Creating a compelling employee learning experience has risen to the number two topic on the minds of CEOs and HR leaders, and this means that companies are actively looking for ways to improve learning within their organizations. But what kind of learning culture should organizations adopt, and how are they different? A recent CLO magazine article reviews four categories of learning cultures:
- 1. A culture of compliance training - where companies only focus learning around that which covers regulations and requirements mandated by law.
- 2. A culture of necessary training - where employees learn about job or company-specific tools and processes, usually during onboarding or when a new tool or process is introduced.
- 3. A culture of learning - where a company “focuses on building employees’ skills through targeted programs and initiatives.” However, the culture still tends to focus more on company success rather than individual, and is generally more event-driven, which means taking employees away from their daily work to learn new skills.
- 4. A culture of continuous learning - where learning is a daily habit, integrated into everyday work and encouraged by managers.
Like most CLOs, we highly value a culture of continuous learning. To learn about fostering one in your organization, read our recent piece in our series on creating a practice-driven culture.