Vous souhaitez améliorer votre stratégie d’entreprise. Comment pouvez-vous créer une culture d’apprentissage continu ?

Establecer un entorno donde el aprendizaje sea constante y valioso Los objetivos deben ser: Específicos:Medibles y tangibles para facilitar el seguimiento del progreso. Alcanzables:Desafiantes pero realistas para mantener la motivación. Relevantes:Alineados con la estrategia general del negocio y las necesidades del equipo. Con plazos específicos:Fechas límite para fomentar la acción y la responsabilidad. Comunicar los objetivos de manera efectiva a todos los empleados es crucial.Involucrarlos en el proceso de definición de objetivos y brindarles oportunidades de aprendizaje para alcanzarlos. Una cultura de aprendizaje con objetivos claros impulsa la innovación,la adaptación y el crecimiento, lo que lleva al éxito empresarial a largo plazo.

El crear una cultura de aprendizaje continuo es, en mi opinión, un proceso constante y no un fin. Para ello tienes que apalancarte en las siguientes fortalezas: 1. Visión - misión - valores. Establecer una estrategia clara que sea común a todos los miembros y que todos los integrantes del equipo conozcan dónde queréis llegar. 2. Mentalidad de equipo vs individual. Tienes que hacer sentir a todos los integrantes parte de algo superior a ellos y que quieran formar parte ese equipo. Los éxitos serán del equipo al igual que los fracasos. 3. Huir del 'fracaso'. Cambiar la mentalidad de error por la mentalidad de aprendizaje. Como he empezado, esta cultura es algo constante pero estos serían mis pilares para comenzar.

Développer la montée en compétences des collaborateurs permet en outre de se doter de moyens cohérent pour suivre une stratégie définie. Cependant, il semble que le développements des compétences à d'autres avantages tout aussi importants si ce n'est plus : motivation intellectuelle des collaborateurs, développement humain, appréciation des tâches,... tout cela étant moteur de l'accroissement de la culture d'entreprise

é importante deixar muito claro para os envolvidos, todos os motivos importantes para você, o que te move à estar sempre aprendendo algo novo, se atualizando no seu ramo, descobrindo um novo idioma ou algo para seu prazer.

1. Encourage a culture of asking questions, challenging assumptions, and seeking out new information. This intellectual curiosity fuels fresh perspectives and innovative solutions. 2. Provide diverse learning opportunities for your team. 3. Recognize and reward employees who actively engage in learning initiatives. 4. "Fail fast, learn faster" fosters a culture of learning from mistakes and adapting strategies based on new information. 5. Learning from data allows for evidence-based adjustments and a more objective approach to strategy development. 6. Regularly benchmark your company's performance against industry leaders. 8. Attend industry conferences, network with other professionals, and stay abreast of current business trends.

Encourager l'apprentissage dans une société c'est déjà préparer son futur. Les objectif d'apprentissage doivent être cohérent avec la stratégie long terme de la société et expliquer aux salariés afin que ceux ci me voit comme une opportunité et non comme une tache supplémentaire ou une obligation.

Clear, business-aligned learning goals engage employees, highlighting the relevance of their development. Effective communication, consistent reinforcement, and SMART goals ensure understanding and progress tracking. Fostering adaptability and innovation values creativity and views failure as growth. Encouraging experimentation and rewarding initiative empower teams to improve continuously. This culture of learning drives personal and professional growth, fueling long-term organizational success.

From my experience of working in companies focussed on continuous learning, I can say that Learning and development plans are carefully crafted in a way that they are aligned to overall strategy of the organisation (top to bottom) 1. Functional and business teams work together to identify learning needs which are in line with the larger goals set by organization to create specific programs with defined timeline and objectives 2. Educating employees on availability of training resources and demonstrating the correlation between individual development and organizational success creates a sense of purpose 3. Recognizing and appreciating successful completion of learning objectives serves as a powerful motivator

Starting a research project about the broad objectives of a business requires identifying the variables and choosing the indicators which will help to measure the performance of the company. There are many variables to choose from and there are many reasons why the staff may not be able to provide you the information that you need. One reason is that they are not sure of what they are supposed to provide. Therefore learning is a long process for the staff as well as for the owners of the business.

