Recently, we published a complete guide to learning culture and, while our guide is super in-depth, there鈥檚 still a lot to learn about鈥earning.
We鈥檙e all about sharing knowledge, which is why we thought it might be quite useful to compile a list of some of our favourite resources on the topic of learning culture.
So, without further ado here鈥檚 our list of helpful resources on the topic of learning culture.
鈥淭he corporate world is a beast like no other. It鈥檚 where a huge chunk of our work as learning designers comes from, right? We鈥檙e the solution to their L&D needs. But for so many corporates, external learning design professionals have just become:
An echo chamber for the old-school execs who believe in 鈥渢he way things have always been done鈥 in corporate L&D.
A cookie-cutter, copy-and-paste production line: PDFs behind glass, dry seminars, and little to no practical follow-through.
One of the major frustrations I鈥檝e encountered in my previous learning design jobs was the lack of flexibility and creativity in the design process.
Put a hand up if you can relate to this scenario:
Pre-defined template upon pre-defined template; formulaic structures; rigid and linear learning paths, dry, corporate content鈥
鈥楽tandardization鈥 has been touted as an efficiency measure in learning design, but as learning designers, we know the cost of that efficiency 鈥 flexibility and creativity!鈥
Heaps of good stuff here from Andrew Barry who discusses his journey as a learning designer and how the world of learning design has grown, changed, and evolved.
Also love his honesty about traditional learning and how it just doesn鈥檛 fit the bill.
The Link:
鈥. Learning is a bottom-up process. You can鈥檛 force someone to learn something. You can only for it to take place.鈥
We love that this article talks about 鈥榣iving companies鈥 that have thrived and survived by embedding a learning culture.
The Link:
鈥淭raditional 鈥榯raining by events鈥 is dead.
Companies are embracing the power of cohort-based learning.
Why?
Because employees don鈥檛 learn by PowerPoint.
They don鈥檛 learn by figuring things out alone.
They don鈥檛 learn by clicking through slides.
They don鈥檛 learn by watching videos.
So, they are saying no to the traditional way companies 鈥榯rain.鈥
Instead, people are turning to learning from each other. Reflecting on their experiences. Sharing observations with peers. Engaging in meaningful dialogue. Gathering in cohorts and learning from each other. Accelerating their careers armed with nothing but a Zoom room and a Slack channel.
They won鈥檛 be going back to 鈥榯raining events.鈥 Because they don鈥檛 want training. They want to learn.鈥
Heaps of good stuff in here about the evolution of learning!
This article talks about the switch from traditional training to cohort-based learning. It also takes an objective look at some of the reasons why training fails (and what to do about it) as well as the 鈥榳hy鈥 and 鈥榟ow鈥 of implementing cohort-based learning models.
It also helps that the author has a writing style which makes this complex topic an easy read!
The Link: .
鈥淭he pandemic has unquestionably transformed the learning and development landscape, giving organisations a taste, albeit out of necessity, of a world in which people learn online rather than face-to-face in the same room as their tutor.
Virtual classrooms and online learning were not invented this past year. They鈥檙e nothing new in the world of training and development, but the extraordinary circumstances of 2020 and 2021 have brought about a re-think.
The well-versed trade-offs between virtual, online and face-to-face are now being discussed with fresh insight in human resources departments and 小优传媒 meetings across the Middle East and beyond鈥︹
The article is very future-focused 鈥 but talks about the benefit of traditional methods within a learning culture.
It also talks about how workplace learning has evolved since the pandemic and why we鈥檙e seeing more of a virtual learning culture rather than face-to-face.
The Link:
鈥淚n the successful learning cultures that we have observed, rigidity and rules-based thinking are replaced by a shared acceptance that change is both inevitable and necessary. Change happens because people make daily choices to do things differently, but leaders have to foster an environment in which people want to learn, can see the payoff, and are empowered to experiment and fail fast.鈥
This one is also future-based learning culture stuff, but it touches on how corporates are shifting from focusing on pure results (and taking shortcuts to achieve the results quickly) to embedding a learning culture which allows time to step back, reflect and understand the changes within their work or industry environment.
The article talks about how organisations (particularly large corporates) are moving away from being purely results-focused, to prioritising a learning culture which promotes innovation and agility so they can respond to increasingly less predictable and more complex environments.
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