Building a Learning Organization

Building a learning culture is something you need to plan for, but it's not something that needs to cost a lot of time or money. A learning culture is an environment where continuous learning is encouraged and supported. It's where learning is part of everyday work, not just something done in formal training. If you are not sure whether your organization has an effective learning culture, start with some simple analysis. 🤔 Examine your current strategy. Does it clarify what a learning culture looks like in your organization? Is there a clear plan for shaping it? 👂 Bring in other voices and ask people for feedback on the existing culture. ⚖ Consider whether existing learning and development initiatives are aligned with the organization's strategic objectives. Does spending reflect this? Or does it reflect a more ad hoc approach? ✍ After analysis, the next step is to create a new plan or update the existing one, ensuring there is a learning and development plan for all roles, right across the organization. In this, it's ESSENTIAL to clearly define responsibilities for learning. ❓ As with any plan, you will have to consider resources and priorities. Be aware that building a learning and development culture doesn't have to be overly time consuming or expensive. 💵 When considering costs, take into account how people and teams can share knowledge and learn from each other, without paying through the nose for external supports. So, leverage internal expertise where you can... ...If machine operators are struggling with meeting OEE targets, figure out who has the knowledge internally to spend a couple of hours a week with them to mentor them on this. ...Or if office workers are struggling with time management, perhaps managers can coach them to develop these skills as part of their weekly one to one's. ⏰ When considering time, remember that micro learning can be built into existing platforms rather than taking days out of work for formal training.  📜 When considering content, don't make the mistake of focusing solely on technical skills. Make sure plans are holistic and include topics like leadership development and interpersonal skills. Include employees' learning interests that align to the organizational plans. 🚨 🚨 🚨 🤵 Leaders and managers- you play a key role in shaping a learning culture. You are in a prime position to promote learning that is aligned with organizational goals, people's needs, and make learning social and fun. 👩💼 You can set the tone by encouraging curiosity, supporting continuous development, and leading by example. Leaders are always learning too, and it's important to show this example to your team. #learninganddevelopment #learningculture #leadership #continuousimprovement #employeeengagement

Most companies don’t have a learning culture. They have a content library with a Slack channel. Real learning doesn’t happen in comfort. It happens in controlled tension. In psychology, we call it the Zone of Proximal Development, the space between what someone can do alone and what they can do with skilled support. As Vygotsky wrote, “What the child is able to do in collaboration today, he will be able to do independently tomorrow.” In strength training, it’s eccentric loading where the muscle lengthens under resistance, building capacity for full movement. In business, it’s the same: Growth happens where pressure meets support. Here’s what that looks like in practice: - Managers act like spotters, guiding, not grabbing the weight - Assignments are designed to stretch, not overwhelm - Feedback is immediate and load-bearing, not once-a-year and generic - Promotions are based on proximity to potential, not just proof of past performance - Learning is embedded in execution, not siloed in a portal If your people aren’t experiencing strain, they’re not growing. If they’re strained without support, they’ll burn out or quit. Learning culture isn’t about access. It’s about resistance—applied wisely. That’s how strength is built. In the gym. In leadership. In your organization. Stretch + Support = Strength. Simple formula. Few companies get it right. #LeadershipDevelopment #LearningCulture #OrganizationalDevelopment #ProfessionalGrowth #PeopleDevelopment

One thing I hear a lot - and it shows up in every engagement survey: "My organisation doesn’t provide enough learning and development opportunities." Oooof. 😑 If you’re a People & Culture leader, you’re probably thinking one of three things: "WTAF - we just ran a heap of training this year." 😵 "But you had learning budgets and no one used them." 🫠 "We’ve got this thing and no one’s even logged in." 🙃 Having been there…I feel that pain. 💡 So why does this happen? I think "not enough L&D" is rarely about the volume of opportunities. It’s about the perception of value. When learning feels disconnected from real work, people won’t prioritise it. "I don’t have time" is often code for "I don’t think this will help me right now." Here's what I've seen work: 1️⃣ Make it visible: If your leaders aren’t into learning and talking about it, why would their team be? Get managers to lead by example, talk about what they’re learning and show that continuous development is valued and recognised. If you only did one thing - it would be this. 2️⃣ Ask and listen: Don’t assume. Ask people what skills they actually want to build (or what problems/gaps they want to solve) and connect those to the goals of your organisation. 3️⃣ Make it the norm: Build it into regular team habits and workflows, so it becomes part of work not "ergh another thing to do". Regular nudges and reminders keep it top of mind and expected. I’ve seen full teams commit to small L&D actions that have literally changed their language and how they talk to each other about work. The learning compounds when everyone’s in it together. 4️⃣ Keep it practical: If someone can’t use it today, they probably won’t use it at all. Give the people some instant gratification. This was my big focus area when creating Learna. 5️⃣ Close the loop: After any training get feedback on what worked and what didn’t. Use this info to continuously iterate and improve what’s on offer. If learning feels valuable in the moment, people make time. Have you come up against this before? What have you seen work well? #learninganddevelopment #peopleandculture #engagementsurvey #learnforwork #worklife

