the ropes and help others learn skills they already have. They may actively coach others or just set a good example. They’re often the source of key feedback for those just learning a skill. Theses ad-hoc mentors drive much of the learning in your company, but most managers don’t know the extent of their influence. Learn more.

Nurturing High-Potential to Become Leaders and Future-Proof Your Organization

Infopro Learning

Two of the most consistent traits in good leaders are their willingness to learn from others and their ability to engage in self-awareness activities to better understand themselves. To better understand the nuances of having a leadership program, we got a chance to hear from Kathy Sherwood , who is Vice President of Leadership and Organizational Development at Infopro Learning. This accelerates the learning curve.

48 Books Every Aspiring Chief Learning Officer Should Read

TalentLMS

I might be biased, but being part of the learning and development community is not only fascinating but rewarding. But it’s also the reason that to be the best trainer/ training manager/ chief learning officer, you have to keep your learning and development top of mind too. Learning books (4). Learning technology books (2). Learning & business strategy books (4). Learning and Development Culture books (5). Learning books.

Social Learning Cannot Be A Bolt-On Strategy

Learnnovators

I recently wrote about the challenges of integrating social learning in the workplace. Social Learning and social business go hand in hand. To facilitate social learning, an organization has to become a social business first. When we talk about social learning, we are talking about the fundamental organizational structure of a business. Most organizations are still missing the cultural aspect of it. Digital transformation or Cultural Transformational?