Welcome back to Blended!

Today, we're talking about learning culture.

We talk a lot about creating the right cultures at work, hiring for 'culture fit'. But do we talk as much about the culture we're actually trying to create? Often 'culture fit' ends, whether consciously or otherwise, with the creation of a group of likeminded people and personalities that drive comfort, not innovation.

So what happens when we really define the culture we're looking to create? And what if that culture is one dedicated to learning and growth, as individuals and as a team?

In an increasingly divisive time, where people identify strongly on one 'side' of an issue or another – and in a time where DEI in the workplace is feeling the pressure – could a focus on learning help ease that pressure and create the environments we need for shared success moving forward, regardless of who we are or how we identify?

Our panel will be exploring all of that today.

IN THIS EPISODE:

[01.11] Introductions to our Blended panelists.

· Opal – Vice President of Supply Chain at Fabletics

· Keith – Talk Show Host of Mornings in the Lab with Keith and Friends

· Ellin – CEO of The Sidell Method, a boutique professional services firm

· Lauren – Regional Head of Customer Care and Business Excellence at CMA CGM and Executive Coach at LG Energy Coaching

[05.30] The group explore what learning culture means, the different factors impacting it from mindset to policy, and how it can be leveraged in the workplace.

· People

· Training

· Systems

· Growth mindset

· Core values and principles

· Learning in the same direction/employee alignment

· Holistic approach

· Intersectionality

· Individuality

· Corporate sanitization of creativity

· People's unique talents and ways of thinking

· Ongoing learning – who's responsibility is it?

· Intent

"It means learning about people, the core of where it all begins… But you have to be intentional to build a culture." Keith

"It's training, but it's much more than that. It's a system where growth is not only expected but normalized, it's part of what's supported daily." Lauren

"There's going to be some of that one-size-fits-all, standard corporate training, but there's also an individualized focus that builds loyalty, makes everything more collaborative and creates a better experience for everyone." Opal

[27.10] The panel reflect on the impact of AI on contemporary teams and learning culture, now and in the future.

· Changing teams

· People being left behind

· Bringing personal and professional together

· 'Bring the woo to work'

· Movement away from siloes/verticals

· Creating enough space/time/opportunity for creativity/learning

· Control of data/controlled environment

· Flow state

· Passion

· Balance between work/personal time investment

· Elimination of juniors/middle management

· Governance

· Trust

· Accountability

· Cybersecurity

· Budgetary investment

"Those that make the investment now will be the leaders that change the world." Keith

"Yes, AI is knowledge. But learning culture is people." Ellin

[45.37] The group discuss other key aspects of learning culture, and what happens when individuals don't want to embrace it.

· Personal growth

· Peer-to-peer

· Skills

· How do we keep up?

· Change management

· Fear

· Conversation

· Leadership

· Motivation

"The idea of a knowledge worker comes back to decisions, curation, creativity." Ellin

"How are people wired? What's their personal motivation?... Then we can connect the learning to what people care about – advancement, their relevance, pride of contribution." Ellin

[01.08.22] The panel share ideas for the practical ways we can start to create meaningful learning cultures in the workplace.

· Empower your team

· Celebrate success

· Support mistakes

· Embrace testing

· Lead by example

· Share experiences

· Collaboration

· Communication

· Embed the learning into work, not the other way round

· Creating safe spaces

· Self-awareness

· Diversity

· Giving/receiving feedback

· Curiosity

[01.17.24] The group sum up their thoughts from today's discussion.

RESOURCES AND LINKS MENTIONED:

You can connect with Opal, Ellin, Lauren and Keith over on LinkedIn.