To cultivate a culture of continuous learning in your business strategy, it's all about making it relevant and enticing. Here's a trick I've found effective: 1. Kick off with a tight-knit group focused on specific learning goals. 2. Show tangible results within three months, sparking a 'FOMO' for those not yet involved. 3. Encourage participants to share their experiences, fostering a sense of community. 4. Empower the wider team to choose the next learning topic based on feedback. 5. Open up applications for the next learning session, generating excitement and interest. 6. Offer an on-demand course of the initial session, sweetening the deal with non-financial incentives like recognition or rewards.

Brindar a los empleados diferentes opciones para adquirir nuevos conocimientos y habilidades es fundamental para su desarrollo y el éxito del negocio. Las oportunidades pueden incluir: Capacitaciones formales: Cursos, talleres y seminarios sobre temas relevantes para la empresa. Mentoring y coaching: Programas que conectan a empleados experimentados con aquellos que buscan aprender. Aprendizaje en el trabajo: Proyectos y tareas que desafían a los empleados y les permiten aplicar lo aprendido. Recursos en línea: Plataformas de aprendizaje electrónico, bibliotecas virtuales y comunidades de aprendizaje. Ofrecer diferentes formatos de aprendizaje y horarios flexibles facilita la participación de todos.

Agreed, avoid a strict process focused culture and aim to use processes as a guidance tool. This allows employees the opportunity to think outside of the box whilst being aligned with the company’s underlying processes and rules.

Investissez dans des programmes de formation, des ateliers, des conférences, et des cours en ligne. Rendez l’accès à ces ressources facile et encouragez leur utilisation. Comme Clayton Christensen a illustré à travers le concept d’innovation disruptive, pour rester à l’avant-garde, il faut constamment apprendre et s’adapter.

To provide diverse and accessible opportunities for continuous learning: 1. Customize learning paths for individuals 2. Ensure inclusivity and accessibility of resources 3. Curate diverse content and perspectives 4. Establish mentorship and coaching programs 5. Implement regular feedback mechanisms 6. Foster leadership support and role modeling 7. Recognize and reward learning achievements 8. Promote community engagement and networking 9. Maintain transparent communication about learning opportunities and organizational goals

A culture of continuous learning is created through successfully motivating and providing opportunities for team to advance their skills. When the team isnt challenged, or feels they know everything necessary to complete their priorities, the learning-culture fades. ask the team to share new learnings and recent challenges as a cohort. In a healthy environment, the team is actively building themselves up with constructive feedback and additional perspectives. this pairs well with an firm-created initiative with its focus on education and re-education to assure its team functions at the highest level.

Let's face it, many a times it is difficult for employees to dedicate longer hours to training programs and balance it with thier work. Few of the learning innovations which have help provide diverse and accessible opportunities are 1. Programs in which employees can learn from anywhere and at their pace 2. With dwindling attention spans- flash card based and short video format online programs are picking up 3. Dedicated workshops encourages focussed learning 4. Mentor programs and shadowing are good options for effective on the job learning

I like the comments above about not staying too close to process. I also think by giving employees in the company exposure to different projects and teams regularly allows them to learn passively from one another especially about cross functional roles and skills. Keeping employees siloed is how to prevent a culture of continuous learning.

La diversidad de trabajos y la continua formación es una gran motivación, la confianza es el otro pilar, juntando todos la base es sólida para el éxito.

Los programas de capa italiano permanente nos permiten diferenciarlos dentro de nuestro segmento como profesionales, generando ventajas competitivas en base al conocimiento

Celebrar los logros de los empleados en su desarrollo profesional motiva a todos a seguir aprendiendo y creciendo. Las formas de reconocimiento pueden ser: Felicitaciones públicas: Reconocer el esfuerzo y los logros de los empleados en reuniones, correos electrónicos o boletines. Premios y recompensas: Otorgar incentivos tangibles como bonos, ascensos o días libres por el logro de objetivos de aprendizaje. Oportunidades de desarrollo: Brindar acceso a capacitaciones más avanzadas o proyectos desafiantes para aquellos que se destacan. Comentarios positivos: Ofrecer retroalimentación constructiva y personalizada que valore el aprendizaje individual.

