• July 11, 2019

The benefits of creating a learning culture and developing your team

The benefits of creating a learning culture and developing your team

1024 668 Jenine Rees

Are you getting the personal development opportunities that you expect at work?  If you have plans and ambitions, are these recognised? Is your manager even aware that you have career aspirations?  Does your boss welcome your ideas and encourage your input? If your answer is no to any of these questions, then the chances are (and quite rightly so) it won’t be long before you start looking for a new opportunity.

As a manager, creating an environment of learning and development is going to be central to your future success and any organisation that doesn’t have a positive culture where learning and personal growth is encouraged will  simply not be as effective as one that does.

Just recently a colleague was relaying a situation where a candidate had decided to look for new job purely because they didn’t feel they were getting any recognition for the work they were doing and the culture within the organisation didn’t welcome innovation, learning or development.  Their boss, on more than one occasion had ignored their ideas and (even when asked) hadn’t given any feedback as to why.  Unsurprisingly, in the end the candidate felt undervalued and unhappy and started looking for a new job.

The benefits of focussing on your own personal development and that of your team are endless; here are just a few that stand out:

Benefits of training and personal development

  • Increased job satisfaction for both yourself and the individuals in your team
  • Improved morale in the whole team
  • Drive productivity which will result in financial gain
  • Greater capacity of the team to adopt new technologies
  • More innovation
  • Reduced employee turnover

How to create a growth culture

  • Begin by formalising a training and development programme for all your staff. If you don’t include everyone in the plan you run the risk of it not being taken seriously and consequently not being implemented.
  • Always give recognition to anyone that has successfully learned new skills or achieved successes to inspire and encourage others to follow suit.
  • Set up a feedback system to gauge and regularly evaluate the benefit and value of training/development.
  • Develop a process for knowledge and information sharing – everyone will benefit!
  • Create a clear path for career progression and promote from within. A culture of training will get employees ready to take on more responsibility and bigger roles.

Any learning and development programme will be ineffective if the work environment doesn’t support learning.  Organisations and the employees need to be committed to change and addressing the problems – have a “growth mindset.”

The domino effect of training and development starts at the top; leaders feel competent, they influence employee performance, workers have greater job satisfaction, they are happy and skilled, they have greater commitment and the staff retention is better.  All this has a positive financial impact on the organisation.

Articles of interest:

Settling into your new job

10 Ways to calm your nerves before a big event

Securing a promotion

Managing change

Coping with the stress of changing jobs

Tips for a winning job interview

Moving on

How to resign without damaging your reputation