Voici comment vous pouvez cultiver une culture d’apprentissage continu parmi les dirigeants de votre organisation.

Engaged leaders model excellence by default - demonstrating effective communication, problem solving, and people management capabilities while actually executing the task. It's important to know that others in the organization (team members) are watching to 'observe and own' behaviors that align with leadership. That which we observe, we emulate. When we think of lifelong learning as a path for ongoing development and enrichment, we need to appreciate that the attraction to learning is solidified daily when intellectual curiosity is stimulated. Effective leaders understand this and become 'influencers' - intentionally modeling behaviors to showcase skills that inform the work of others.

Yes , it's common that people who are at top level expect that their down the line managers should figure out and when they struggle to meet the expectations they should understand and help them lead this inturn creates a culture that they follow the same for their fellow members.

What better way to encourage people to learn, then to ask them what they WANT to learn? Give them options and even a suggestion section on a Google form or survey monkey and base your trainings off of their input. It will keep them motivated because they feel like they had a stake in the game.

Whether it’s a badge to show off on their email signature, a S/O in a newsletter or post, or a sign for their door or desk, people love getting recognized for their effort! You can even send out a survey asking how they want to be recognized and tailor it to their preferences. Some people may not want to be on camera or mentioned in a post but others will love it! Show them that their effort is worth your effort to customize.

Learning & Development can play a key role in driving performance based compensation (i.e. “pay for skill” programs. The more you know, the more you grow.) I’ve used the DACUM process to create a duty and task chart that can be used to rate skill performance for each position at the company. Most employees want to grow and develop expertise—especially when that expertise is recognized and rewarded appropriately.

Reverse Mentoring Organizations may have accustomed to seniors mentoring the new as a form of onboarding. Some may even have a formal mentoring system for career progression and continuous learning - that is awesome! In my experience we can learn much from those that report to us, and from the younger generations. A platform of bottom up reverse mentoring can be a healthy way to promote a learning culture where we continuously give and receive knowledge and share practices. It bonds people and encourages an environment optimally set up for growth mindset to flourish.