The key to your business’s long-term success in 2024 and beyond?
Creating a strong learning culture.
Think of a learning culture as part of your organization’s ecosystem.
For these moving pieces – such as employees, external stakeholders, projects, and services delivered – to work seamlessly, embedding learning into your culture is integral to its success.
With a learning culture, your employees have the time and space to grow and learn new skills.
This makes your team, and therefore, your organization, prepared and adaptable to an ever-changing business landscape.
Creating a learning culture starts by busting some age-old myths about L&D.
You may have heard (or even felt) like:
“We don’t have the time to commit to L&D training.”
“We don’t have the budget to make it happen.”
“My boss/the CEO won’t approve major changes.”
“I’m not the right person to facilitate a training initiative.”
We can understand where you’re coming from, but at the same time, believing these myths might be preventing your team from fully thriving.
This is why we love debunking L&D myths so organizations can create a learning culture that supports their business goals with learning initiatives.
Here are four things to consider to help you overcome those roadblocks:
- A multifaceted approach can make learning more accessible for your whole team.
Learning doesn’t have to be time-intensive or happen behind a screen. Consider interactive methods of learning like hour-long lunch and learns, where leadership can quickly break down a training concept or expand on their communication abilities with most of the team in one area.
- Consider the long game. Investing in L&D is likely to decrease your costs over time.
If your goal is to retain quality employees training encourages folks to engage in a growth mindset. This will help save you time and money in the long run. Organizations that make a strategic investment in employee development are 2x as likely to retain their employees, reducing their overall turnover rates.
- More employees than ever are seeking professional and career growth within their jobs.
Leadership buy-in can often halt initiatives before they see the light of day. However, Gallup research shows that 87% of millennials rate “professional or career growth and development opportunities as important to them in a job,” meaning employees are actively looking for training opportunities. A learning culture can help your organization retain and attract rockstar team members prepared to execute your organizational goals.
- Establish metrics for success so you can see the impact you’re making, and adjust if needed.
Imposter syndrome is real, and engaging your team in L&D initiatives can feel daunting when you don’t know where to start. Before starting any programs, gauge your organization, teams, and personal needs first and then connect them to L&D initiatives.
Once you know your goals, you can actively measure against them, ensuring your initiatives help solve problems.
For example, let’s say your team is struggling with effective communication, causing delays in project fulfillment.
By understanding your team’s needs, to engage in clear communication between various stakeholders, you can now tap expert support (like the Building PPL team!) to help execute learning initiatives like communication workshops that address those needs.
As your L&D partner, we’re here to help with just that.
Contact us at connect@buildingppl.com to transform your work culture driven by engaged, adaptable, and innovative employees.