To create a culture of continuous learning, here are 3 ideas I found to be invaluable: 1. Focus on your customer. This helps to create alignment in the team, around doing what’s best to meet their needs. As their needs continue to evolve, so must the team’s understanding. 2. Have a regular forum to share learnings. This creates a sustainable framework to continuously improve operations and service. 3. Celebrate lessons learned. Create an environment where people are comfortable to talk about their mistakes. If it leads to changes and a better outcome for customers, then it has value. Bonus tip: Provide access to ongoing development support.

Personally for me recognizing and appreciating successful completion of learning objectives serves as a powerful motivator. It not only reinforces the value of continuous learning but also acknowledges the individual's contribution to the organizational goals. By instilling a sense of purpose with Rewards and appreciation, companies can create a dynamic culture of learning.

"An investment in knowledge pays the best interest." - Benjamin Franklin. The third step in fostering a culture of continuous learning is to recognize and reward your team's learning efforts and outcomes. Celebrate their achievements by providing feedback, recognition, praise, incentives, or promotions. Create a supportive environment where team members can experiment, fail, and learn without fear of blame or criticism. How do you acknowledge and incentivize learning in your team? Share your practices and encourage a culture of growth among your peers!

Siempre hay que dar las gracias al final de la jornada, agradecer el esfuerzo de los empleados al realizar su trabajo, es necesario ser agradecido con quien te hace crecer y cuando se falle motivar para que aprenda y no vuelva a suceder, mantener la confianza es resultado de éxito.

Lo que hacemos en Acount, es que contamos con un canal de comunicación llamado logros, donde los colaboradores por sí mismos nos dan a conocer algún logro que tuvieron aunque pueda parecer insignificante, ha marcado mucho la diferencia para que se sientan acompañados, nos han compartido logros de OKR, pero también personales como que alguno prendió a conducir a sus 40 años, etc.

Una bien forma de medir resultados es mediante el incentivos a la capacitación, siendo éstos objetivos medibles ne cada empleado, permitiendo mayor compromiso en las personas

Lifelong Learning é um “mantra” que sigo já a muitos anos. Mostre para sua equipe sua própria jornada de aprendizagem. Seja um ponto de interrogação ambulante. Não se acomode por mais que tenha estudado e aprendido. O verdadeiro sábio é aquele que sabe que nada sabe. Tenha humildade para aceitar que você ainda tem muito a aprender. Sendo um eterno aprendiz e mostrando este seu “lado” para os outros é a melhorar maneira de criar uma cultura de aprendizagem contínua pelo exemplo.

Los líderes que aprenden de forma constante inspiran a su equipo a seguir su ejemplo. Las acciones que los líderes pueden tomar para promover el aprendizaje incluyen: Compartir sus propias experiencias de aprendizaje: Demostrar que el aprendizaje es un proceso continuo para todos. Dedicar tiempo a su propio desarrollo profesional: Asistir a capacitaciones, leer libros y artículos, y participar en comunidades de aprendizaje. Brindar oportunidades de aprendizaje a su equipo: Fomentar la participación en cursos, talleres y proyectos desafiantes. Celebrar el aprendizaje y el desarrollo: Reconocer y recompensar a los empleados por su esfuerzo en el aprendizaje.

Sam, a seasoned leader, aimed to promote a culture of continuous learning in his team. Leading by example, he dedicated time each week to personal development, openly sharing his learning goals and challenges. Encouraging open dialogue, he welcomed feedback and exchanged insights with team members. His proactive approach inspired a collective commitment to growth, driving innovation and resilience in their business strategy.

To foster a culture of continuous learning in your business strategy, consider integrating product katas into your team's routine. These are repetitive exercises designed to refine and improve your team’s product development and strategic problem-solving skills. Regularly practicing these katas encourages a mindset geared towards experimentation, learning from both successes and failures. It's a proactive approach to not just problem-solving but also to skill-building, ensuring your team continuously evolves and improves. This method embeds learning into the fabric of your daily operations, making your business strategy a dynamic, ever-improving process.

