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Creating a Culture of Learning
in
6 STEPSBy Britt Andreatta, PhD | Lynda.com
www.lynda.com/industries | enterprisesolutions@lynda.com
1 | Creating a Culture of Learning in 6 Steps | Lynda.com
What is a culture of learning?
Whether you know it or not, your organization has a learning culture.
If you employ humans, learning happens in your workplace every day.
We’re biologically wired to learn. We can’t stop ourselves.
Learning is necessary for survival. It’s a natural instinct. We constantly absorb
information, determine what’s important, and decide how to act.
Learning experiences happen all around us. Are you directing them?
Or are you allowing them to happen on their own?
This guide explores six steps you can use to successfully create a transformative
culture of learning at your organization.
2 | Creating a Culture of Learning in 6 Steps | Lynda.com
03	 What are people learning?
04	 Transformative learning
09	 Step No. 1: Honor the
	 ever-present nature of learning
11	 Step No. 2: Value learning
	 as a path to mastery
13	 Step No. 3: Make learning
	 easily accessible
15	 Step No. 4: Use blended learning
	 to maximize options
17	 Step No. 5: Teach managers
	 how to coach
19	 Step No. 6: Evaluate
	 performance based on learning
22	 Conclusion
23	 Author
24	 Find out more
25	 About Lynda.com
Table of contents
3 | Creating a Culture of Learning in 6 Steps | Lynda.com
What are people learning?
People learn about their positions, job skills, policies and
procedures, and colleagues.
They also learn who has power and influence, whether
leaders are trustworthy, if risk taking is rewarded, and if
harassment is tolerated.
In other words, they learn about the real values of your
organization, not just those posted on its website.
LEARNING HAPPENS EVERY DAY.
Are you
tending it?
Are you
cultivating it?
Are you
driving it?
4 | Creating a Culture of Learning in 6 Steps | Lynda.com
Transformative learning
Transformative learning is the expansion of consciousness through the transformation
of worldview and capacities of the self. It’s an act of changing how we see and do things.
According to researchers, the three dimensions of transformative learning are:
psychological
Change in understanding
Knowledge, information, models, and
theories shift the learner’s
understanding and provide the “why.
behavioral
Change in actions
The learner uses observation,
application, and experimentation
to do something differently.
convictional
Revision of belief system
The learner permanently shifts
a perspective or view, often
through an “Aha!” moment or insight.
5 | Creating a Culture of Learning in 6 Steps | Lynda.com
Do you have a transformative learning culture that makes your organization more successful?
Or do you have a neglected learning culture that breeds conformity and stagnation?
Organizations with neglected learning cultures experience high talent turnover, struggle
to keep customers, and ultimately fall behind competitors. These organizations may be profitable
in the short term, but they ultimately fail.
Organizations with a transformative culture of learning thrive. At these organizations, it’s
understood that learning is a natural process, that people yearn to grow. These organizations
cultivate potential through learning opportunities and experiences.
The role of learning is to maximize the potential of your organization by maximizing the
potential of all the people in it.
potential: the capacity to become or develop into something in the future. unrealized ability.
6 | Creating a Culture of Learning in 6 Steps | Lynda.com
The benefits of transformative learning
Creating a transformative culture of learning pays off. Consider
how these benefits would affect your productivity and profit.
employee engagement goes up, directly impacting productivity,
staff retention, and customer satisfaction, according to studies by
Gallup, BlessingWhite, Bersin, and McLean and Company.
a “growth mindset” takes root yielding ever-higher levels of
performance. Research by Dr. Carol Dweck shows that people
with a growth mindset learn from mistakes and actively seek
out new challenges.
enhanced creativity and innovation drives individual and
team success. Dr. Brené Brown’s research on vulnerability
and shame shows that risk-taking invites valuable lessons that
come from failure.
7 | Creating a Culture of Learning in 6 Steps | Lynda.com
“In times of change, learners inherit the earth,
while the others find themselves equipped to deal
with a world that no longer exists.”
