THE ONE THING TO GET RIGHT IN LEARNING & DEVELOPMENT
If you are reading this, you are in a leadership role that is critical to your company's culture. Now if you're specifically the Chief People Officer, you play the most important role in your company in defining, driving, advancing, protecting, and promoting culture. Your team introduces this culture to prospective hires even before they join the company and embeds culture into every part of the staff experience. And this culture is KEY to getting Learning and Development (L&D) right.
Creating a culture of learning
How do you ensure that your company's culture supports Learning and Development? Here's a checklist for a quick self-diagnosis.
Are your company's core values inclusive of what it takes to learn and grow there?
Do your company's goals & priorities provide a clear focus for learning?
Does performance management hold staff (both people managers and individual contributors) accountable to learning and development?
Is there dedicated time on the company calendar for key L&D moments?
Does your company have a set of beliefs and/or practices for how people learn there?
You can apply these questions to your team or department as well. If you answered yes to these questions, you have a foundation from which L&D can grow. If you answered no to any of these questions, all is not lost.
Call to action
Start to build an intentional culture of learning by getting clear on your vision for learning culture.
If you need help with any of this - for your team, department, or company - reach out. You can schedule a 30-minute connect with me here. I'd love to hear from you.