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iManage, Issue #010 -- 3 Steps to developing a learning culture
May 03, 2010

Hi



Can your Business Survive Change? 3 Steps to Developing a Learning Culture in your Workplace

Have you noticed how many businesses get wiped out when new technology comes along?

Is your business strong enough to survive a major change?

Research shows that successful companies spend TWICE as much on learning and development as low performing ones.

Yet in many businesses, money is wasted on expensive, ineffective training courses. And often, it is those employees who "shout loudest" who get to attend, whereas other employees can go for years without any significant learning input.

So it is no wonder that some employees can be fearful and resistant to change, even when it is necessary for company survival.

Those businesses that do succeed tend to have a workforce that is focused, highly skilled and adaptable to change.

How can you achieve the same result? Here are 3 steps to developing a learning culture in your workplace.

Step 1: Complete a Company wide Training Needs Analysis

Hold structured one to one interviews with key players. Compile a report on on learning and development priorities - and other issues that came up. Once this is approved by the senior team, develop a targeted approach to meeting needs. Use a variety of training methods such as temporary placements, project work, distance learning as well as training courses.

Step 2: Provide Educational Assistance

Financially support people who want to learn in their own time. If you invest in your staff, they are likely to be more loyal employees. Your business will gain a reputation as a good employer and you will attract a higher calibre of applicants for future vacancies.

Step 3: Evaluate your Learning and Development Activities

Look at before and after metrics to evaluate your return on investment. Not only do you need to evaluate overall spend, but you also need to take a close look at each learning intervention.

Were the objectives clearly stated and understood from the start? Did the learners change their level of skill, knowledge or attitude? And more importantly, did the required outcomes occur in the workplace?

Training courses are a costly business, not just in terms of course fees but also labour, travel and subsistence costs. Keep a close eye on this activity, and make sure learners are coached before and after attending to get the maximum value.

If all this sounds daunting, don't despair. Phone +353 87 812 6922 or Contact Us for a FREE consultation.

Click on In-Tuition to find out more on our companion website.


Ann Halloran

http://www.practical-management-skills.com

Practical management skills advice for business owners and managers. Get best practice tips on a wide range of topics such as time management, motivation, communication skills, presentation skills, performance appraisal and more.

Content based on 30 years management/consultancy experience gained in a wide range of business sectors. If you would like to find out more, feel free to Contact Me.

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