We are about to refresh our L&D policy and are keen to do some research as to best practice, what to include, learnings from others.
We’re a government regulator on a quest to support our staff to become activist learner and turn the organisation into a learning organisation! The organisation used to be part of a bigger legacy one and has since devolved so we have a lot of baggage to unpick but scope to shape this into something suitable to us.
Keen to hear any ideas or suggestions from personal experience or resources to tap into!
Hi @JHamilton! In my journey from CLO to consultant, I have discovered the idea of the “learning” organization is one where culture is often the culprit to progress. I found that focusing on creating an environment where curiosity is supported and encouraged highlighted the cultural barriers to resistance to change (and learning new “stuff”). Look at the rewards structure in place, are leaders/managers rewarded to asking questions? Are teammates? Are cross-functional teams a norm to address business problems? Bottom line is when you bring different people together to solve a share problem(s) aligned to a common purpose, treat them with respect, dignity, and a level of autonomy, reward them for bring forward solutions that are implemented you will find people who have learned a lot along the path of asking questions, of being curious. This is topic near to my heart and I’d be glad to continue the discussion if you are interested. - bill