Jerald Chew’s Post

Creating a culture of learning can be challenging, especially when participation and buy-in are low. That's why tracking engagement and feedback consistently is so important. I work with a midsize biotech company in the Bay Area that wanted to roll out an equitable development program everyone had access to. This meant each employee needed to own their development plan. We noticed the program was initially successful, then fizzled a few months in. By tracking participation and evaluations consistently during those first few months, we were able to develop a plan to nudge certain teams at certain times of the year to participate. As a result, over half of their employees participated in training each quarter, and nearly 90% of the organization participated over the course of the year. This approach may not work for every organization, but keeping a close eye on data and feedback helps inform decisions about driving participation. How do you track the success of your learning initiatives? -   PS: Join our virtual panel discussion, "Get Unstuck: Avoid Common Pitfalls in New Manager Training Programs," and discover actionable strategies to elevate your team's performance. Sign up here: https://lnkd.in/gddqPWRk Thanks Learnit for inviting me to be a part of this! Please check out other creators who participated here:Courtney Durso Ritchie, Darren Bridgett,Matthew Murawski,Nick Silverthorn,Tayler Marcacci,Garrett Quibell, PMP,Elizabeth Vaughan,Mickey Fitch-Collins, PhD,Madison Micucci,Joseph Patti,Christian Durso,Kandis Porter, MBA MSPM PMP,Damon Lembi

Want to embed continuous learning into your team culture? 🧠 Then here’s a stat, a fact and a framework to help you do just that 👇 👉 With 42% of employees saying that learning and development is the most important benefit when deciding where to work AND 👉 Adaptability being the must-have mindset of businesses that want to succeed... We have to design companies that build learning into our teams everyday rhythms and rituals. Because those leaders who are focused on building strong cultures, understand that continuous learning is key to building a businesses adaptability. In practice, this means shifting from traditional learning, which has typically been: ➖ Formal  ➖ Structured  ➖ Scheduled To a model where learning is: ➕ Integrated  ➕ Active  ➕ Routine How can we do this? 💡 Well, we’ve designed a framework to help you and your team map out how you can design learning opportunities and moments into your everyday routines and rituals, helping you to: ✔ Cultivate a growth mindset ✔ Embrace flexibility ✔ Strengthen overall capability Sounds pretty great, right? Check out the link in the comments for your free framework 👇 How do you build a culture of continuous learning? I would love to hear your top tips for building a learning culture in the comments below 😍 #learninganddevelopment #learningculture #employeeexperience ———————————— Like what you read here? 👋 I’m Alicia, co-founder of The Future Kind. Follow me for frameworks, stats and culture hacks that help you design a company culture that is your biggest competitive advantage. Click my name + Follow + 🔔 Let’s create kinder, fairer and better designed companies together 🫶

Company leaders have a unique opportunity to embrace simplicity and efficiency in creating our own company cultures. One way we have significant impact on those we work with is to create a culture of learning, innovation and improvement. It seems easy, but often it is not.    It may seem counterintuitive, but the best way to move towards a learning culture is to simplify complicated training and apply the concept of "Less Is More." We can make training content short and bite-sized, but deliver it intentionally every day, consistently.  Simple and concise trainings makes learning more efficient, rewarding and user-friendly. It is foundational in building a company culture of life-long learners who are happy, engaged and productive. It empowers employees to be more innovative. How have you built a culture of learning? Has simplified, yet consistent training played a role? #SimplicityInTraining #TrainingEffectiveness #LearningAndDevelopment #StrategicSimplicity #Innovation

This article by Axonify's chief learning architect, JD Dillon, dives into memory's role in L&D, providing tips to help training professionals: 🧐 Understand the forgetting curve 🌟 Improve training retention 🤝 Tailor L&D to real-world work scenarios Read more and transform your training strategies! #CorporateTraining #EffectiveTraining 🧠

Do you think you could benefit from joining the largest peer-learning organization for Christian #CEOs and #businessowners? C12 Business Forums recently surveyed more than 2,500 #executives and asked how participation in our peer learning groups had affected their business results and their answers were overwhelmiC12 Business Forums recently surveyed more than 2,500 #executives and asked how participation in our peer learning groups had affected their business results and their answers were overwhelmingly positive: 98% reported implementation of best business practices 83% reported improved planning disciplines 94% reported clarity on personal purpose 70% reported gains in profitability 75% reported better work/life balance In a recently published article, C12's CEO, Mike Sharrow, presented compelling data on why there has never been a better time to join a peer learning group. Check it out and see if it's time for you to join! #greatbusinesses #GreaterPurpose

