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Essentials of Developing an Organizational Learning Culture

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This program will explore the ways in which you can help to create the kind of culture in your organization that maximizes learning and results in continuous performance improvement. Today, managers and trainers need to think beyond the classroom. Formal training experiences no longer meet the needs of 21st-century organizations. Employees must be learning constantly in order to acquire the knowledge and skills needed to be successful in our fast-changing, digital world. Managers have a critical role to play in making this happen. You need to be able to create an organizational culture in which learning is a core value and made integral to work life.

Online3 sessions, 4.5 hours total
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Program Overview
Learning Objectives
Topics
Who Should Attend

Program Overview

Culture is made up of the different ways that people communicate with each other, the ways people lead, how the organization evaluates its performance, the physical environment of workspaces, and how organizational knowledge is managed. A learning culture is a community of workers continuously and collectively seeking improvement through new knowledge, new skills, and new applications of knowledge and skills to achieve the goals of the organization. A learning culture is a culture of inquiry; an environment in which employees feel safe asking tough questions about the purpose and quality of what they are doing for customers, themselves, and other stakeholders. The pursuit of learning is woven into the fabric of organizational life.

This program will explain the importance of a learning culture and how to create and sustain this culture in a variety of organizations. You will learn about methods to help employees surface, notice, gather, share, and apply new knowledge and skills. You will learn how to help your organizations change and improve over the long-term.

We will discuss ways to create a culture where learning is the rule, not the exception. To do this, organizations must remove barriers to learning and reward behaviors that facilitate learning, such as risk taking, action learning, feedback, and reflection. We will look at organizational self-examination as a way for organizations to get feedback to adjust and change their goals, as well as their programs and processes.

We will review tools that participants can use to facilitate the learning of individuals, teams, and the whole organization. Participants will develop a plan for what they can do to create a learning culture in their own organizations and will become familiar with resources they can go to for additional assistance in the future. Sharing experiences among participants will be encouraged.

Learning Objectives

By the end of this program, participants will be able to:

Explain the importance of a learning culture to stakeholders in their organizations.
Determine what barriers need to be overcome in their own organizations in order to create a learning culture.
Determine where the greatest leverage is for creating a learning culture in their organizations.
Adapt different learning interventions to their own organizations.
Develop a plan for creating and sustaining a learning culture.

Topics

Session 1 - Defining a Learning Culture
Session 1 - Defining a Learning Culture

In this session, we will define a learning culture, discuss why it is important to high performance organizations, and talk about what kind of culture participants have in their own organizations.
- Definition of a learning culture
- Learning culture and performance improvement
- Why every organization today needs a learning culture
- Barriers to a learning culture
- Elements of a learning culture
- Extent of a learning culture in participants’ organizations
Session 2 - Creating a Learning Culture
Session 2 - Creating a Learning Culture

In this session, we will discuss ways to learn in organizations at the individual, team, and organizational level and we will explore how to create learning in participants’ organizations.
- Methods of learning
- Individual learning
- Team learning
- Whole organization learning
- Learning from evaluation
- Learning from models
Session 3 - Sustaining a Learning Culture
Session 3 - Sustaining a Learning Culture

In this session, participants will have the opportunity to plan what they will do to create a learning culture in their own organizations. We will discuss leveraging organizational interventions that will improve learning and what it will take over the long-term to maintain and grow a learning culture that responds to the changing needs of participants’ organizations.
- Identifying leverage points
- Identifying an overall strategy
- Engaging stakeholders
- Implementing experiments
- Evaluating results
- Review and summary

Who Should Attend

This program is for managers and trainers who want to have a significant long-term impact on performance improvement in their organizations.

What Participants Are Saying

Here's how our programs drive results.

Ellen Krause

"ASTD is a very credible organization. I will have a weighty credential on my resume without having spent the time and money necessary for a masters degree. Golly gee whiz, I respect and admire the ASTD members so much that I can't get enough of ASTD."

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Ellen Krause
Ellen Krause
Instructional Designer/Facilitator
Freelance
5/5 Average Rating
"ASTD is a very credible organization. I will have a weighty credential on my resume without having spent the time and money necessary for a masters degree. Golly gee whiz, I respect and admire the ASTD members so much that I can't get enough of ASTD."

Meet Our Facilitators

We've got the best in the industry

Stephen Gill

Stephen is the co-owner of www.Learning2BGreat.com, a marketplace for organizational learning tools, and also owner and principal of Stephen J. Gill Consulting. Stephen's expertise is in creating learning cultures in organizations and measuring the impact of learning and performance improvement interventions.

He has done this work for more than 25 years, since leaving the faculty of the University of Michigan, School of Education. He has written extensively about these topics. His most recent books are Getting More From Your Investment in Training: The 5As Framework, published by RealTime Performance in 2009, Developing a Learning Culture in Nonprofit Organizations, published by Sage Publications in 2010, and Communication in High Performance Organizations: Principles and Best Practices, published as Kindle ebook in 2011. Steve also posts regularly on The Performance Improvement Blog. He serves his community as an elected trustee of Washtenaw Community College.

Learn More

Stephen Gill

Stephen is the co-owner of www.Learning2BGreat.com, a marketplace for organizational learning tools, and also owner and principal of Stephen J. Gill Consulting. Stephen's expertise is in creating learning cultures in organizations and measuring the impact of learning and performance improvement interventions.

He has done this work for more than 25 years, since leaving the faculty of the University of Michigan, School of Education. He has written extensively about these topics. His most recent books are Getting More From Your Investment in Training: The 5As Framework, published by RealTime Performance in 2009, Developing a Learning Culture in Nonprofit Organizations, published by Sage Publications in 2010, and Communication in High Performance Organizations: Principles and Best Practices, published as Kindle ebook in 2011. Steve also posts regularly on The Performance Improvement Blog. He serves his community as an elected trustee of Washtenaw Community College.

Facilitates the following:

Essentials of Developing an Organizational Learning Culture|

Dates & Locations

Online

Nov 07-21, 2013

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Pricing

Member Price : $395

List Price : $695

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Essentials of Developing an Organizational Learning Culture

Session 1 - Defining a Learning Culture

Session 2 - Creating a Learning Culture

Session 3 - Sustaining a Learning Culture