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How to achieve a proactive learning culture

Shifting the culture of any company can be an overwhelming task. As a leader, your role is paramount to creating and achieving a proactive learning culture.

Leaders and learning culture

Change comes from the top and leaders must first identify a clear sense of purpose beyond profit. There are many benefits to implementing a healthy learning culture such as attracting top talent, low staff turnover, promoting within a company, greater efficiency and a strengthened community (just to name a few). 

Leaders must next set an example. According to Sue Siddall, partner and European managing director of design and innovation firm IDEO, in order to see change adopted within a company, managers must first start exhibiting the mindset and behaviours they would like to see from those around them. 

The key to proactive learning is an open book

In order to become a learning-focused organisation, companies must have a healthy and open culture to begin with. This means that employees feel safe asking questions about upskilling or reskilling and educational tools and resources. Team members must feel that they can improve on skills, both soft and hard, within or outside of their role, without judgment from upper management. 

Proactive learning is learning without distraction

Employees must also be able to learn in a stress and distraction-free environment. A recent study conducted by online learning platform Udemy, 66% of employees have never spoken to a manager about their struggles with workplace distraction. Creating a learning culture with little distraction can be difficult, time-consuming and expensive to implement in an office setting or with traditional training methods.

 

Fit-for-purpose learning leads to success

There are many different ways to learn and each individual will learn at a different speed. Employees must have access to resources such as mobile learning tools that allow them to learn where and when best suits them. Learning on-the-go increases information retention and leaves room for creativity. Employees are more likely to experiment and innovate when relevant training is right at their fingertips.

Implement learning into business strategies to grow learning culture

There can be no compelling business strategy without a talent strategy and vice versa. It is crucial that learning and talent development become entwined with conversations about profit, goals, and budget. It is important to put talent development at the top of the budget list. Conversely, building a great culture requires open communication with team members about what the organization stands for and what is expected of them.

 

To learn more about leading in change download Bengt Kallenberg’s Being manager, leader and coach  FREE here: