Creating a Learning Culture

Building a positive learning culture starts with involving your team in developing relevant, engaging content. If your organization is in need of some work to improve your training, understand that it can be a slow process and may not happen right away. A great starting place to build a positive learning culture would be to give your training department a title that reflects its importance in the company and encompasses all the department actually does.

Once you’re ready to build your team, decide who your key players will be. Consider bringing in someone from all of your departments, including IT and maintenance. Create your performance support tree. This will allow you, as you build a positive learning culture, to:

  • · Identify the resource each department talks to
  • Invite them to department meetings
  • Ask them to send communications to deliver a consistent message
  • Let them champion the rollout training schedule
  • Determine if a rollout will be teaching a task or will promote performance development

When it comes to training, remember – you can lead them to a learning platform, but then what? To build a positive learning culture, try creating a blend of different training approaches including:

  • Online courses
  • Virtual / webinar classes
  • Instructor-led / live training
  • Self-assign (the “unicorn” – it’s rare and reflects people are using the resources provided)

Meet with your key people and decide what your training “short list” consists of. What are the core must-have’s for you to build a positive learning culture with robust offerings? This will allow you to craft and continue developing around a core curriculum. Once you begin developing content, some tips to stay engaging are:

  • Use messaging to promote new content
  • Improve attendance when you buy in and build bench strength by having internal champions on training (giving different positions the opportunity to flex their skills and offer peer insight)
  • Use Teams to help communicate before and after sessions
  • Give quick, accessible content that is easy to consume

Interviews are another great way to connect with people. Have a chat with your key people and onsite associates. Ask them about what training helped them get to where they are today. Capture the conversation on video to share as content. Be creative and have fun for the most engaging content. Use highlights of what is shared to support others in your messaging. You can also make use of vendor partners to promote your message and help build a positive learning culture:

  • Use your resources and ask them to not just bring tacos, but join a company call to talk about the importance of using a Mystery Shop as a development tool, or best times of year to do preventative maintenance.
  • Call in the “cool cousin” to tell them why Renters Insurance can help recover their expenses.
  • Get those badges made with your LMS team’s help.

What about WIIFM (What’s In It For Me) & Us? To build a positive learning culture, blending is key.

  • Using all your resources for training will build a new hire’s confidence.
  • It gives you the opportunity to give recognition to those who perform and engage.
  • Use your LMS for more than compliance.
  • Build bench strength to promote within.
  • Enhances a positive culture around development and accountability will follow with ease.

Remember, when building on your learning and development content, think big, but start small. It’ll build exponentially.

Presented by:

Rachelle Ellington

Rachelle Ellington

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