Explore how a transformative culture of learning can boost employee engagement and encourage a “growth mindset” that yields higher levels of performance, motivation, creativity, and innovation. More on how to create a culture of learning: http://www.lynda.com/Business-training-tutorials/29-0.html

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Creating a Transformative
Culture of Learning
Britt Andreatta, Ph.D.
Director of Learning + Development, lynda.com
Senior Learning Consultant, LinkedIn

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Britt Andreatta
Leadership consultant since 1989
PhD in Education, Leadership + Organizations
Professor and Dean at UC Santa Barbara
and Antioch University, teaching leadership
and success skills
lynda.com Member > Author > Director of Learning + Development
Please view my seven courses on lynda.com
Creating a Transformative Culture of Learning

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A Robust Online Training Library
Content in Business
Leadership, Management, Productivity, Software,
Communication, Career Development, and more.
3,400+ courses
Avg. 20 courses released per week
10,000+ hours of learning
Avg. 5 hours released per day
138,000+ videos
Avg. 750 released per week
Creating a Transformative Culture of Learning

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Agenda
Learning Culture
Transformative Learning
Benefits/ROI
Create a Culture
of Transformation
Creating a Transformative Culture of Learning

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Your Learning Culture
You already have one
Humans are wired to learn
Learning is happening every day
– are you tending it?
Creating a Transformative Culture of Learning

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Necessary for survival
Brain science research
Central + peripheral
nervous systems
Wired for Learning
Creating a Transformative Culture of Learning

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Sources
Research by:
Richard Davidson
Carol Dweck
Daniel Siegel
Rudolph Tanzi
Creating a Transformative Culture of Learning

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Hippocampus
Amygdala
Basal ganglia
The Big 3
Creating a Transformative Culture of Learning

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The “data drive”
Moves learning
into memory
Unites left and
right hemispheres
Hippocampus
Creating a Transformative Culture of Learning

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Launches “fight or
flight” response
When aroused,
activates the
hippocampus
Amygdala
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Where habits live
Routinized
behaviors become
“second nature”
Basal Ganglia
Creating a Transformative Culture of Learning

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Learn Remember Do
Three-phase Model
Creating a Transformative Culture of Learning

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The Neuroscience of Learning
Creating a Transformative Culture of Learning

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What Are They Learning?
Position (job skills)
Policies (and procedures)
People (relationships)
Power (influence)
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They Are Also Learning…
If leaders are trustworthy
If risk taking is rewarded
If harassment is tolerated
The real culture and
values that drive the
organization every day.
Creating a Transformative Culture of Learning

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Questions to Consider
Who controls the learning?
Do your learning events match
with their experience/reality?
How are you building value and
trust with each learning
experience?
Creating a Transformative Culture of Learning

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Agenda
Learning Culture
Transformative Learning
Benefits/ROI
Create a Culture
of Transformation
Creating a Transformative Culture of Learning

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Transformative Learning
The expansion of consciousness
through the transformation of
worldview and capacities of
the self.
Changing how we see and
do things.
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Transformative Learning
3 dimensions:
1. Psychological (change in understanding)
2. Behavioral (change in actions)
3. Convictional (revision of belief system)
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Transformative Learning
3 dimensions:
1. Psychological
2. Behavioral
3. Convictional
Creating a Transformative Culture of Learning
Knowledge
Information
Models/theories
The “why”
Experience

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Transformative Learning
3 dimensions:
1. Psychological
2. Behavioral
3. Convictional
Creating a Transformative Culture of Learning
Observation
Application
Experimentation
Practice
Habits

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Transformative Learning
3 dimensions:
1. Psychological
2. Behavioral
3. Convictional
Creating a Transformative Culture of Learning
“Aha!” moments
Epiphanies
Flashes of insight

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The capacity to become
or develop into something in
the future.
Unrealized ability.
Potential
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Transformation @ Work
“Think of employment as an alliance:
a mutually beneficial relationship.”
Managers should ask, “How will the
organization be transformed by this
employee?” And also, “How will this
employee’s career be transformed by
working here?”
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Transformative Learning Culture
People are encouraged to grow and develop
Learning is valued and promoted
Every level has vibrant learning opportunities
Good teachers are identified and cultivated
Change and innovation are embraced
Learning is designed to be transformative
Creating a Transformative Culture of Learning

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Agenda
Learning Culture
Transformative Learning
Benefits/ROI
Create a Culture
of Transformation
Creating a Transformative Culture of Learning

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Benefits of Transformative Learning
Active participation
Authentic motivation
Ongoing improvement
Employee engagement
Retention of top talent
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Motivation
Creating a Transformative Culture of Learning
Autonomy
opportunities to be self directed
Mastery
opportunities to learn and grow
Purpose
contribute to something meaningful

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Continuous Improvement
Creating a Transformative Culture of Learning
Growth mindset
Dr. Carol Dweck

