Learning culture, what levers to pull on ?
Toutes les entreprises, quelle que soit leur taille, peuvent mettre en place une stratégie de culture apprenante. Selon le contexte de chacun, il convient de se poser les bonnes questions afin d’utiliser les synergies pour maximiser l’impact du dispositif.
Formalise informal learning
Streaming platforms, social networks, articles, podcasts, mentoring, coaching, team activities, hands-on seminars… all these activities contribute to learning, support and reinforce the formal learning received by the employees. According to the reference model, the 70-20-10 model, only 10% of learning comes from formal learning.
By facilitating the sharing and curation of freely available online content, formalizing coaching sessions, creating micro-content, short videos…the informal can start to be “formalized”.
Involve your managers and subject-matter experts
Although a learning culture is something that is developed collectively, there are certain individuals within a company who can have a particular impact on the learning culture. These are managers and business experts.
They must embody the learning culture on a daily basis in supporting teams, developing skills according to needs (evaluation and follow-up), formalizing the various training activities, being mentors, digitizing their knowledge…
Develop a continuous competency-based approach
If we want to make training meaningful, we need to link it to concrete needs. Adopting a competency-based approach seems to be a good way to align the different stakeholders.
- As an organization, what are the key skills gaps that, if left unaddressed, will be barriers to achieving the strategy? What are the skills we will need in the future to meet our long-term aspirations and vision?
- As a learner, what skills are expected in my current position? What position can I move into? What skills do I need for this new position?
- As a manager, do I have the necessary skills in my team to carry out this project or mission?
Formaliser une taxonomie de compétences (même simple) pour commencer a pouvoir répondre à ces questions de façon systématiques et aligner les objectifs sur une taxonomie commune un très bon moyen d’amorcer un changement vers une culture apprenante.
Trial and error
A common thread among many organizations that have had success in developing a learning culture is the way they view failure. Learning organizations give employees the space and confidence to try, fail and learn from their mistakes because they recognize the importance of experimentation in the learning process.
Creating a context in which employees have easy access to the knowledge they need to be confident in what they are doing and can call on the support of a business expert or manager to learn from them is one of the steps towards a learning culture.
However, the various stakeholders still need to have the tools they need to share content, manage skills, animate communities, etc.