Creating a Learning Culture

Creating an Organisational Learning Culture

or a framework that captures how an organisation thinks about learning can be quite challenging, if for no other reason than, there are a lot of pieces to the puzzle.  While creating or providing the strategic direction is clearly the role of executive and senior management, but how these members of articulate and reinforce that message, and what it means, needs to be as clear and as simple as possible.

So how do we create a culture in which learning is valued and promoted and seen as an integral part of the business, rather than just an add on that can be ignored, or not taken seriously.  You need to be able to show how learning functions sit with the organisation and what the purpose of creating this culture is.  As I have said before, I think that I have it a little easier than most when it comes to this as the organisation that I work for has ‘Leading through Learning’ as one of its central values, and as an L&D person that makes my job much easier when it is there in front of everyone’s face.  Having a model which explains how learning fits in and how the organisation view and seeks to create a learning culture to help immensely and serves as a way to articulating the vision for learning within and organisation;

Developing a Learning Culture

A model like this simply explains the various parts of the puzzle that lead to the development of a learning culture.  From here it then becomes an issue of expanding what each of the parts of the model mean within your particular organisation, who is responsible for them and how they are supported.

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About pauldrasmussen
Paul is the winner of the 2013 Leadership in VET Quality Award and the 2013 LearnX Learning Manager of the year award. A Thought Leader and Speaker on Organisational Learning, Professional Development, Motivation, Leadership, Management and Professional Ethics, he speaks widely and has published work on the areas of Learning and Development, Learning ROI, Business, Management, Leadership and Ethics. With Qualifications in Ethics and Bioethics, Organisational Learning and Development, Training, and Business Management and Leadership, Paul has worked in and with a wide range of public, private, government and not for profit organisations. He is currently the National Training Manager for Spectrum Training and the principal consultant with Rasmussen Learning. Specialties: • Organisational Learning and Development • Ethics (Business, Professional and Theoretical) • Learning Management and ROI • Professional Speaking • RTO Management • E-Learning • Management • Leadership • Learning Management Systems

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