Evaluar el impacto del aprendizaje en el negocio permite identificar áreas de mejora y optimizar la estrategia. Las formas de medir el aprendizaje incluyen: Evaluaciones de conocimiento: Evaluar la comprensión de los empleados después de las capacitaciones. Seguimiento del progreso: Monitorear el cumplimiento de los objetivos de aprendizaje individuales. Retroalimentación de los empleados: Solicitar comentarios sobre las oportunidades de aprendizaje y su impacto. Medición del impacto en el negocio: Evaluar cómo el aprendizaje ha contribuido a la mejora de la productividad, la innovación y los resultados. Medir y mejorar el aprendizaje crea un ciclo virtuoso que impulsa el crecimiento individual y el éxito del negocio.

Celebrate learning. Give those who have had the opportunity to pivot the opportunity to share their reasoning, their planning, the reason for adjustments and so on. Too often, we celebrate wins without acknowledging the hard work of the pivots required to get there.

Establish a culture of trust by promoting transparency and the sharing of information. Encouraging these behaviors will reinforce the idea that learning is valuable. As teammates continue to learn from each other they will be more compelled to learn on their own and contribute collectively. This approach also provides a sense of community and purpose, leading to more fulfilling and interesting work.

Encourage diverse perspectives, support each other, and stay curious. Listen to feedback, tweak as needed, and stay engaged. Your enthusiasm is key to driving growth. Together, teams can make learning a cornerstone of their success!

Learning should be built into your work processes. That is one reason why agile frameworks are often adding much value: they have learning opportunities hard-coded into their work routines (retrospectives, daily stand-up meetings, transparent wiki-pages for company knowledge, etc).

=> Tout commence par l’intégration de l’apprentissage continu dans les valeurs fondamentales de votre entreprise. Cela signifie aller au-delà des mots pour inculquer une véritable passion pour l’apprentissage à tous les niveaux de l’organisation. => Encouragez vos employés à poser des questions, à explorer et à expérimenter. La curiosité est la mère de l’innovation, et une culture qui valorise la question "Pourquoi ?" ou "Et si ?" est une culture qui trouve de nouvelles solutions et idées. "Ne dites jamais aux gens comment faire les choses. Dites leur ce qu'il faut faire et ils vous surprendront par leur ingéniosité." George Patton

El aprendizaje continuo es muy importante, a nosotros nos han funcionado sesiones de entrenamiento cruzado donde el equipo, nos capacita a los demás sobre conocimiento que hace en su trabajo, para así cuando el no esté alguien pueda crecer a su posición o simplemente tener un conocimiento más

From my perspective, Fostering a culture of continuous learning in the context of Islamic Finance & Banking and Financial Technologies (FinTech). These sectors are dynamic and require adaptability to stay relevant. In the context of Islamic finance, continuous learning can be achieved by understanding not only conventional financial practices but also the real world financial structuring and its synergies with Shariah- Compliant Finance principles. Islamic finance leaders should actively endorse continuous learning culture about both global traditional financial practices and Shariah-Compliant ethical enabling processes and technologies.

Make as much experiments as you can, establishing feedback loops so to learn what works better. For customers, employees and the business. Continuous experimentation with feedback loops along time build a learning culture.

A new trend that has taken L&D by storm is the advent of gamified learning. Video games have their feedback loop built in and promote the release of serotonin as achievements are unlocked, a level is cleared, or a reward is obtained. This could be a very viable strategy depending on the demographic factors of your firm but it is something certainly worth exploring since building tailored content, and a tangible rewards system on top of it would yield great results for your desired learning outcomes.

Apprenez l'échec : Créez un environnement où il est sécuritaire d’échouer. L’échec n’est pas un tabou, mais une opportunité d’apprendre. Encouragez la réflexion post-mortem pour comprendre ce qui n’a pas fonctionné et comment faire mieux la prochaine fois.