4 Steps to Create a Learning Development Culture

Perhaps you are new to leadership, and you are excited and passionate about making the most of your new role. Or perhaps you have been in a leadership role for years and are looking for new ways to engage your staff, retain your staff, or resolve stubborn staff issues. Regardless of the reason, seeking out and intentionally building a Learning Development Culture with your team, is one of the best ways to improve morale, increase retention rates, and motivate your team to success.

So, what is a Learning Development Culture?

It is a culture that places a high priority on training and development. One in which sharing and seeking out knowledge that can improve performance is embraced. And it requires leadership and team members who intentionally cultivate and encourage new ideas and collaboration. According to an IBM study, 84% of employees in the best performing organizations say they are receiving the training and development they need. It’s easy to see that improving the performance and success of your team must include a plan for development.

So, how do you create a Learning Development Culture in your workplace? Read on for four steps to help you get there.

Evaluate your current needs. Where does your staff excel? Where do they struggle? Why have previous employees left the organization? Do you need to reinforce staff safety? Improve communication? Or provide technical training on programs required by your agency? Once you know where your staff members are struggling, you can make a plan that addresses the most critical learning deficits first.

Make training resources readily available. This will look different for each agency and team based on the developmental needs of the staff. That’s why the previous point is a necessary place to start. Once you know the needs of your team, the areas they want or need to grow, and the places your agency is struggling to excel, you can utilize any, or all of, the following ideas to begin creating a toolbox of resources staff members can benefit from.

·       Empower veteran staff members to train co-workers on an area of expertise

·       Keep a library of helpful and pertinent resources that will engage and strengthen skills necessary for your team’s success

·       Ask staff members to seek training resources and opportunities that will be of assistance to their role

·       Keep a list of courses and resources you would like to utilize for your staff

A Learning Development Culture will embrace various forms of growth and training and encourage the collaboration and sharing of information as well.

Set aside time to learn. There is nothing more frustrating than working for an organization that says they embrace development but never provide staff the time to train during their normal workday. This can be a difficult and tricky problem particularly if you are already short-staffed, but it is critical to creating a Learning Development Culture. Staff members must see that training courses, growth, and obtaining new information is a top priority with leadership. It may seem unwise to send staff members to training courses when there is so much work to be done at the workplace, however, investing in those staff members and giving them a reason to stay will save countless hours, and potentially thousands of dollars in recruiting, interviewing, and training costs for new members down the road.

Measure results and adapt processes. To effectively evaluate the benefits of a Learning Development Culture, measuring the results is essential. You will see processes change and improve as the team strengthens their skills and brings back newer or more efficient methods. When you look at the areas where training was focused, you may even see things like less injuries, lower costs, more production etc. Some measurements are harder to monetize than others, but countless studies have shown the significant savings that are directly connected to training and developing staff.

A Learning Development Culture won’t happen overnight, especially if that hasn’t been the culture in the workplace up to this point. However, the improvement in morale, increased staff retention, and benefits of collaboration can’t be ignored. Be intentional about:

Evaluating your team’s current training and development needs

Providing accessible training courses and resources

Providing time and communication around training and development and

Measuring results.

Each step you take to move towards a Learning Development Culture will be worth it in the end.