Learning organizations are today's most successful businesses. It's a well-known fact that the sum of the experience and knowledge of each and every one of your employees constitutes the value of your company. Hence the importance of having committed, motivated people who are always looking for ways to improve, which translates into organizational agility and the ability to innovate ahead of the competition.
But how can you make the development of individual and collective knowledge within your company more effective? And how can you put training back at the heart of work organization priorities?

We share with you 5 ways to help you develop a learning culture in your organization:

1. The quest for meaning, the culmination of a deep-seated desire for development The health crisis has awakened a number of existential questions that were slumbering within us:

"How does my action fit in at company level? And on the scale of society or the planet as a whole?..." To foster a learning culture, companies are now focusing on the alignment of business/corporate/individual strategies. Training managers are becoming increasingly aware of this lever, and are being asked to reflect on the meaning of their organizations.

2. Endangerment as a trigger signal :

Have we ever studied as much as we did for that stomach-churning math test? Creating challenge and pressure is good for learning. Kicking yourself is a great way to get emotional. Challenges, duels and slight KPI tensions foster a good learning culture.

3. Usefulness: the tipping point in training!

We all want efficiency. Not only does it save time, it also reduces low-value-added tasks. Employees can put themselves in a learning situation by understanding the specific benefits of "simplifying work and saving time...". Consequently, it is essential to personalize the experience as much as possible, including profiling and recommendations. Quizzes, intelligent catalogs... these are just some of the features that facilitate fast, accurate learning.

4. Fun at the heart of learning :

The usefulness of learning is essential, as mentioned in the previous point. However, we must not neglect the Pleasure aspect in this quest.
Managers, coaches and trainers all need to be able to rely on features that give them the right level of commitment and success. Multiply opportunities to celebrate learning successes, congratulate individuals and teams, organize and formalize actions to recognize and value the progress made.

5. The power of innovation to encourage the act of learning :

The pursuit of novelty is a powerful bonding tool.
Advances in social learning (communities, interactions, etc.), increased gamification (challenges, podiums, badges, etc.) and artificial intelligence (recipe algorithms, notifications, objectives) are all features that have become essential and are constantly being improved and enhanced.