— Eric Hoffer, Social Philosopher and Author
8 | Creating a Culture of Learning in 6 Steps | Lynda.com
Benefits of transformative learning (continued)
employee motivation goes up. According to the book Drive:
The Surprising Truth About What Motivates Us by Dan Pink,
studies show that humans are most motivated by autonomy,
mastery, and meaningful purpose. Learning contributes to
all three.
new technology skills are easier to obtain. People need
frequent training on new and ever-changing devices, software
applications, and social media tools. On-demand learning
not only saves time and money but empowers learners to find
their own answers.
leadership development gains priority. “Human” skills like
leadership, self control, empathy, communication, conflict
resolution, and cultural competence are critical to the success
of any organization. These skills can be learned and honed
through learning experiences.
9 | Creating a Culture of Learning in 6 Steps | Lynda.com
Honor the ever-present
nature of learning
10 | Creating a Culture of Learning in 6 Steps | Lynda.com
STEP NO. 1
Honor the ever-present nature of learning
Don’t treat learning as an event to be scheduled. It’s an unbounded resource because it’s
in our very DNA to be lifelong learners. Cultivate potential to boost performance.
offer vibrant events for every employee—on demand and in person.
11 | Creating a Culture of Learning in 6 Steps | Lynda.com
Value learning as
a path to mastery
12 | Creating a Culture of Learning in 6 Steps | Lynda.com
STEP NO. 2
Value learning as a path to mastery
Make it safe to take risks—and to make mistakes. Celebrate
“Aha!” moments as much as easy wins. Encourage risk
taking and failure. Understand that the cost of not encouraging
failure is a shortage of innovation.
13 | Creating a Culture of Learning in 6 Steps | Lynda.com
Make learning easily accessible
14 | Creating a Culture of Learning in 6 Steps | Lynda.com
STEP NO. 3
Make learning easily accessible
Empower employees to find their own answers. Neuroscientists
say that people retain this type of learning far longer than just
being told what to do. On-demand instruction lets learners find
their own answers right when they need them.
15 | Creating a Culture of Learning in 6 Steps | Lynda.com
Use blended learning to
maximize options
16 | Creating a Culture of Learning in 6 Steps | Lynda.com
STEP NO. 4
Use blended learning to maximize options
Consider every person and situation. In-person learning allows
hands-on application and collaboration. On-demand learning
offers flexibility and empowers people to learn at their own pace.
Combine the two to effectively achieve your learning objectives.
17 | Creating a Culture of Learning in 6 Steps | Lynda.com
Teach managers how to coach
18 | Creating a Culture of Learning in 6 Steps | Lynda.com
STEP NO. 5
Teach managers how to coach
Build employee competence and confidence using appreciative
inquiry, which is a method for learning from peak performances.
Make sure managers know how to ask coaching questions
that help employees cultivate their own wisdom and confidence.
19 | Creating a Culture of Learning in 6 Steps | Lynda.com
Evaluate performance
based on learning
20 | Creating a Culture of Learning in 6 Steps | Lynda.com
STEP NO. 6
Evaluate performance based on learning
Measure learning along with performance to boost both.
Reward growth and improvement. Recognize learning hunger and
commitment as a way to boost performance and productivity.
21 | Creating a Culture of Learning in 6 Steps | Lynda.com
“There are 10 seeds in an apple. But how many apples
are in a seed? You must help your employees learn
and grow so they become the talented workforce you
need tomorrow.”
— Martha Soehren, Chief Talent Officer at Comcast
22 | Creating a Culture of Learning in 6 Steps | Lynda.com
Conclusion
Your organization as a whole, as well as every person in it,
has unrealized ability. The most effective way to cultivate that potential is
through building a transformative culture of learning. You can help your
organization achieve new heights and develop employees who achieve great things.
23 | Creating a Culture of Learning in 6 Steps | Lynda.com
Author
Britt Andreatta, PhD
Director of Learning and Development
Lynda.com
Britt Andreatta is director of learning and development at Lynda.com and a senior learning consultant
for talent and leadership development at LinkedIn. Drawing on her unique background in leadership,
psychology, education, and the human sciences, Britt has a profound understanding of how humans
are wired and how organizations can bring out the best in their people.
