Assessing Your Organizational Learning Culture

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To what extent does your organization have a learning culture? What is your current culture? Using Edgar Schein ’s definition of organizational culture, you’ll want to know to what extent: Underlying beliefs and assumptions support learning in your organization.

Cultural Barriers to Organizational Learning

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All organizations have a culture. Some cultures support learning more than others. It’s not that managers are sitting around discussing how they can prevent learning; this is rarely consciously intentional.

Democratization of Organizational Learning

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Organizational learning has, for too long, been owned by consultants and chief training and learning officers. This has made learning generally inaccessible to the people with the greatest need. . This is why Jim Stilwell and I have created Learning to be Great tm.

Essentials of Developing an Organizational Learning Culture

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Are employees constantly looking for more opportunities to learn and grow both in your company and in other organizations? Are you not getting the impact on organizational performance that you would like from current training programs?

Organizational Learning Tools

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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.

Disruptive Innovation and Organizational Learning

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Disruptive innovation has become a very popular notion about competition and organizational change. For example, they need to learn how to know what’s happening in the marketplace (i.e., Organization Culture Organizational Learning Teamwork Clayton Christensen Drake Bennett Jill Lepor

10 Principles of Organizational Learning DNA

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How do we know if an organization has the “DNA” that predisposes it to organizational learning? Gary Neilson and Jaime Estupinan have been studying and writing about "organizational DNA" for the past 10 years. Managers take responsibility for employee learning.

Organizational Learning & Improvement Challenges

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If you need tools and experts to help you, go to Learning to be Great. Communication Employee Engagement Evaluation Leadership Management Organization Culture Organizational Learning challenges improvement learning performance survey What challenges do you face in your organization? Take this survey to identify the most serious ones, the ones you want to work on now. Create your free online surveys with SurveyMonkey , the world''s leading questionnaire tool.

Training Culture vs. Learning Culture

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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.

Developing a Learning Culture Infographic

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Leadership Learning Culture Management Organization Culture Organizational Learning Training Training Impact infographic

Uberizing Organizational Learning – Thinking Beyond Courses

ID Reflections

We have to think agile, instant, accessible, contextual, micro-sized, real time… We need to uberize organizational learning. I am taking uberization more as a concept that encapsulates the characteristics listed above and, IMHO, L&D has a lot to learn from this.

Force Field Analysis of Organizational Learning

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learning) and the factors that block people from achieving that change. The table below lists forces that commonly drive learning in organizations and the factors that block learning in organizations. Work vs. Learning. The usefulness of this force-field analysis of organizational learning is in stimulating action to add and enhance the factors that drive learning and stimulating action to eliminate and reduce the factors that block learning.

Organizational Learning in Colleges and Universities

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In order to change, colleges and universities must first learn; that is, acquire new organizational knowledge and new organizational skills. They must create an organizational routine of feedback, reflection, and active social learning. They need to learn how to examine what they do, compare that to what needs to be done, reflect on what they have learned from their actions, and make the needed changes in the organization.

Creating a Culture for Learning

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The culture that underpins a managing minds approach must support and encourage an ongoing and collective discovery, sharing, and appli­cation of knowledge and skills at the individual, team, and organization levels. A culture that supports managing minds is a culture of inquiry; an environment in which people feel safe challenging the status quo, taking risks, and enhancing the quality of what they do for customers, themselves, shareholders, and other stakeholders.

Meaningful, Engaging, Workplace Culture

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The culture-change bandwagon keeps rolling. In a New York Times column titled “Rethinking Work”, Barry Schwartz writes: We want work that is challenging and engaging, that enables us to exercise some discretion and control over what we do, and that provides us opportunities to learn and grow.

Imagine a Learning Culture

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Imagine a company in which employees are hired because they are excited about learning and improving themselves. They have a history of taking responsibility for their own learning. Continuous learning is expected from senior leadership and everyone else in the organization.

Organization Culture Change

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In the online course that I teach for ASTD on Developing an Organizational Learning Culture , one of the questions I hear most often is, “How can I change the culture in my company when there is little support from management and our unions resist any change that might affect the work rules?”

6 Barriers to Organizational Learning

WalkMe Training Station

The first article was titled “How ‘Learning Organizations’ Beat Natural Selection” After detailing the importance of a learning culture within a learning organization, I would like to briefly look at several barriers to organizational learning.

Key Elements of a Learning Culture

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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.

