This document discusses creating a learning culture at SW by rethinking how learning and training is approached. It proposes making learning simple, fun, interesting, systematic, visible and traceable. It advocates establishing a learning organization by facilitating employee growth. Some ideas presented include gamifying the learning process, making learning social through workshops, and empowering employees through feedback. The goal is to establish a culture where continuous learning is accepted and supported.

1. Learning culture @ SW
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 continues 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

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 VS Good
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
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 and
check how long my colleagues work @SW and how many certificates do they have
- Improve scandiweb.com/swteam, I propose to move that information to WIKI, so
we have one source of data -

6. Vision (user stories)
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. How things could look in future (user stories)
As Executive member I want to see ongoing trainings for all employees and check
status on progress in a simple way.
- Requires to implement additional boards in Jira/Wiki in order to follow on
progress. -
As a shy/lazy/busy 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 or create such role in company -

8. Thinking about future - Make learning
fun&InterestingIn 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.,)

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 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

12. Thank You!