When you align learning strategy with how the brain actually learns you'll find that performance improves. In many organisations, learning still means content delivery - I battle this challenge regularly. L&D teams measure outputs like number of courses, completions, attendance rather than outcomes. But humans don’t learn by consuming information. They learn by connecting ideas, making meaning, and putting their knowledge and skills into practice over and over again until their brains physically change. If you want to genuinely change behaviour and performance in your organisation then your whole strategy needs to be designed with the brain in mind. Here are three practical principles to share with your design and delivery teams: 🧠 Space, don’t cram Learning needs time to settle. Encourage teams to design experiences that build over time rather than delivering everything in one go. The return on retention is remarkable. 💡 Engage peoples emotions People remember what feels relevant and real. Challenge your designers to stimulate learners emotions with hooks like stories, challenges and personal connections. Don't just design pretty slides. 🔄 Practice and retrieval Learning journeys, rather than one off events, give people time to apply, reflect, and test new skills where it matters - on the job. This doesn't mean repetition for its own sake; it's simply how neural pathways are strengthened. When your learning strategy aligns with how the brain naturally works key metrics like engagement, performance and business impact improve. How do you enable your teams to bring brain science into the way they design and deliver learning?

If you’re in Learning and Development… And you’re optimising for "checking the boxes" on training programs… IMO, we’re missing a trick. The likelihood of driving real behaviour change through surface-level programs is low. But when we focus on how people actually learn and grow? Game-changer. So, what should we be optimising for? ✅ Optimise for brain-friendly learning. Understand how the brain processes and retains information. Use spaced repetition, storytelling, and active engagement to make learning stick. ✅ Optimise for emotional engagement. People don’t learn well when they’re stressed or disengaged. Create safe, inspiring environments that spark curiosity and connection. ✅ Optimise for growth, not perfection. Shift the focus from “getting it right” to embracing mistakes as opportunities. Build a culture where learning is continuous, not a one-and-done event. ✅ Optimise for relevance. Every brain asks the same question: “Why does this matter to me?” Design programs that are actionable, personalised, and tied to real-world challenges. ✅ Optimise for habits, not just skills. Skills fade if they aren’t reinforced. Help people build habits that embed what they’ve learned into their daily work. AND DON’T FORGET… 🎉 Optimise for your own development. L&D professionals often pour into others but forget themselves. Stay curious. Seek out trends. Connect with peers who challenge and inspire you. CLO100 If you treat your role as a learning journey—for both yourself and your organisation—then the impact you create will be exponential.

How great leaders help their teams learn faster (without adding extra hours): The pace of business isn’t slowing down. Every week brings a new challenge: • AI shifts • Tech changes • Tighter deadlines Most leaders say they want to build a learning culture. But when I dig deeper? • Budgets are tight • Calendars are packed And when time runs out, learning is the first thing to go. But here’s the truth—building a culture of learning takes more than good intentions. It takes: • Clarity • Structure • Prioritizing growth Here’s how I've seen the best leaders make it happen: 1) If learning matters, make space for it Show me: • Your calendar • Your budget I’ll tell you what your real values are. If learning matters, it shows up on paper—and in your budget. If it doesn’t? It won’t happen. 2) Lead by example Your team is watching how you work. You can say, “You don’t have to work weekends.” But if you’re working through the weekend yourself, they’ll follow your lead. How you lead becomes the standard. If you’re not making space to: • Disconnect • Learn • Grow Neither will they. 3) Tie learning to outcomes Learning without a purpose is just noise. Every team member needs clarity: • What does success look like in 30, 60, 90 days? Once that’s clear, you’ll see the gaps—and you can build a learning plan together. Not top-down. Side-by-side. 4) Build knowledge sharing across teams Some of the best learning happens when teams learn from each other. • When departments share ideas • When teams swap what’s working That’s where breakthroughs happen. Make it normal for teams to teach each other. Because often, the best solutions are already in the room—they just haven’t been shared yet. 5) Encourage peer-to-peer mentorship The best learning happens between those closest to the work. Senior leaders can be disconnected from the day-to-day. But mentorship from someone who’s doing the work? That’s different. It’s practical. It’s real. It builds trust—and capability—fast. Create space for your team to mentor each other. 6) Promote adaptability, not perfection Upskilling isn’t just about taking courses —it happens through the work itself. But that only happens if it’s safe to fail. I’m recovering perfectionist myself—I get it. But when your team is afraid to mess up, they stop learning. If you reward growth over perfection, they’ll adapt faster—and lead better. P.S. What’s one change you’ve made that helped your team learn faster? Thanks for reading. Enjoyed this post? Follow Dr. Carrie LaDue ♻️ Repost to inspire someone who needs this today.

