It is kind of a buzz phrase that has been finding its way through the working force on many levels, but what does it really mean to have a learning culture? Many see it as a way or a need to learn through the boss always being right and pointing out the “less superior” on their mistakes. That is not learning – that is a bad management style.

Learning should always be a two-way conversation between teacher and student. That relationship is not necessarily formal or specific to a hierarchy. But if the two are not engaging in conversation around a topic that needs to be learned… then learning is not happening.

Lecturing (or as the millennium calls it… “Preaching at me”) is not learning. When we lecture, only the teacher has the opportunity to pass over knowledge they think is necessary. Without questions, broad thinking and the openness to engage, knowledge remains in a box confined by unspoken rules.

In order to ensure that adequate learning has taken place, there should be evidence of a few things listed below. Not all points may be ticked off with each learning opportunity, but ultimately the constant culture of learning would gradually shift the business in these directions.

  1. A growth in functional knowledge (stuff I can actually use)
  2. Improved business efficiency from process to output
  3. Business operations are streamlined
  4. Gaps in the business are identified and action plans put in place to correct
  5. A shift from what “was” to “where we want to be”
  6. An opportunity for vertical or horizontal growth in the business

Are you learning?

Nerice Swanepoel

BA Hons (Sport Science)

Education Training and Development Practitioner

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