Britt is a seasoned professional with more than 25 years of experience consulting, coaching,
and teaching. Using her research and expertise working with businesses, universities, and nonprofit
organizations, she creates powerful solutions to today’s most pressing workplace problems. She
is the author of several titles on leadership and learning and her new book is titled Wired to Grow:
Harness the Power of Brain Science to Master Any Skill. Learn more at www.BrittAndreatta.com.
24 | Creating a Culture of Learning in 6 Steps | Lynda.com
View these Lynda.com courses featuring author Britt Andreatta to continue exploring how to
elevate the culture of learning at your organization.
The Neuroscience of Learning
www.lynda.com/Neuroscience-Learning
Management Fundamentals
www.lynda.com/Management-Fundamentals
Leading Change
www.lynda.com/Leading-Organizational-Change
Leading with Emotional Intelligence
www.lynda.com/Leading-Emotional-Intelligence
Having Difficult Conversations
www.lynda.com/Having-Difficult-Conversations
Leadership Fundamentals
www.lynda.com/Leadership-Fundamentals
Delegating Tasks to Your Team
www.lynda.com/Delegating-Tasks-Your-Team
Find out more
25 | Creating a Culture of Learning in 6 Steps | Lynda.com25 | Creating a Culture of Learning in 6 Steps | Lynda.com
For 20 years, Lynda.com has helped students, leaders, IT and
design pros, project managers—anyone in any role—build
software, creative, and business skills. We work with the best
instructors. Our production standards are second to none.
And with training that is quick to market, we’ve grown our
online video-based content library to include thousands
of engaging courses.
Now a LinkedIn company, Lynda.com serves more than 10,000
organizations. With offices on four continents and tutorials
in five languages, lynda.com is a global platform for success.
About Lynda.com
Contact us for Lynda.com
Enterprise Learning Solutions pricing.
US: 1 (888) 335-9632
International: +1 (805) 477-3900
EMEA: +44 (0) 1252 416554
APAC: +61 2 9779 1582
email: enterprisesolutions@lynda.com
web: www.lynda.com/industries

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Creating a Culture of Learning in 6 Steps

  • 1. Creating a Culture of Learning in 6 STEPSBy Britt Andreatta, PhD | Lynda.com www.lynda.com/industries | enterprisesolutions@lynda.com
  • 2. 1 | Creating a Culture of Learning in 6 Steps | Lynda.com What is a culture of learning? Whether you know it or not, your organization has a learning culture. If you employ humans, learning happens in your workplace every day. We’re biologically wired to learn. We can’t stop ourselves. Learning is necessary for survival. It’s a natural instinct. We constantly absorb information, determine what’s important, and decide how to act. Learning experiences happen all around us. Are you directing them? Or are you allowing them to happen on their own? This guide explores six steps you can use to successfully create a transformative culture of learning at your organization.
  • 3. 2 | Creating a Culture of Learning in 6 Steps | Lynda.com 03 What are people learning? 04 Transformative learning 09 Step No. 1: Honor the ever-present nature of learning 11 Step No. 2: Value learning as a path to mastery 13 Step No. 3: Make learning easily accessible 15 Step No. 4: Use blended learning to maximize options 17 Step No. 5: Teach managers how to coach 19 Step No. 6: Evaluate performance based on learning 22 Conclusion 23 Author 24 Find out more 25 About Lynda.com Table of contents
  • 4. 3 | Creating a Culture of Learning in 6 Steps | Lynda.com What are people learning? People learn about their positions, job skills, policies and procedures, and colleagues. They also learn who has power and influence, whether leaders are trustworthy, if risk taking is rewarded, and if harassment is tolerated. In other words, they learn about the real values of your organization, not just those posted on its website. LEARNING HAPPENS EVERY DAY. Are you tending it? Are you cultivating it? Are you driving it?
