This document discusses creating a learning culture within an organization. It advocates for making learning simple, fun, systematic, visible and open to all. Regular workshops and opportunities for group learning and knowledge sharing are recommended. Gamification, such as badges, and recognition for active learning could help motivate employees. Feedback should be collected to continuously improve training quality. The goal is to support lifelong learning so the organization and employees can grow together.

1. Learning culture
Rethinking future

2. What is a Learning Culture
A learning culture is the team’s acceptance of a set of attitudes, values and practises
that support the process of continuous learning.
- Learning process and trainings should be
- Simple and transparent
- Fun and interesting
- Systematic
- Visible and open for everyone
- Traceable
- Culture is something that can be born in group, not individuals
- Focus on team/group trainings minimise self education

3. What is a Learning Organisation
A Learning Organisation is a term given to a company that creates a Learning Culture
for their employees by facilitating them to improve on a daily basis.
- If organisation does not facilitate growth of their employees, employees do not
have an opportunity to grow their organization -

4. Bad and Good (Average company)
Bad - :(
● Self education
● Hard to find how-to’s
● Poor quality of learning materials
● Involvement is low
● Visibility on progress for current learning
objectives
● Visibility on position VS
trainings/certificates
Good :)
● A lot of certifications is available
● Strong mentors
● Time for self education

5. Vision (Learn and Compare)
As a new employee in a company I want to have simple access to all available trainings,
guides and howto’s
- In order to achieve this we need to finalize changes that are being introduced in
new Wiki Structure -
As a new employee I would like to have easy way to compare myself with others.
● Implement tooling HR Board

6. Vision (Information sharing)
As new employee I would like to get information on upcoming internal trainings and
sign-up for them
- Create google spreadsheet with available and planned trainings, if there is option
for training but it is not planned, employee should be able to sign-up for it once
we get 5 employess who wants to take training we should trigger process for
finding speaker/trainer/mentor and conduct that training -

7. C-Level and Introverts
As C-level member I want to see ongoing trainings for all employees and check status
on progress in a simple way.
- Requires to implement additional tooling in order to follow on progress. -
As a shy person I would like to have someone to reach me and provide information on
which certificate/training is the one I should take
- Move this responsibility to Scrum Masters/Mentors or create such role in
company

8. Thinking about future - Make learning great again
In order to make changes we need to change our Learning culture
- Minimize self education
- Organize workshops, learn in pairs ask for mentor on preparations on specific certification
- Self education should be used as preparation for workshops or knowledge assessment.
- Once new knowledge is assessed employee is allowed to take certification
- Weekly workshops
- Each week we should have at least one an internal workshop/training
- If there’s no need in trainings at the moment, we could gather together and watch interesting tech
talks or share knowledge between teams and projects (challenges, tricky solutions etc.,)
- Once we will have Weekly events, there will be feeling that we are improving all the time, thus
should lead to motivate others to learn more
- Work in small groups

9. Thinking about future - Gamify process
In order to make learning fun we should introduce gamification for learning and
related activities.
- Start with little
- Provide badges for participating in internal trainings/taking certification.
- Quarterly/yearly provide prizes for most active “players”
- Extend:
- Add blogging and mentoring badges
- Add badges for public speaches/internal speeches

10. Talk about Learning make it visible
Share personal stories on education @General Meetings, create monthly meeting on
Learning and best practises sharing)
- The more we will talk about it, in group, individually on a company level, the
higher level of involvement we will get -
- If we will have workshops at least once per week conducted @kitchen/rest zone or
other visible place, everyone who did not attend sessions for week or two will
have feeling that everyone is learning except them, thus will lead to need to learn
something new, in order to be as everyone else and improve, improve, improve)

11. Power of feedback
Once any change is introduced we should focus on feedback and continues
improvements
- Collect feedback
- Ask employees for improvements, was training good or bad, would you recommend it to your
colleagues?
- Take actions
- Help trainers to prepare better materials, change content in order to provide more useful
information
- Repeat
- Use the same approach that is used in SCRUM, check what went good, what wrong. Decide on
Changes and implement.

12. Thank You!