Two Steps to Creating a Culture of Learning

Employees certainly need training on occasion, such as when they first join a company and need to become familiar with the organization’s processes; or when new systems are installed; or when they’re being groomed for a higher-level or leadership role. But why is training so often boring? Is it really necessary to be so dry as to put the audience to sleep?

Those are the questions by an article at blog.crowdbase.com–and of course, the answer is, No! Training doesn’t need to be–and shouldn’t be–boring! In fact, professional trainers know very well that getting the audience involved and giving them opportunities to apply key lessons right away are crucial elements of learning. What’s more, it’s been shown that when people are having a good time (yes, actually laughing and having fun!), they learn more easily and retain the knowledge.

The crowdbase blog offers two great tips for creating a culture of learning without breaking the bank: 1) Involve your employees by inviting them to share their own expertise and providing the tools, such as videos, for doing so; and 2) Nurture a storytelling culture in which people share their successes; in this way, co-workers learn from one another and create a database of tried and true techniques and professional practices.

Both ideas are excellent for several reasons: 1) People like to learn from people they know and admire; 2) Lessons from co-workers are automatically relevant and valuable because the parties involved work in the same culture with the same set of values; 3) The “teacher” is readily accessible for follow-up questions and discussions; 4) Employees want recognition more than monetary rewards, so being asked to share their knowledge and experiences is highly valued compensation for a job well done.

How can your organization create a culture of learning–or strengthen its current learning practices? If you aren’t yet sponsoring  employee-led classes or fostering storytelling circles, how soon can you begin?

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