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Geoffroy de Lestrange

Associate Director Product Marketing


Creating a learning culture to

future-proof your business

Most organisations claim to have established

a 'learning culture' yet only 13% of workers

worldwide are engaged at work. When we

talk about learning in the modern workplace,

we often think of standardised training

programmes and lengthy PowerPoint

presentations, but the issue with traditional

learning is that it often lacks innovation and

excitement. Modern learning practices should

include engaging ways to consume content

and be accessible to suit the ever-evolving

world of work.

The modern learner is autonomous,

connected and efficient. So, to stay relevant,

organisations must innovate and step away

from the traditional methods of learning. A

recent Deloitte survey found that 42 percent of

millennials are likely to leave their job if they

aren't learning, which begs the question, why

aren't organisations doing more to create a

learning culture?

If your organisation needs to spruce up and

inspire its employees to perform better, then I

have some tips to steer you in the right


Create time - or make it


L&D professionals know that their biggest

challenge, even before budget or technology,

is time. People will always say they don't have

time to learn. Managers, especially during

peak time will be reluctant, to let their team

'waste' time in learning. There are different

levels of answers to this.

The first one is to focus on training with

immediate business impact, to reconcile the

business with learning: product training, sales

enablement for example will help make this

time more acceptable. The next step is to

make learning a recognised moment in

company life. This has to come from the Csuite and any practical obstacle needs to be

sorted out with the latest technologies (see


In essence, learning becomes a normal part

of the working day/week. The ultimate level is

when the action of learning disappears to

merge with work, or as Josh Bersin puts it:

learning in the flow of work. This means that

you work when you learn, and you learn

when you work. The same way you'd use

Google to search, you make every

opportunity to learn a component of your

work, and you share it with your peers. This is

what will transform your company in a

learning organisation.



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