Last month, leaders from Accenture, Dropbox and Walmart met at Fortune’s Most Powerful Women Next Gen Summit—a forum that connects, inspires and equips the next generation of female leaders—to explore learning cultures within the workplace.
Fostering a learning culture can benefit everyone within your organization—from employees to ... [+]
The panelists emphasized the importance of a culture of learning in which leaders actively encourage their teams to take risks, be curious and ask questions. Leaders can do this by introducing new tools and technologies to allow employees to work smarter, not harder; providing access to helpful resources and training materials; and fostering a supportive environment that encourages open dialogue. The panelists also agreed that organizations benefit greatly from a culture of experimentation, flexibility, collaboration and innovation. Because by doing so, companies can unlock the potential of their people and create an environment where employees can reach their highest potential.
Courtney Rose, vice president of services sector at Google, believes that leaders should create environments for learning and growth; instead of handing over a playbook, if there even is one. In an interview, she said, “give your teams a goal and let them set the agenda to get there. That way, they can own the objective and learn as they set the path towards achieving it.” Rose advocated that the key to success is empowering teams to come up with creative solutions and not disregard the voices of those on their team. “It’s the same mindset I apply to customers—the better we understand their objectives, the better we can help them connect the dots,” she added.
Her view is shared by Josh Hester, CEO of The Story Teller Studios, who suggested in an interview that leaders should create a narrative for the entire team and give them a goal to achieve. “When everyone is on the same page, it’s easier for them to understand why they are doing what they are doing and how their efforts contribute to the bigger picture,” he added. Here are five techniques that may help.
1. Encourage and support continued learning
Try to provide resources and opportunities that enable your team to stay up-to-date on the latest industry trends. After all, the better informed they are, the more agile their decision-making. Make sure that your team members have the opportunity to continue learning new things, which could include providing access to online courses, attending conferences or workshops, or simply encouraging them to read relevant industry news and articles. You could even give bonuses to team members who complete specific courses.
2. Create an open and supportive environment
Encourage conversations and idea-sharing among your team members so that everyone can learn from each other and collaborate in a meaningful way. Make sure that all ideas are welcome, no matter how absurd they may seem at first glance—some of the most innovative concepts have come from seemingly random thoughts, according to research. Also, provide an open and comfortable space for team members to express their opinions and ask questions without feeling judged. For example, you could create a virtual forum or discussion board where everyone can come together to express their thoughts and ideas.
3. Encourage social learning
Social learning is a type of learning that takes place between people. It’s an effective way for employees to share knowledge and learn from each other. After all, no one knows everything, and the collective expertise of a team can be much more potent than any singularity. Encourage your team to ask questions, build relationships, and help each other whenever possible. This approach will benefit employees’ professional development and foster better working relationships among team members. For example, you might create a team chat room or initiate “lunch and learn” sessions where employees can discuss topics of mutual interest—helping ensure everyone is on the same page and has access to the resources they need to succeed.
4. Provide feedback
Give employees regular feedback on their performance. This feedback should be both positive and constructive, and it should be specific and actionable. Additionally, make sure to allow employees to provide feedback on their development and growth. For example, you might ask them what skills they’d like to develop or how they think their job can be improved. By doing this, you create an environment where employees feel valued and appreciated while also being able to grow professionally.
5. Set realistic goals
Set clear expectations for employee performance by setting SMART goals that are specific, measurable, achievable, relevant, and time-bound. This lets employees know exactly what they’re working towards and how they can best use their time and resources to reach those goals. Additionally, ensure that the goals you set are realistic—if they are overly ambitious or unattainable, it can create frustration for employees who feel like they’re set up for failure. After all, it’s only natural for people to strive for success, so ensure your team has the tools and support they need to reach their goals.
In summary, if you want to create a learning culture in your workplace, you should encourage and support continued learning, view failure as an opportunity to learn, encourage social learning, and provide feedback. Taking these steps will help you foster a more positive and productive environment within your organization. In addition, with the right approach, you’ll be able to foster a learning culture that encourages employees to grow and develop their skills. This will help employees become more successful in their current roles and potentially open up new job opportunities for them as they expand their skill set. Fostering a learning culture can benefit everyone within your organization—from employees to customers—and ultimately lead to tremendous success.