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Score
on 1-5
3.00
5.00
7.00
9.00
11.00PercentageCorrect
Compare to Others Compare to Self
Score
on 6-10
Score
on 1-5
Score
on 6-10
Creating a Transformative Culture of Learning

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Growth Mindset
leads to a desire to learn, so tends to:
Believe that skills can always improve with
hard work
See effort as a path to mastery and
therefore essential
Embrace challenges and see them as
opportunity to grow
See feedback as useful for learning and
improving
Views setbacks as a wake-up call to work
harder next time
Find lessons and inspiration in the success
of others
As a result, they reach ever-higher
levels of potential and performance.
Fixed Mindset
leads to a desire to look good, so tends to:
Believe that most skills are based on traits that
are fixed and cannot change
See effort as unnecessary; something to do
when you’re not good enough
Avoid challenges because could reveal lack
of skill; tends to give up easily
See feedback as personally threatening to
sense of self and gets defensive
View setbacks as discouraging; tends to blame
others
Feel threatened by the success of others;
may undermine others in effort to look good
As a result, they may plateau early and
achieve less than their full potential.

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Engagement
How much people are
emotionally connected and
committed to their organizations,
and their willingness to go above
and beyond the expectations of
their jobs.
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In the US Around the World
Creating a Transformative Culture of Learning
% of US Workers
Engaged 30%
Not engaged 52%
Actively disengaged
18%

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The Power of Engagement
Creating a Transformative Culture of Learning
A disengaged employee costs an organization
approximately $3,400 for every $10,000 of salary (Gallup).
Engaged employees are 127% more likely to be
A performers than C performers (McLean & Company).
Highly engaged organizations have the potential to
decrease employee turnover by 87% (Human Capital Institute).

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Retaining Top Talent
Creating a Transformative Culture of Learning
Cost to replace an employee is
50% to 250% of annual salary+benefits!
SHRM’s “Cost of Turnover” Worksheet
• Lost productivity (position + others)
• Offboarding
• Recruiting > hiring > training
• Time to previous employee’s performance

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Agenda
Learning Culture
Transformative Learning
Benefits/ROI
Create a Culture
of Transformation
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Create the Culture
Cultivate potential
Value learning
Reward growth
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Cultivate Potential
Creating a Transformative Culture of Learning
Potential + Support
= Performance

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Support
Creating a Transformative Culture of Learning
Opportunities to learn + grow
On demand resources
Coaching for improvement

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Opportunities to Learn + Grow
Creating a Transformative Culture of Learning
Offer vibrant and accessible learning events for every
level of employee
Encourage risk taking and failure

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On Demand Solutions
Creating a Transformative Culture of Learning
Learning is retained most (“sticky”)
when we can find
our own answers
Allow people time to reflect
(insight>convictional change)
Blended learning works
“with” the brain’s wiring

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CONTENT
Before: Watch
lynda.com course
During: Application activities
+ peer discussions specific to
our culture and context
After: Practice
+ deeper dive
with readings,
links, etc.
Flip Your Classroom
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Coaching to Peak Performance
Clear expectations
Skills coaching +
clarity coaching
Appreciative Inquiry
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Coaching Map
Clarity Coaching
GROW Questions
Skill Coaching
WHWW Directions
Problem solving
Performance
Development
Career
Team Sourcing
Influence Interviews
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Appreciative Inquiry
What happens in your body…
Activate the success regions
of the brain
Ask about:
peak performances, best
experiences, sources of pride
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Value Learning
Make it abundant
and accessible
Role model it at every level
Make it safe to take
risks and fail
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Reward Growth
Moving the needle matters
Recognize learning hunger
and commitment
Reward improvement
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Enigma
9-Box
Model
Potential
star
Future
leader
Dilemma
Solid
performer
Emerging
star
Under
performer Effective
Trusted
professional
Performance: Achievements + Competencies
Potential:Hunger+Commitment
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Enigma
9-Box
Model
Potential
star
Future
leader
Dilemma
Solid
performer
Emerging
star
Under
performer Effective
Trusted
professional
Performance: Achievements + Competencies
Potential:Hunger+Commitment
Creating a Transformative Culture of Learning

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Score
on 1-5
3.00
5.00
7.00
9.00
11.00PercentageCorrect
Compare to Others Compare to Self
Score
on 6-10
Score
on 1-5
Score
on 6-10
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Learn more at lynda.com
10,000+ hours of learning!
Instructional Design Essentials Series:
❯ The Neuroscience of Learning with Britt Andreatta
❯ Flipping the Classroom with Aaron Quigley
❯ Models of Instructional Design with Shea Hanson
❯ Needs Analysis with Jeff Toister
Free webinars: www.lynda.com/webinars
Enterprise solutions: sales@lynda.com
Creating a Transformative Culture of Learning

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Questions + Answers
Creating a Transformative Culture of Learning
BrittAndreatta.comlynda.com