  • 5. 4 | Creating a Culture of Learning in 6 Steps | Lynda.com Transformative learning Transformative learning is the expansion of consciousness through the transformation of worldview and capacities of the self. It’s an act of changing how we see and do things. According to researchers, the three dimensions of transformative learning are: psychological Change in understanding Knowledge, information, models, and theories shift the learner’s understanding and provide the “why. behavioral Change in actions The learner uses observation, application, and experimentation to do something differently. convictional Revision of belief system The learner permanently shifts a perspective or view, often through an “Aha!” moment or insight.
  • 6. 5 | Creating a Culture of Learning in 6 Steps | Lynda.com Do you have a transformative learning culture that makes your organization more successful? Or do you have a neglected learning culture that breeds conformity and stagnation? Organizations with neglected learning cultures experience high talent turnover, struggle to keep customers, and ultimately fall behind competitors. These organizations may be profitable in the short term, but they ultimately fail. Organizations with a transformative culture of learning thrive. At these organizations, it’s understood that learning is a natural process, that people yearn to grow. These organizations cultivate potential through learning opportunities and experiences. The role of learning is to maximize the potential of your organization by maximizing the potential of all the people in it. potential: the capacity to become or develop into something in the future. unrealized ability.
  • 7. 6 | Creating a Culture of Learning in 6 Steps | Lynda.com The benefits of transformative learning Creating a transformative culture of learning pays off. Consider how these benefits would affect your productivity and profit. employee engagement goes up, directly impacting productivity, staff retention, and customer satisfaction, according to studies by Gallup, BlessingWhite, Bersin, and McLean and Company. a “growth mindset” takes root yielding ever-higher levels of performance. Research by Dr. Carol Dweck shows that people with a growth mindset learn from mistakes and actively seek out new challenges. enhanced creativity and innovation drives individual and team success. Dr. Brené Brown’s research on vulnerability and shame shows that risk-taking invites valuable lessons that come from failure.
  • 8. 7 | Creating a Culture of Learning in 6 Steps | Lynda.com “In times of change, learners inherit the earth, while the others find themselves equipped to deal with a world that no longer exists.” — Eric Hoffer, Social Philosopher and Author
  • 9. 8 | Creating a Culture of Learning in 6 Steps | Lynda.com Benefits of transformative learning (continued) employee motivation goes up. According to the book Drive: The Surprising Truth About What Motivates Us by Dan Pink, studies show that humans are most motivated by autonomy, mastery, and meaningful purpose. Learning contributes to all three. new technology skills are easier to obtain. People need frequent training on new and ever-changing devices, software applications, and social media tools. On-demand learning not only saves time and money but empowers learners to find their own answers. leadership development gains priority. “Human” skills like leadership, self control, empathy, communication, conflict resolution, and cultural competence are critical to the success of any organization. These skills can be learned and honed through learning experiences.
  • 10. 9 | Creating a Culture of Learning in 6 Steps | Lynda.com Honor the ever-present nature of learning
  • 11. 10 | Creating a Culture of Learning in 6 Steps | Lynda.com STEP NO. 1 Honor the ever-present nature of learning Don’t treat learning as an event to be scheduled. It’s an unbounded resource because it’s in our very DNA to be lifelong learners. Cultivate potential to boost performance. offer vibrant events for every employee—on demand and in person.
  • 12. 11 | Creating a Culture of Learning in 6 Steps | Lynda.com Value learning as a path to mastery
  • 13. 12 | Creating a Culture of Learning in 6 Steps | Lynda.com STEP NO. 2 Value learning as a path to mastery Make it safe to take risks—and to make mistakes. Celebrate “Aha!” moments as much as easy wins. Encourage risk taking and failure. Understand that the cost of not encouraging failure is a shortage of innovation.
  • 14. 13 | Creating a Culture of Learning in 6 Steps | Lynda.com Make learning easily accessible
  • 15. 14 | Creating a Culture of Learning in 6 Steps | Lynda.com STEP NO. 3 Make learning easily accessible Empower employees to find their own answers. Neuroscientists say that people retain this type of learning far longer than just being told what to do. On-demand instruction lets learners find their own answers right when they need them.
