3 mins
Creating a dynamic learning culture
Dominic Fitch, head of creative change at Impact, explores four obstacles to overcome when making the organisational change
Embracing a learning culture in the workplace is a great way to help your business and people thrive. When companies get this right, it is estimated they are 92% more likely to be innovative and 37% more productive.
As a manager or business owner, what are the barriers you might face when trying to create a thriving learning culture?
Identify some of the frequent obstacles to employees’ personal and professional growth while highlighting ways to overcome these hurdles.
LACK OF SUPPORT FROM LEADERS AND MANAGERS
For team members to appreciate the importance of continuous learning and professional development, managers and seniors must support them throughout the journey.
The reality is that, if there’s a lack of guidance from leaders, employees might fail to understand the benefits of merging learning opportunities with their day-today tasks.
Continuous learning is a fundamental aspect of work life, as it allows people to enhance their skills and improve both on a personal and professional level. But without adequate mentorship, team members may be missing out on this opportunity, which in turn can hinder the efficiency and productivity of your business.
So, leaders should always act as role models, promoting the advantages of continuous learning and taking time to allocate resources for training programmes.
What’s more, you may want to consider being involved in learning and training sessions, too. By showing active and genuine interest in the development of your team, you can empower your employees to invest in their growth and foster a successful learning culture.1
LIMITED TIME
53% of workers in the UK feel overworked due to packed schedules and hefty workloads.2
With so many tasks to carry out during their shift, many employees often have little time to focus on learning activities and professional development.
Of course, it may not always be possible to postpone urgent tasks, especially in a clinical setting. Still, it’s the manager’s responsibility to find ways to ensure their team has opportunities for much-needed continued training. One solution could be to reserve specific slots each week for training purposes only.
For example, on a Wednesday morning, employees would be booked for learning activities. This way, they can confidently concentrate on enhancing their competencies without having to worry about neglecting other impending tasks.
POOR OR INSUFFICIENT RESOURCES
Another significant barrier to creating an effective learning culture is not having access to valuable resources. Without the relevant tools, books, documents, seminars, or webinars, what are your practitioners going to learn?
The truth is that unless your team is equipped with adequate training materials, they will find it challenging to keep up with innovations and industry trends. As well as limiting their potential and skills, this can hurt the clinic’s overall performance.
To nip the problem in the bud, invest in tailored learning resources, including training platforms, digital libraries, and online courses.
It’s not a quick fix, and you may have to set some money aside to build your portfolio of resources, but it can prove very valuable in the long run. It will provide you with an increasingly skilled team that can drive your business forward.
RESISTANCE TO NEW PROCESSES AND CHANGE
Not everybody embraces change. 62% of UK employees admit they don’t like leaving their comfort zone.3
Once people are familiar with existing techniques and are happy with their current knowledge, they can be reluctant to adopt different tools or methods. This could be because they worry about failing or being unable to keep up. Whatever the reason, if your team is resistant to change, it can threaten the smooth introduction of new training activities.
So, what can you do to prevent this? The best medicine is clear communication. As a leader, it’s important that you guide your people through new initiatives, underlining how these changes will benefit them in the short and long term.
Also, encourage your team to share any concerns and address them individually. This will allow you to highlight the advantages of your new learning culture and, in turn, help reduce people’s worries and scepticism.