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6 CHARACTERISTICS OF A LEARNING CULTURE: IS YOUR COMPANY ACHIEVING THE ULTIMATE
GOALS?

March 9, 2022 | Blog - For Corporate Training



Do you know why companies like Apple, America Express, SAP are top-of-minds when
it comes to the most desired workplace according to workers? The answer is that
these businesses all have at least two similar characteristics: they’re all
leaders in their fields, and they encourage a culture of learning. Leave all
reputation aside, the main difference lies in the investment in crucial
characteristics of a learning culture. In fact, your company together with many
others are missing out on the competitive advantages needed to move forwards in
the business landscape. 

According to LinkedIn research, half of the most coveted skills now were not
even on the list three years ago. Consequently, intellectual curiosity, as well
as the desire and capacity to quickly improve and adjust one’s skill set, are
now valued highly. That’s why it’s time to invest time and energy to build a
strong learning culture. In the process of crafting one or more, there are
certain characteristics of a learning culture that you, as an L&D manager, need
to keep in mind.

Table Of Contents
 1. What is a learning culture?
 2. 6 characteristics of a learning culture
    * 1. A mindset of lifelong learning
    * 2. An effective communication
    * 4. Forward-thinking leadership
    * 3. Collaborative learning culture
    * 5. Room for innovation
    * 6. Knowledge exchanging
 3. Conclusion




WHAT IS A LEARNING CULTURE?

Before further discussing the characteristics of a learning culture, let’s have
a brief review of the definition of the term. As defined by CEB, a true learning
culture is a culture that fosters an open mentality, an individual quest for
knowledge, and shared learning aimed toward the organization’s vision and
goals. 

According to recent research, just 10% of firms have succeeded in creating them,
with only 20% of people displaying effective learning habits at work. Bersin’s
research looked at the problem of learning culture in depth and discovered that
companies that properly nurture their employees’ drive to learn are at least 30%
more. Based on past experiences helping numerous corporates to foster training,
we believe that there are 6 qualities to look for when establishing a learning
culture in your company.





6 CHARACTERISTICS OF A LEARNING CULTURE




1. A MINDSET OF LIFELONG LEARNING

Individually, learning organizations necessitate a forward-thinking attitude.
This, according to Senge, entails personal mastery. Corporate learners must
cultivate a lifelong learning mindset, in which they value and comprehend the
need for continuing education. The emphasis is on practical skills and
information that may be applied in real-life situations. Soft skills, for
example, can help staff improve customer service responsibilities. Individuals
must also demonstrate passion and dedication to both personal and company-wide
learning objectives.




2. AN EFFECTIVE COMMUNICATION

In a learning culture, everyone needs to be able to communicate effectively. You
can be more productive in a healthy way if you communicate well with each other
and with your consumers. Good communication skills in selling include delivering
a succinct 30-second introduction or asking targeted and unambiguous
problem-solving inquiries. To enhance active communication, you can focus on the
following areas:

 * Developing a rapport with prospects and consumers and establishing their
   trust
 * Making small chat and maintaining a light and casual atmosphere
 * Making the most of your phone
 * Effective email usage
 * Conflict resolution




4. FORWARD-THINKING LEADERSHIP

Looking for forward-thinking executives is the fourth technique to spot a
learning organization. The excitement and commitment begin at the top. The same
vision should be shared equally in the leader group including managers,
supervisors, and trainers. It’s the responsibility of leaders to question
assumptions, motivate self-reflection, and lead by example for their workers.
Corporate trainees should be encouraged to make valuable mistakes in order to
gain practical experience. Then the important objective is leaders must make
sure that they provide necessary feedback and guides so that their employees
don’t make the same mistakes with similar approaches.



Click to see our blended course about Leadership Thinking




3. COLLABORATIVE LEARNING CULTURE

To build a successful learning organization, every employee should be involved
and play an important part in the whole scheme. And that’s when a collaborative
learning culture is formed. According to the system thinking theory suggested by
Senge, organizations like jigsaw pieces, are made up of smaller units. Learners
in the corporate world should comprehend both the overall system and each
individual component. For instance, they need to understand how compliance and
business policy promote a more efficient workplace while also ensuring employee
safety. Moreover, the thoughts of colleagues should be respected and honored by
corporate learners. Every voice should be heard, and there is always a place for
new ideas.



Recommend reading:

 * A Complete Guideline to Optimize L&D Organization Structure




5. ROOM FOR INNOVATION

This is a two-fold characteristic of learning companies. Firstly, corporate
learners must be able to self-reflect and examine their present cognitions. This
facilitates individuals to question restrictive beliefs that are preventing
their improvement. Each person may then see how they fit into the overall
picture and how they might contribute to the “greater good.” Second, corporate
learners should be encouraged to experiment with new theories and methods. Risk
is an important component of the equation because it helps people to learn from
their mistakes and develop through time. Mental models should be noticed and
addressed, according to Senge, in order to move beyond undesirable behaviors and
assumptions.




6. KNOWLEDGE EXCHANGING

In learning organizations, collaboration is essential. Everyone in the group
must be familiar with the following objectives and expected outcomes, and then
work together as a problem-solving team to meet those objectives. In most
circumstances, this necessitates the establishment of a knowledge-sharing
infrastructure. An online training repository, for example, where corporate
learners can exchange connections and learner-generated virtual learning
information with their colleagues. As a result, everyone gains from the group’s
expertise and skillsets. They can also improve their understanding by exchanging
information with peers because it requires active recollection and
reinforcement.




CONCLUSION

These 6 characteristics are shared by all successful learning companies. They
are the ones that will encourage lifelong learning and ongoing collaboration,
which contributes to the group’s overall success in the long run. Furthermore,
keep in mind that everyone has the opportunity to make errors and learn from
them, which leads to new and innovative ideas as well as profit-generating
opportunities. As a result, learning businesses have the ability to improve the
return on investment in online training as well as employee happiness.



Read more:

 * Which Types of Learning Culture Suit Your Business The Best?
 * 4 Main Learning and Development Roles to Explore (Updated for 2022)
 * How To Make The Most of Skill Gap Analysis

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March 9, 2022 For Corporate Training


6 CHARACTERISTICS OF A LEARNING CULTURE: IS YOUR COMPANY ACHIEVING THE ULTIMATE
GOALS?

As a manager, to achieve business goals, you need to reinforce the learning
behaviors as soon as possible. How can you decide on what characteristics of a
learning culture for your company?


DON’T KNOW WHERE TO START?
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