Workplace learning and development teams that directly impact business outcomes have one thing in common — they're clever. They never miss an opportunity to transform their workforces and organizations through learning and development.
When asked to report their most effective L&D promotion strategies and tactics, organizations ranked company-led workshops and employee resource groups (or ERGs) the highest. But there are a lot of ways to signal that learning is a priority at your organization.
Here are just a few ideas:
Ask leaders to share lessons from their past experiences:
Leadership signals are the most powerful and impactful mechanisms for spreading a culture of learning. Encourage leaders to be vulnerable and admit their mistakes, too. There's a lot of wisdom to be gained from failure.
Include learning in career development and performance conversations:
At least twice a year, share observations of employees' talents, coach them to think through their peak career experiences, and connect them with opportunities to try new things and learn more in areas where they're looking to grow.
Hold postmortems and retrospectives on projects:
Successfully completing a project is a reason to celebrate. It's also an opportunity to reflect and build a culture of healthy feedback. A good postmortem takes an honest look at the completed work and asks, “How can we do better next time?”
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