{"id":8128,"date":"2022-02-08T10:18:26","date_gmt":"2022-02-08T08:18:26","guid":{"rendered":"https:\/\/www.efrontlearning.com\/blog\/?p=8128"},"modified":"2022-02-08T10:18:26","modified_gmt":"2022-02-08T08:18:26","slug":"build-learning-culture","status":"publish","type":"post","link":"https:\/\/www.efrontlearning.com\/blog\/2022\/02\/build-learning-culture.html","title":{"rendered":"Why every organization needs a learning culture"},"content":{"rendered":"
For most organizations, there\u2019s no question that having a learning culture is important. So important that it’s actually advertised. Many job ads you read mention \u201clearning opportunities<\/em>\u201d under benefits. Some might get more specific and include something like \u201cstipend for training courses of your choice,<\/em>\u201d \u201cticket to annual conferences,<\/em>\u201d or \u201caccess to online libraries.<\/em>\u201d<\/p>\n

Citing these perks shows a commitment to training. But are these benefits enough to attract and retain great employees? And more to the point, are they enough for companies that want to grow well-equipped teams?<\/p>\n

Offering training is an important factor in attracting potential employees<\/strong>. But to help them flourish and benefit as an organization, you need to create a culture of learning in the workplace. And that requires a unique approach to your training strategy.<\/p>\n

Learning vs. Training<\/h2>\n

First, it\u2019s important to understand the difference between learning and training<\/strong>. If you use these words interchangeably, you\u2019re not alone. But there is a distinction between the two concepts.<\/p>\n

In short, learning is the end goal, and training is the way for getting there.<\/p>\n

Here are some factors that help better understand the two terms and how they affect the culture you\u2019re trying to build.<\/p>\n

\n\n\n\n\n\n\n\n
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Learning<\/strong><\/p>\n<\/td>\n

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Training<\/strong><\/p>\n<\/td>\n<\/tr>\n

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Learning is strategic\u2014it’s the solution that will help you reach company goals. It’s the reason organizations invest in training and development.<\/p>\n<\/td>\n

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Training is tactical\u2014it refers to what you teach and how it\u2019s taught.<\/p>\n<\/td>\n<\/tr>\n

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Learning is the practice of absorbing knowledge to build useful skills.<\/p>\n<\/td>\n

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Training is about communicating that knowledge.<\/p>\n<\/td>\n<\/tr>\n

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Learning refers to continuous improvement. It shapes employees\u2019 attitudes toward their jobs and the future of the company.<\/p>\n<\/td>\n

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Training refers to one-off events. You can offer specific training to employees on a given topic.<\/p>\n<\/td>\n<\/tr>\n

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Learning is integrated into day-to-day tasks. It\u2019s where knowledge and skills from formal training or informal mentorship and experience are applied on the job.<\/p>\n<\/td>\n

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Training is independent of work. People take time away from the job to attend training or log in to an LMS for taking courses.<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n

So what is learning culture? Put simply, it\u2019s a workplace culture that supports ongoing learning<\/strong>. It gives employees the chance to apply new knowledge on the job and progress in their skills and understanding.<\/p>\n

Why turn the focus on learning?<\/h2>\n

As you plan and roll out your learning and development strategy, there are\u00a0lots of good reasons to focus on creating a learning culture.<\/p>\n