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Reculturing: becoming a learning organisation

    In today’s fast-paced, constantly-changing business environment, it’s more important than ever for organisations to be adaptable and continuously learning. But how can companies become true “learning organisations”, where learning is actually embedded into the culture and processes? One key approach is known as “re-culturing”.

    Re-culturing (or “Reculturing“) involves intentionally designing and implementing organisational culture and processes that support and facilitate learning. This can involve a range of activities, such as creating a supportive learning environment, promoting a growth mindset, and implementing processes and systems that support continuous learning and development.

    Why is re-culturing important?

    First and foremost, learning is essential for organisational success and adaptability. In today’s changing business environment, companies need to be able to quickly adapt and respond to new challenges and opportunities. This requires a culture that support continuous learning and development so that a company has strong foundational skills and an appetite for change that improve its overall agility.

    Re-culturing can also help businesses attract and retain top talent. We are currently in a very competitive job market and employees are looking for organisations that value learning and development and provide opportunities for growth. By creating a culture that supports learning, companies can attract and retain top talent and stay competitive.

    Additionally, re-culturing can help a business improve their performance and productivity. Learning and development not only benefits individual employees, but also the company as a whole. By providing employees with the knowledge and skills they need to succeed, organisations can improve their performance and productivity and more easily achieve their goals.

    How to re-culture your organization

    Here are three steps of steps to get started:

    1. Identify your organization’s learning needs: The first step in re-culturing is to assess your organisation’s current learning needs. This can involve conducting a skills gap analysis, surveying employees to identify areas for improvement, and analysing business objectives and challenges to determine the knowledge and skills needed to meet them. You should also include any “future needs” – are there technologies or processes being discussed in your industry where you currently do not have the knowledge in house?
    2. Develop a learning culture: Once you have identified your organization’s learning needs, the next step is to create a culture that supports and encourages learning. Sure, online training is an easy fit here but you should also be considering alternatives that bring the whole team up to speed at once. For example, creating your own company “university” where you regularly bring in expert guest speakers to give “lectures” on topics that you do not have sufficient in-house knowledge.
    3. Reward learning. It’s important to recognise and reward learning and development efforts. If you encourage employees to take ownership of their learning and development, you should also be sure to create a feedback and coaching culture, where employees can receive regular feedback on their efforts and progress. This effort into improving their own capabilities that support the overall business should be taken into consideration when evaluating promotion and renumeration but should also be recognised publicly to the rest of their team.