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What does an optimal learning culture look like?
Learning culture is an industry hot potato. Creating it, building it, complaining about it – learning culture has been a big issue for L&D practitioners for some time now, so I’m very much looking forward to exploring ‘The optimal learning culture’ as part of a panel at this year’s World of Learning Conference. But what does an optimal learning
culture look like? I guess it depends on who you ask!
Ask an L&D manager who has invested heavily in a solid management system and excellent content library – they might describe an optimal learning culture as self-directed, motivated learners with time to learn any time, any place, anywhere. For busy line managers with a shedload
of additional people responsibilities on top of their already busy workload – the most appealing optimal learning culture would be one where their team members can go away for the minimal amount of time but come back ready and raring to go! For business executives, questions about an optimal learning culture might be completely ignored when they are more interested in establishing an altogether different culture – a business culture that reflects trust, innovation, collaboration and is data-driven or customer-centric. For individuals – the optimal learning culture might provide us with opportunities and time for growth or a chance to get away from the treadmill. Those of us who are external advisors and analysts will have a ‘textbook’ answer for describing the optimal learning culture – which will be dependent on the textbook we are currently writing or reading!
Starting with the end in mind In our hunt for the optimal learning culture, it might be helpful to draw on some of Steven Covey’s wisdom and start with the end in mind – what does the optimal learning culture need to do for each of our stakeholders? Initially the answers will vary widely – the line manager will probably want convenience and results, individuals will want time and opportunity, business execs
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An optimal learning culture is not one that focusses on blame. It is one where everyone is happy to contribute and recognises the value of learning in their own context
will want more for less, L&D will want engagement. But when we start to apply the “5 Why’s” and dig in deeper, we will start to see convergence. When it comes down to it, are most
stakeholders ultimately looking to work in an environment where everyone can be equipped and ready to flex, adapt and deliver? Would they all agree that this >
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