Learning Culture is all the rage. While not new, Learning Culture has never been so popular among organizations feeling the urge to rethink their learning system to adapt to ever-changing skills and technologies. Silicon Valley has taken the lead with the most iconic example being Google. For these companies, enabling permanent learning has become a CEO’s agenda and not just a CHRO’s issue.
It comes as no surprise that Learning Culture is taking on such importance. Indeed, it reaches well beyond the scope of L&D and has a major influence on 3 HR missions.
- Talent Acquisition: it helps you attract talents and reduce turnover. The opportunity to develop new skills is often cited as one of the first reasons to join a company and to stay there, especially for Millennials and GenZ.
- Talent Development: it helps you support the company’s need for agility and keep employees engaged. To prepare for the future, companies need to empower employees and to bridge skills gap. Traditional training won’t cut it anymore, learning needs to be quick, flexible, multi-device and social.
- Learning Development: it helps you promote both formal and informal learning and boosts learning transfer.
In order to build a strong Learning Culture, you need to ensure it is promoted by the Executives and it becomes everyone’s business in the company not just L&D. So where do you start? Here are some key insights:
- Make sure you value Learning Agility, not only in the recruitment phase and not only for Executives
- Make sure all Management and Leadership programs dedicate a significant portion to the reinforcement of Learning Culture
- Start by measuring your Learning Culture! (If you’re not sure how, contact us!)