Steps to Developing a Learning Culture

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Changing an organization’s culture is not easy. It doesn’t happen simply because of the pronouncements of the CEO, or a reorganization of business units, or by conducting an organizational pulse survey, or by hiring new managers.

Creating a Culture for Learning

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The culture that underpins a managing minds approach must support and encourage an ongoing and collective discovery, sharing, and appli­cation of knowledge and skills at the individual, team, and organization levels. A culture that supports managing minds is a culture of inquiry; an environment in which people feel safe challenging the status quo, taking risks, and enhancing the quality of what they do for customers, themselves, shareholders, and other stakeholders.

Why Your Organization Needs a Learning Culture

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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. They want to learn!

Becoming a Learning Culture: Competing in an Age of Disruption

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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.

Eight Leader Habits of a Learning Culture

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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.

Hiring for a Learning Culture

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One of the keys to creating and sustaining a learning culture is hiring people who are continuous learners and who help others learn continuously. Edgar Wilson, in a post on e.Mile , writes that a “healthy” learning culture has four features: .

Situated Learning: Essential for a Learning Culture

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Recently, I had an experience that, for me, exemplifies the meaning of “situated learning”. With my iPad next to the water heater, I learned how to reset the little computer that regulates the pilot light and gas. This is situated learning in an industrial environment.

21rst Century Organizations Need a Learning Culture

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Most companies today have a “training culture”. ATD’s 2016 State of the Industry report concludes: …the traditional, instructor-led, face-to-face classroom continues to play a crucial role, and it was still the delivery mechanism for 51 percent of learning hours used in 2015.

Colleges Need a Learning Culture

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The academy faces extinction unless it learns how to learn. It is a world that is shaking the foundations, values, guiding principles, mores, and customs as well as the very existence of many institutions of higher learning. They need to learn how to plan for an unknown future.

Culture Eats Strategy

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This reminds us of the warning attributed to Peter Drucker : “Culture eats strategy for breakfast.” Strategy is important, but given the kind of transformation that must happen in preparation for the future, creating an organization that fundamentally changes the way people are managed and learn must be the focus. It’s more about developing the right culture than implementing the right strategy. How do we create a culture that will be sustainable and successful?

16 Signs of a Learning Culture

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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?

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.

A Productive Learning Culture

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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. The authors believe that a culture change is required.

Using Measurement to Create a Learning Culture

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Smith (author of The Wisdom of Teams ) writes in the Forward to the book, Creating a Learning Culture: Strategy, Technology, and Practice : Today, you cannot avoid human questions like these: What must I learn next? What do I need to be learning in order to be more productive?

KnowledgeStar: The App for a Learning Culture

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As a proponent of a learning culture in organizations, I’m always on the lookout for methods and products that contribute to creating and sustaining that kind of culture. We are replacing 100 years of traditional training with a new way to learn.

Culture Eats Strategy at Wells Fargo

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"Culture eats strategy for breakfast," a quote famously attributed to Peter Drucker , is being played out dramatically in the crisis at Wells Fargo Bank. Apparently, the culture in the Wells Fargo workplace is not aligned with the espoused values of the company. The 5,300 were dishonest, and that is not part of our culture,” Mr. Stumpf said. This statement by Stumpf indicates that he does not realize that the dishonest behavior IS part of the Bank’s culture.

PwC Canada Strives for a Learning Culture

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If you’re looking for examples of companies that are striving to create and sustain a learning culture, PwC ( PricewaterhouseCoopers LLP) of Canada should be on your list. I recently had the pleasure of speaking about the importance of a learning culture to the Edmonton meeting of The Conference Board of Canada’s Council for Learning and Leadership Development. Incorporating structured learning routines into our working practices (e.g.

Top 10 Questions to Evaluate a Learning Culture

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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?” What’s important here is to realize that questions like these are a tool for learning , not blame.

BECOMING A SOCIAL BUSINESS – BEYOND CULTURE CHANGE

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The post BECOMING A SOCIAL BUSINESS – BEYOND CULTURE CHANGE appeared first on Learnnovators.

How to Create a Learning Culture in Organizations

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Several excellent blog posts have recently come to my attention that, when combined, provide a how-to for creating a learning culture in organizations. One of these posts appears in Jane Hart’s blog, Learning in the Social Workplace. Helping workers learn continuously on the job.

Reasons Why You Need to Create a Learning Culture

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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.