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Learning Culture - Coggle Diagram
Learning Culture
why is learning important
Community Integrated Care operate in a complex and highly competitive environment
a skilled and developed workforce is key to delivering organisation outcomes
8% overhead as % revenue
95% of residential customers vaccinated
1.7 m financial benefit from opco propco
90% complex care customers able to stay in chosen environment
100% standards met in info security
100% care support plans rated a shigh quality
major industry award for the capability framework
70 % promotions filled internally
95% contract retention rate
2230 people supported
top 5%care inspectorate /cqc ratings
160 million turnover excluding M&a
5% stable annual surplus
the ability of organizations to learn adapt and continuously improve is more important than ever - Covid 19
fewer than 47 % of UK employees agree that their job offers good opportunities to develop their skills
learning provision is cited as not being good enough when it comes to new technology
What is Learning Culture?
supporting individual learning and transformation allowing this knowledge to shape strategy and process
encouraging teams to learn and reflect on their work and proactively influence strategy and process change
a willingness to learn and improve from the wider organisation and key decision makers
Recommendations for Community Integrated Care
Use
Learning Environments
instead of Learning Culture
Provide guidance on tangible organisational practices and behaviours
Evaluate current learning environment at every level.
Team Learning
Teams are a key place where social learning and dialogue can occur. Mangers have an important role to play in ensuring that their employees also have the relevant support for learning
Help line managers understand the key role they play in supporting learning, whether
this is formal or informal.
Support managers to prioritise time and resources for formal and informal learning.
Build support for learning and development into management objectives
Encourage line managers to be role models to demonstrate
Individual Learning
- Needs yo take place in a supportive environment that allows employees to apply their learning
Consistently communicate learning opportunities across the organisation
Highlight everyones role in organisational and team learning - how does individual contnouus learningg benefit individuals their team and the wider organisation
Consider how opportunities to reflect and share on learning can follow up formal learning or be encourage as part of individual development
• Provide different types of learning that appeal to a range of learners and allow
employees to build their learning pathway within an organisational framework.
Organisational
Learning Business need structures and systems in place to support learning, as well as a shared vision for learning and transformation. L&D Professionals should:
Work with leaders to define and communicate a vision for learning and transformation, clearly linked to organisational objectives.
Evaluate current systems for knowledge management and learning
Consider whether there are appropriate channels in place to allow individual and team
learning and reflection to feed into organisational decision-making.
Consider whether dialogue challenge and reflection are embedded into the organisations approach. If not consider how reflection and feedback can be encouraged as part of day to day activities
Examine whether individuals have an appropriate degree of voice and autonomy
Is Learning culture a useful term?**
it is a broad term and difficult to define.
there is little evidence on how to create a learning culture and what the impact is
What is a learning culture
A learning culture is one that embeds learning into how things are done at an
individual, team and organisational level.
this requires strong leaders to follow a strategic model for learning and to support employees towards a collectively shared vision and positive change through open dialogue and reflection
the factors that underpin a learning culture should be reframed as a learning environment allowing work places to have tangiable practice and behaviors than attempting to undergo dramatic cultural change
theoretical evidence on learning cultures but a less robust and controlled research around impact
Learning Culture vs Learning Organisation and Learning Climate
Learning Culture
embeds learning into systems values resources of an organisation
promotes and rewards learning at an individual team and organisational level
Learning Organisation
supports the transformation of an organisation by allowing it to develop and adapt
aims to enhance organisational capability
Peter Senge (The fifth dicipline)
The ultimate aim of this is to enhance organisational capability, or the tacit, experiential
learning that goes unnoticed in the workplace, rather than individual learning
Learning Organisations are built on
supporting individual learning and allowing this knowledge to shape strategy and
process, otherwise learning becomes a knowledge management
requiring employees throughout businesses to challenge and transform, as a result of
learning
teams and the wider organisation continually adapting their thinking and processes, engage in double loop learning
reflection proactively influences strategy and process change
Learning Climate
how employees perceive workplace practices and
processes that relate to their learning
Creating a learning for culture
organisations need to create
an environment that embeds learning into the way they do things.
