Creating a learning culture offers a host of benefits for both the company and the employees. But what’s the role of leadership in creating one? What does that entail? After all, leaders are where the learning culture starts. They’re the folks who have to enforce the training initiatives and get the culture integrated into the workplace.
Let’s explore just how crucial leadership is to cultivating a culture of learning, and some key points for how to bring this lesson home.
Consistency Is Key
Be consistent with implementing a learning culture. This can’t just be a monthly project if you want to see results. This isn’t a quick fix where you see improvements instantly. Learning culture is the means to effectively respond to constantly changing business expectations and trends.
Don’t hop to the next business trend that you see — instead, give this one time to grow and improve.
Make It Mandatory
Everyone in the company should be required to complete the training plans that are implemented. If it isn’t a formal and mandatory requirement, then people aren’t going to take it seriously and won’t do it. Use checklists to keep track of everyday activities and make sure things are getting done correctly.
Encourage Learning
Employees should be encouraged when they’re picking up new skills. They deserve recognition. Plus, other employees seeing that they’re getting recognition is going to make them want to learn more as well.
Employees should also be encouraged to give feedback. This is how you can see if the employees feel they’re getting benefits from this, and how you can know whether your investment was well spent.
But Make Sure Employees Are Held Accountable
No one wants to make waves with their employees. Confrontation isn’t fun. To try and avoid this, make sure that clear standards are set. A new employee can come in with a ton of energy initially and then fade out. If you set goals and objectives, that gives them an incentive that can fuel their personal growth.
You don’t want to reward mediocrity — you want to reward the people that are going above and beyond.
Make Smart Hiring Decisions
Hiring is insanely difficult. There’s no real way to pick the perfect candidate. Still, you can do your best to see how enthusiastic a potential hire is about learning. Ask about taking risks and if they’re someone that enjoys a challenge. You want someone who’s driven and maybe thinks outside the box in a way that you don’t.
That’s someone who can teach others on their team — and maybe even you! — a thing or two.
Be Approachable
Being open is key. People should be able to come to you with problems and not be worried. Discussions of ideas and issues should happen freely. Make sure you’re approachable, and that employees are willing to come to you. Be a good listener and also be open to learning.
Support risks, as well. As long as they aren’t extreme and are supportive of learning and growth, encourage them! Your employees can’t be afraid of failure, or they’ll never learn or create anything new. If they aren’t just repeating what’s been done before, and are actively trying to learn and grow, encourage them to keep going.
Keep Developing
In implementing this practice, you’ll start to discover what works and what doesn’t. Don’t be afraid to try new routines that you think would produce better results. With the business world the way it is, change can happen at any time. Companies have to be flexible and able to go with the flow. Constantly develop new routines and strategies to keep your learning culture at its peak.
As a leader, you’re the one that has to keep this practice going and make sure it’s effective. You’ll be the one making reports on its efficiency and making sure everyone is following the new protocols. Don’t be afraid to try different methods and find the one that works best for your workplace.
