The value of relevant training is, like advertising expenditure, hard to directly quantify and therefore justify. Budgets are tight. Without a tangible benefit these days it is hard to get any funds allocated. But hard skills learning and development do produce quantifiable a large and direct benefits to the firm through efficiency, profitability and reduced risk. Let’s talk at a mutually convenient time and discuss how we can develop your learning culture. Click the link to select a convenient time.
- Compliance with mandatory legislation and industry regulators. Your regulator these days will require your staff complete a minimum number of hours of relevant training. This is important; particularly for an organisation’s survival and reputation! If compliant, the company will survive in this highly regulated environment. Ignore or skimp in this at your peril.
- A desire to improve performance, morale, explore human potential, attract, develop and retain talent, create a learning, questioning culture and drive innovation.
But merely completing compliance and Continuous Professional Development (CPD) training does not mean an organisation has a ‘learning culture’.
Your Learning Culture
So before we examine why a ‘learning culture’ is important, let’s be really clear on what we mean by ‘learning’. Learning is an active, participative process rather than a passive filling of vessels with information. There should be less emphasis on ‘teaching them’ than on supporting and facilitating the growth of people through their own processing of information into knowledge, values and skills.
- working through current and relevant case studies
- Developing the full potential of your staff (your human capital)
- Fostering an innovative and responsive environment
- Idea sharing to stimulate and develop best practice
- Learning events followed by ongoing coaching, to continually better performance
- Mentoring and developing talent; continuously, and with an eye on the future
- Developing successful discipline and habits via the process of learning and embedding. Repetition creates habit and then discipline “We are what we repeatedly do, excellence then is not an act, but a habit.” (Aristotle)
- A mindset of ongoing learning; for practical reasons, and, getting pleasure from it.
In any organisation the ‘learning culture’ is crucial. It affects the performance of the organisation. Here are 10 reasons why:
- Developing morale and motivation – being valued is crucial to employee satisfaction. (Motivation is more important than pay to many employees)
- To aid staff retention and lower costs. People may or may not leave your company – but do you want loyal, yet low-morale, staff staying and only giving you some of their potential? If they stay you definitely want them to be motivated, competent and engaged. Firing on all cylinders. People now need to learn throughout their lives to remain employable. And, to meet your needs as valuable employees of your organisation
- Learning and development go hand in hand. Learning helps develop sound working practices aligned to organisational goals. The company pulls in the same direction
- Learning fosters understand and appreciation of other perspectives, by challenging rigid opinions and behaviours, thus helping avoid destructive silo mentalities
- Learning at a rate faster than change is critical. Ask yourself; ‘why have so many big organisations (such as HMV, Comet, Kodak have recently failed?’ The pace of change over last few years is astonishing and will probably only accelerate in the near future. Companies such as Apple and Google are flourishing. Is this by accident?
- Learning can increase productive capacity
- Learning can produce an ROI
- People, service and attitude are increasingly important to organisational success. These factors differentiate organisations in an age when products are increasingly similar / quickly copied
- If a company’s Board of Directors don’t have a learning culture they become irrelevant; stale, rotten.
- Learning and change are inextricably linked. A ‘learning culture’ helps:
- identify problems with products / services and resolve them quickly
- ‘out-innovate’, out-perform and out manouvre competitors
- focus in on your firm’s service quality
- rapid corporate growth and assists the leap frogging of competitors.
Does your firm have a Learning Culture?
So, does your firm have a ‘learning culture’? Whether your solution is an in-house and tailored course for your staff to enhance timing in your work process, or hard skills or relevant Continuous Professional Development, Trevor Neil and BETA Educators Limited wants to assist you. Let’s talk at a mutually convenient time and discuss how we can develop your learning culture. Click the link to select a convenient time.