Two of the organisations I worked with had exceptional learning cultures. By "exceptional," I mean cultures that encouraged learning initiatives, even sponsored them, to facilitate acquiring new knowledge and developing essential skills.
They offered everyone the opportunity to grow, and this was not an imposition; rather, it was encouraged, giving everyone the freedom to choose their learning path, all of which contributed to achieving the business goals.
The learning culture in these organisations shared some common characteristics.
Strong leadership
It began with strong leadership. The leaders actively participated in fostering a culture of learning. They prioritised their own learning and set a positive example for the rest of the organisation and their respective teams.
Focus on knowledge and skills
Knowledge and skills were central to performance evaluations. Personal and professional growth in terms of knowledge and skills were not overlooked in favor of solely achieving business goals.
Sharing of knowledge
Knowledge was openly shared within teams through monthly or quarterly sessions. Everyone was welcome to discuss their experiences, share lessons and best practices, ask questions, and provide feedback.
Promotion of learning initiatives
The management actively promoted the learning programs offered by the organisation.
Regular feedback
Regular feedback was provided through weekly or bi-weekly check-ins.
Throughout my experiences, one thing became clear to me: fostering a culture of learning within an organisation requires a long-term commitment. It needs to permeate all levels of the organisation and must be consistently nurtured to truly become ingrained in the company's culture.
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