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Learning Culture: The 7 Organizational Learning Constructs
In previous blogs, we've talked about the importance of having a coach approach as a manager.
Beyond just coaching we need to look at leadership training programs to develop the managers and employees at your startup.
You need to develop your people to improve your overall company.
Teaching can help your employees and managers do self-education and self-learning.
When organizations design these learning development programs, they should be strategically oriented to align with the goals: the learning goals of employees, their career goals, the learning goals of that team, and the overall organization’s goals.
Learning development programs such as Unicorn Labs leadership development program is an investment in your learning and development, for example.
The thing is, training alone is not sufficient.
You put people through a course, through a training program; but it is not enough to actually enhance employee skills.
There’s a big gap between learning and doing.
If your training isn't nicely tight, and if there’s a big time space from when they train to when they actually start doing, putting in practice and getting feedback, then it's not going to stick.
It's just going to be a bunch of information that they got and forget in a couple of weeks.
So, we have to create a learning culture in order to actually help our employees and managers learn.
So what are the elements of this organizational learning culture?
Let's look at seven organizational learning culture constructs: 👇
Table of Contents:
Now that you have mastered how to manage conflict - what is your plan of action for making an impact with your team?
Now that you have mastered how to create an environment of empowerment via the 3-P's - what is your plan of action for making an impact with your team?
Developing Your Communication, Empathy and Emotional Intelligence skills is start. What is your plan of action for implementing your learnings within your your team?
Now that you understand the differences in these titles - what is your plan of action for what you learned?
Assessing your team's behaviors is a start - but do you have a plan of action for the results?
Now that you have mastered the art of decision making - what is your plan of action for making an impact with your team?
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A DISC Behavior Assessment is the best way to understand your team's personalities.
Each DISC Assessment includes a Self Assessment and DISC Style evaluation worksheet
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