  • 16. 15 | Creating a Culture of Learning in 6 Steps | Lynda.com Use blended learning to maximize options
  • 17. 16 | Creating a Culture of Learning in 6 Steps | Lynda.com STEP NO. 4 Use blended learning to maximize options Consider every person and situation. In-person learning allows hands-on application and collaboration. On-demand learning offers flexibility and empowers people to learn at their own pace. Combine the two to effectively achieve your learning objectives.
  • 18. 17 | Creating a Culture of Learning in 6 Steps | Lynda.com Teach managers how to coach
  • 19. 18 | Creating a Culture of Learning in 6 Steps | Lynda.com STEP NO. 5 Teach managers how to coach Build employee competence and confidence using appreciative inquiry, which is a method for learning from peak performances. Make sure managers know how to ask coaching questions that help employees cultivate their own wisdom and confidence.
  • 20. 19 | Creating a Culture of Learning in 6 Steps | Lynda.com Evaluate performance based on learning
  • 21. 20 | Creating a Culture of Learning in 6 Steps | Lynda.com STEP NO. 6 Evaluate performance based on learning Measure learning along with performance to boost both. Reward growth and improvement. Recognize learning hunger and commitment as a way to boost performance and productivity.
  • 22. 21 | Creating a Culture of Learning in 6 Steps | Lynda.com “There are 10 seeds in an apple. But how many apples are in a seed? You must help your employees learn and grow so they become the talented workforce you need tomorrow.” — Martha Soehren, Chief Talent Officer at Comcast
  • 23. 22 | Creating a Culture of Learning in 6 Steps | Lynda.com Conclusion Your organization as a whole, as well as every person in it, has unrealized ability. The most effective way to cultivate that potential is through building a transformative culture of learning. You can help your organization achieve new heights and develop employees who achieve great things.
  • 24. 23 | Creating a Culture of Learning in 6 Steps | Lynda.com Author Britt Andreatta, PhD Director of Learning and Development Lynda.com Britt Andreatta is director of learning and development at Lynda.com and a senior learning consultant for talent and leadership development at LinkedIn. Drawing on her unique background in leadership, psychology, education, and the human sciences, Britt has a profound understanding of how humans are wired and how organizations can bring out the best in their people. Britt is a seasoned professional with more than 25 years of experience consulting, coaching, and teaching. Using her research and expertise working with businesses, universities, and nonprofit organizations, she creates powerful solutions to today’s most pressing workplace problems. She is the author of several titles on leadership and learning and her new book is titled Wired to Grow: Harness the Power of Brain Science to Master Any Skill. Learn more at www.BrittAndreatta.com.
  • 25. 24 | Creating a Culture of Learning in 6 Steps | Lynda.com View these Lynda.com courses featuring author Britt Andreatta to continue exploring how to elevate the culture of learning at your organization. The Neuroscience of Learning www.lynda.com/Neuroscience-Learning Management Fundamentals www.lynda.com/Management-Fundamentals Leading Change www.lynda.com/Leading-Organizational-Change Leading with Emotional Intelligence www.lynda.com/Leading-Emotional-Intelligence Having Difficult Conversations www.lynda.com/Having-Difficult-Conversations Leadership Fundamentals www.lynda.com/Leadership-Fundamentals Delegating Tasks to Your Team www.lynda.com/Delegating-Tasks-Your-Team Find out more
  • 26. 25 | Creating a Culture of Learning in 6 Steps | Lynda.com25 | Creating a Culture of Learning in 6 Steps | Lynda.com For 20 years, Lynda.com has helped students, leaders, IT and design pros, project managers—anyone in any role—build software, creative, and business skills. We work with the best instructors. Our production standards are second to none. And with training that is quick to market, we’ve grown our online video-based content library to include thousands of engaging courses. Now a LinkedIn company, Lynda.com serves more than 10,000 organizations. With offices on four continents and tutorials in five languages, lynda.com is a global platform for success. About Lynda.com Contact us for Lynda.com Enterprise Learning Solutions pricing. US: 1 (888) 335-9632 International: +1 (805) 477-3900 EMEA: +44 (0) 1252 416554 APAC: +61 2 9779 1582 email: enterprisesolutions@lynda.com web: www.lynda.com/industries