September 2015
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Creating a Culture of Learning

Monday, August 31, 2015

The training industry in America is expanding. Between 2013 and 2014, organizations spent an estimated $70 billion on training programs, but the benefits of these programs were not equally distributed across the board. Investing in training programs is never a bad idea, but the organizations that sought to go above and beyond simple training programs in order to build cultures of learning were the ones who saw the most return on investment. Teams committed to learning and development give their companies a competitive edge, but the most learning-driven employees are put off by formalized programs that require them to hit certain metrics and meet specific benchmarks. Instead of ridged structure and quantifiable approaches, employees should be inspired to make learning a part of their everyday lives. There are several ways leaders can inspire this thirst for knowledge. First, it can be helpful to offer rewards. And these rewards should be equal to the effort put into other initiatives. The aim is to have employees motivated to reach new goals they set for themselves. Managers should also lead by example. By demonstrating a commitment to learning and development, managers’ passions can rub off on team members. 

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