What Does a (Real) Continuous Learning Culture Look Like?

A workforce continuously learning and applying new skills is necessary for business survival today. Yet, despite years of attempts, most organizations struggle to achieve these results. Traditional learning and development approaches simply aren’t cutting it.

To bridge the gap, a deeper shift is needed—one that fundamentally reframes what it means to learn and how organizations facilitate L&D.

Focus on a Learning Culture, Not Training

Historically, L&D has focused on providing employees access to relevant training materials. Training programs emphasize delivering content and generally measure success in scale (e.g., number of participants, hours consumed, courses available). However, just because an employee is exposed to training materials doesn’t mean they understand it, know how to implement it or recognize situations to apply it.

Skill development goes far beyond access to relevant material. To truly learn, employees need to attend to the new information, actively connect it to prior knowledge, practice applying it in a variety of realistic contexts, reflect and improve, seek feedback and so on. Luckily, there is science to getting people to learn.

Read the full article here.

Learn more about how to develop employee knowledge, skills and new ways of working here.