PROFESSIONALDEVELOPMENT
By Wendy Heckelman, Ph.D.
What are the interconnections between organizational culture and learning strategy? First and foremost, every organization has a culture, whether created intentionally or nonintentionally. Companies that aspire to declare themselves a “learning organization” require an intentional culture-building effort to achieve this aim.
Learning and development (L&D) professionals, in partnership with the business leaders they serve, can support and sustain culture change efforts by implementing skill-building initiatives tied to organizational values such as collaboration, innovation, inclusion, excellence and people development.
Organizational culture is the unseen force that shapes how individuals think, act and interact. Culture is shaped by the collective values, beliefs, attitudes and practices that make up the DNA of an organization. When it comes to skill sustainability, culture plays a pivotal role in two distinct ways:
L&D professionals are pivotal in driving cultural change. When designing leadership development initiatives, culture and organizational values sit as the foundation for all skill development efforts.
Behind each organizational value rests a “why” it is important and “what” are the specific behaviors and skills needed to support the value. This strategic alignment ensures that learning interventions become not just isolated events, but integral components of a culture where skill development and sustainability thrive.
Consequently, L&D leaders’ contributions become even more indispensable to organizational success.
For example, leadership development efforts must include how to coach and develop critical skills related to accountability, collaboration and more. When leaders clearly understand their responsibilities for driving culture and skill development, individual commitments and actions are more likely to align with company values and create the desired results.
By championing and actively participating in culture change efforts, L&D professionals can position themselves as strategic partners who not only drive results but also cultivate an environment where talent thrives, innovation flourishes and the entire organization prospers.
Let’s explore practical tips for L&D leaders to effectively influence culture change and ensure the sustainability of essential skills, such as development and collaboration:
Business leaders might wonder why they should actively support skill building initiatives that back cultural change efforts, especially when your primary role may not be in L&D. The answer is simple: A culture aligned with organizational skill development efforts benefits not only the entire organization, but also your individual performance as a leader.
When team members embody the skills necessary for success, such as collaboration and innovation, they become more efficient, adaptable and better equipped to tackle the challenges of a rapidly evolving business landscape. This, in turn, enhances overall team performance.
While L&D leaders can play significant roles in driving culture change, other business leaders are essential to driving culture and the success of skill sustainability:
In the ever-evolving landscape of today’s organizations, the link between skill development and culture change cannot be overstated. L&D professionals and other business leaders have a unique opportunity and responsibility to drive culture change in pursuit of creating and sustaining a learning culture. As learning professionals continue to execute their learning strategies, it is crucial they proactively include proven practices to create and sustain value-based learning and skill development.
Wendy Heckelman, Ph.D., is president and founder of WLH Consulting. Email her at wendy@wlhconsulting.com or connect with her on LinkedIn at linkedin.com/in/wendy-l-heckelman-phd.