 The CEO's Mandate: Cultivating a Culture of Continuous Learning In today's fast-paced, and always changing business landscape, staying static is no longer an option. As a CEO, one of the most profound impacts we can make is not just driving business results but also shaping the culture within which these results are achieved. Our associates need to be guided to continually learn and stay relevant to compete with their peers in other organizations. One aspect of Loyalty Brand’s culture that stands out as imperative is our commitment to continuous learning. It's not just about attending courses or acquiring certifications. It's about fostering an environment where every challenge is seen as a learning opportunity, every failure as a lesson, and every success as a leap to further knowledge. So, how do I as CEO ensure that this culture touches every corner of our organization? I Lead by Example I immerse myself in new learning experiences and share my insights. I believe my commitment inspires others. When I float a new idea or concept to my team invariably someone says. “I’ve never heard you say that before! Great idea!” or something to that effect. We Collaborate Across All Business Units Open dialogue between all levels management, our Area representatives and franchisees leads to mutual learning. Fresh perspectives can spark innovation.  Invest in Employee Development Whether it's workshops, courses, or mentorship programs we provide avenues for everyone to enhance their skills and knowledge. There is an abundance of free learning opportunities on-line. We encourage our team to share learning opportunities they discover. We Celebrate Curiosity I encourage questions from our staff and franchisees.  Recognize and reward those who go the extra mile in their quest for knowledge.  Feedback is Gold Constructive feedback is a powerful learning tool. Make it routine, make it constructive, and ensure it's taken as an opportunity for growth. As a CEOs, my vision sets the direction, but it's the collective knowledge, curiosity, and passion of our teams that truly drive us forward. By placing continuous learning at the heart of our corporate culture, we don't just prepare our organizations for the future; we also unlock the untapped potential that exists within each member of our workforce. I'd love to hear from fellow leaders: How do you embed continuous learning in your organization's culture? #Leadership #ContinuousLearning #CEOJourney

Today’s Tip Help Your Team Develop—and Apply—New Skills Skill-building is critical in a constantly changing environment. But are your employees able to apply their skills effectively in different contexts? Here’s how you can use the 70/20/10 learning model to ensure your employees get the right mix of learning and application: 10% formal instruction: This portion of the learning strategy involves investing in structured educational experiences that focus on specific skills, like workshops, courses, and training modules. 20% social learning: This is the learning that happens when we’re exposed to others—for example, through interactions with mentors, coaches, or peers. To harness the power of this 20%, you might set up a mentorship program or a peer-to-peer education program to help employees learn from their colleagues. Regular team-building activities can also foster a culture of continuous learning and help improve skills. 70% learning in the flow of work: This involves learning on the job through real-life experiences and tasks. For example, employees can improve their problem-solving skills by working on complex projects, or their communication skills by preparing to deliver a presentation. Regular feedback sessions can also help employees reflect on their performance and what they’ve learned, as well as identify areas for improvement. This tip is adapted from “Help Your Employees Develop the Skills They Really Need,” by Greg Satell et al.

Help Your Team Develop—and Apply—New Skills Skill-building is critical in a constantly changing environment. But are your employees able to apply their skills effectively in different contexts? Here’s how you can use the 70/20/10 learning model to ensure your employees get the right mix of learning and application: 10% formal instruction: This portion of the learning strategy involves investing in structured educational experiences that focus on specific skills, like workshops, courses, and training modules. 20% social learning: This is the learning that happens when we’re exposed to others—for example, through interactions with mentors, coaches, or peers. To harness the power of this 20%, you might set up a mentorship program or a peer-to-peer education program to help employees learn from their colleagues. Regular team-building activities can also foster a culture of continuous learning and help improve skills. 70% learning in the flow of work: This involves learning on the job through real-life experiences and tasks. For example, employees can improve their problem-solving skills by working on complex projects, or their communication skills by preparing to deliver a presentation. Regular feedback sessions can also help employees reflect on their performance and what they’ve learned, as well as identify areas for improvement. This tip is adapted from “Help Your Employees Develop the Skills They Really Need,” by Greg Satell et al. (From HBR)

Help Your Team Develop—and Apply—New Skills Skill-building is critical in a constantly changing environment. But are your employees able to apply their skills effectively in different contexts? Here’s how you can use the 70/20/10 learning model to ensure your employees get the right mix of learning and application: 10% formal instruction: This portion of the learning strategy involves investing in structured educational experiences that focus on specific skills, like workshops, courses, and training modules. 20% social learning: This is the learning that happens when we’re exposed to others—for example, through interactions with mentors, coaches, or peers. To harness the power of this 20%, you might set up a mentorship program or a peer-to-peer education program to help employees learn from their colleagues. Regular team-building activities can also foster a culture of continuous learning and help improve skills. 70% learning in the flow of work: This involves learning on the job through real-life experiences and tasks. For example, employees can improve their problem-solving skills by working on complex projects, or their communication skills by preparing to deliver a presentation. Regular feedback sessions can also help employees reflect on their performance and what they’ve learned, as well as identify areas for improvement. This tip is adapted from “Help Your Employees Develop the Skills They Really Need,” by Greg Satell et al. (From HBR)

I just finished Creating a Culture of Learning! Check it out: https://lnkd.in/gw4EMcMe #employeelearningdevelopment #organizationalculture I really enjoyed this course, especially the part focused on hybrid learning: 1. Set the stage with pre-work, 2. Make technology an ally, not a crutch, 3. Foster real connection, 4. Encourage active participation. These techniques the course discusses in more depth are simple but very effective