How do you create a culture of learning within your organization? This question is something that all leaders need to consider and take steps to work towards. When this is in place, it sets your company up for long-term success. People will continue to grow their skills and improve their performance, retention will increase, and future leaders will develop. Here are 9 ways to build a culture of learning: 1. Participation from leadership. Leaders need to encourage learning and development and be active participants. When leaders partake in this and show enthusiasm for it, it spreads throughout the organization. 2. Provide multiple opportunities. Have various learning opportunities that include virtual learning, in-person training, micro-learning, conferences, books/articles, and coaching. 3. Peer sharing. A great practice is to have your team members share their expertise with others. This furthers the learning for the people receiving information as well as the person teaching it. 4. Mentoring and coaching. Have a mentoring program within your organization. This is a great opportunity to build relationships and for team members to learn from experienced colleagues. Offering coaching is one of the best ways to improve performance and make it sustainable. 5. Welcome feedback. Build a culture where feedback is valued and given often. Teach people at all levels how to give and receive feedback. 6. Focus on leadership development. Identify and offer training for current and future leaders. Utilize leadership coaching as a part of this program. 7. Empower team members. A critical part of growth is being put in new situations where you are out of your comfort zone. Empower people to have autonomy of a project, lead others, and make decisions. 8. Treat challenges as opportunities. Build a growth mindset at the organization by viewing challenges and setbacks as opportunities for learning. 9. Recognize and reward growth. Show appreciation and celebrate people for their active participation in their development. You may choose to offer bonuses or other incentives for meeting training objectives. Comment below on what has been successful for you or your organization in building a learning culture. #learninganddevelopment #growth #professionaldevelopment #humanresources

𝗧𝗵𝗲 𝗥𝗼𝗹𝗲 𝗼𝗳 𝗟&𝗗 𝗶𝗻 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗢𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗔𝗴𝗶𝗹𝗶𝘁𝘆 🌟 Facing the whirlwind of rapid changes in today’s business environment? Your organization’s agility could be your strongest ally—or your Achilles heel. Let’s be real: without a nimble approach, you risk stumbling over missed opportunities and falling behind more adaptable competitors. The stakes are high. But here’s the good news: Learning and Development (L&D) programs can be your game-changer. Here’s how to pivot towards agility through L&D: 📌 Emphasize Adaptability: Cultivate a mindset that welcomes change. Your L&D programs should focus on teaching employees how to think on their feet and adapt to new circumstances quickly. This can include adaptive thinking workshops and scenario-based training that prepares your team for various business challenges. 📌 Promote Continuous Learning: Foster a culture where learning never stops. Encourage employees to pursue ongoing education and skills development through e-learning platforms, webinars, and microlearning modules. This keeps your workforce ahead of industry trends and ready to tackle new challenges. 📌 Instill Change Management: Equip your team with robust change management skills. Training programs should cover methodologies for managing change, including communication strategies, stakeholder engagement, and resilience training. This ensures your employees can smoothly navigate transitions without disrupting productivity. By integrating these elements into your L&D strategy, you’ll build a workforce that’s not just reactive but proactively driving innovation and growth. Imagine a team that’s always prepared, always learning, and always ahead of the curve. The cost of ignoring agility? It’s steep. Without a focus on adaptability, your organization risks becoming stagnant, missing out on market opportunities, and ultimately, losing its competitive edge. So, invest in L&D initiatives that prioritize agility, and watch your organization transform into a powerhouse of innovation and resilience. Got insights or strategies on boosting organizational agility? Let’s discuss—drop your thoughts below! ⬇️ #LearningAndDevelopment #OrganizationalAgility #ContinuousLearning #ChangeManagement #BusinessGrowth #Innovation #LeadershipDevelopment

The pace of change in today’s workplace is staggering. #AI, remote work, and evolving employee expectations are just the tip of the iceberg. The balance of power between the enterprise and employees has been flipped and settling to a new paradigm. How can companies keep up? … By embracing a culture of continuous learning. At Humantelligence, we’ve seen first-hand how organizations can thrive by: 💡 Focusing on skills over roles: In the future of work, skills will matter more than titles. Equip employees with transferable skills that allow them to adapt to new challenges. 💡 Leveraging team insights: Development shouldn’t happen in a vacuum. Understanding how individuals collaborate and contribute to team success is key to designing impactful learning opportunities. The team is becoming a more important unit of ‘success’ for the enterprise, than the individual, at large organizations. 💡 Integrating learning into the flow of work via technology, like AI: Formal training sessions are great, but the real magic happens when employees can learn in real-time, using platforms and tools that integrate seamlessly with their day-to-day responsibilities. The companies that win tomorrow are investing in people today—helping them stay agile, inspired, and ready for whatever the future holds. Are you building a future-ready workforce? Let’s start the conversation.

Is your L&D function simply delivering training, or building a learning culture? With the speed of change at an all-time high, a true learning culture that builds organizational adaptability and resilience is needed more than ever. I recently spoke with Ekpedeme "Pamay" M. Bassey, Chief Learning and Culture Officer at Kraft Heinz, who combines her extensive tech background with an incredibly human approach to inspire better learning. Some topics we covered: ► Stop Equating Content Delivery to Learning ► Teach Critical Thinking, Not Mindless Execution ► Embrace Humility and Empathy in Learning Design ► Lead By Example to Inspire a Learning Culture Watch the full episode to discover how organizations can create learning environments that prepare employees for constant change: https://lnkd.in/gcSD9-XA