Make a wish: « I want a learning culture.»

The claim for creating a « Learning Culture » is a recurring wish of most companies. A myriad of initiatives is launched, including all kinds of new technologies and curated content, to name a few.

Despite all those efforts, it is not uncommon to read about employees’ low scores and average reviews on « Learning opportunities. »

There are different forces at work, ranging from leadership’s understanding of learning mechanisms, employees’ expectations to « be saved » by the learning culture, or the fact that learning isn’t a formal part of job expectations (and descriptions).

Yet it starts with you.

So, where should we start? To me, it’s simple but not easy: with yourself. We can’t wait for others to learn for us or to find excuses that there are insufficient learning opportunities. Cultures change, one person at a time, one team at a time, until the movement is big enough.

Reframing learning - opportunities

Could the (perceived) lack of opportunities be shifted if we change our perspective? To do this, let’s pause for a moment on defining learning.

“Learning is a process that leads to change, which occurs as a result of experience and increases the potential for improved performance and future learning” (Ambrose et al, 2010, p.3).

This definition is interesting for several reasons.

• Process: learning is not a one-off - obviously but implies a sequence.

• Change: changes can be small, incremental rather than big. 

• Result of an experience: it expands the realm of possibilities and makes it personal.

• Potential: no promise for results but also no limitation. Growth rather than Fixed mindset. Note that we can also learn the wrong way (e.g., inadequate or inappropriate behaviors)

So what?

With the above in mind, learning can become something different. And any activity we perform holds the potential for learning. Just doing our job better implies a learning process. When we do something in year one at work, going through the same activity in year two offers the potential for significant improvement. But for that to be recognized, we need to shift our understanding of learning.

So now, what? 6 points to consider.

I don’t pretend this is a miracle recipe. However, the following elements might help individuals and teams find learning in unsuspected places and moments. At least, I found this helpful in my practice.

• Find learning in the ordinary:  learning doesn’t have to be extraordinary. Look into your daily activities and ask yourself what can be improved.

• Start smaller: BJ Fogg’s model for behavior change (Tiny Habits) is helpful in that context. Finding the right balance of motivation, ability, and promptness is critical to kick-off changes. 

• Make it a regular and intentional practice: this one is linked to the previous point, but it’s basically about ensuring discipline and making learning a standard practice. Consciously carving out pockets of time and doing so regularly is critical for learning “to stick.” 

• Attached to your work: use After Action Reviews, journaling, feedback/feedforward, check-ins/out, or any methods you deem useful within your work rather than off work.

• Less is more: I have had numerous conversations with colleagues about this. When it comes to learning, less is more. We have a busy schedule, so it’s about making a choice. It is why development plans often fail to produce expected results: too many things to do and not necessarily linked to what you want to improve.

• Leverage on the collective: never has it been so easy to find communities to support us. Using the power of the collective, leveraging on their experiences and expertise, is critical. It can be through a team, online communities, peer networks, etc.

Player 1 - try again.

Learning is a change process, and as per the above definition, there is no guarantee of success, only a potential for improved performance and future learning. And that’s ok.

Because despite all of our efforts, failing is part of the deal. When I don’t get the expected result, I keep in mind Carol Dweck’s growth mindset keyword: not yet. I have not yet succeeded - and my time will come. Player 1 - try again.