3 Steps towards a continuous learning culture

Many organizations today declare that they are seeking to transform their culture. My guess is that this happens because of the generational shift and the overall changes in the world around us. It’s companies that constantly transform that make it to the top.

We don’t connect, function and communicate like we did only a decade ago. Far from me to debate whether this is a positive development or a negative one, it is here and the only constructive way to go about it is to adapt. Changing an organizational culture is anything but easy and those who embark on such a quest seem well aware of it.

One of the most sought after goals is implementing continuous learning as a core value within the company. It’s an ambitious objective, especially with turnover rates constantly increasing. Investing in training and development, allowing for informal learning and supporting top talent to gain more competencies seem pointless endeavors. However, failing to implement a continuous learning culture is what will lead to poor performance and even higher turnover rates.

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