STEPS TO CREATE AN INNOVATION-DRIVEN LEARNING CULTURE

Every industry and aspect of our life is being disrupted by increased technology, and work is no exception. A shift in demand for human expertise is one of the most significant professional consequences of the digital revolution. It's worth noting that half of today's most in-demand work skills and abilities didn't even appear on the list three to five years ago.

Today, intellectual curiosity and learnability are valued highly. To remain employed, you must be willing to improve and adapt to new skill sets quickly. That is why learning is an essential aspect of the talent management strategy of successful companies like Google and American Express. In a report by the HR industry leader Josh Bersin, he pointed out that "The single biggest driver of business impact is the strength of an organization's learning culture."

What is Innovation Culture?

The work atmosphere leaders create unconventional thinking, and its application is known as innovation culture. Workplaces that promote an innovative culture believe that innovation does not have to flow from the top down and can originate from anybody in the organization. Organizations that compete in marketplaces defined by fast change prize innovation cultures; sustaining the status quo is insufficient to compete effectively, making an innovation culture necessary for success.

What is Innovation Management?

The process of managing an organization's innovation method, from the first step of imagination to the last stage of successful implementation, is referred to as innovation management. It includes all of the decisions, actions, and procedures involved in developing and implementing an innovation strategy. This can apply to an innovation-driven learning culture.

Here are the Steps For Fostering A Learning Culture

Continual Learning Should Be Rewarded - According to a Bersin report, the typical employee got only 24 minutes per week for formal learning among the more than 700 firms studied. It's important to note that rewarding curiosity entails more than just applauding and promoting those who make an effort to learn and grow; it also entails cultivating an atmosphere that encourages critical thinking, challenging authority, and speaking up, even if it leads to conflict. This is especially vital if you want your team to develop something new.

Provide Thoughtful, Helpful Feedback - People, especially those not very skilled, are not conscious of their lapses, ignorance, and limits. Others' advice and feedback are crucial in helping them improve. Negative feedback must be delivered constructively and delicately, as individuals are less receptive to it than praise and admiration.

Manager Or Leader Should Lead By Example - You should do what you teach as a manager or leader. Begin by demonstrating some learning and unlocking your curiosity. Don't expect your employees to perform anything you wouldn't do if told. Take on the novel and demanding duties yourself if you want them to take on fiction and challenging things. Here are some behaviors that can assist: learn a new skill, volunteer to work on a project unrelated to your primary profession, or take on duties outside your comfort zone even if you aren't very good at them - you'll be able to demonstrate that with a bit of curiosity and dedication, you can improve, and this should inspire other people that you lead.

Choose to Hire Curious People - Managers often focus on training and development. They tend to undermine the importance of the proper selection of people to hire. When selection works, training and development are significantly less necessary, and successful selection makes training and action far more effective because it is far easier to augment potential than against someone's nature. You won't have to worry as much about their readiness to learn or be on their case to unlock their curiosity if you hire naturally curious people and maximize the fit between their interests and the function they are in.

To summarize, there's no need to rely on your company's official learning and development programs if you want to foster curiosity and learning in your employees. Reinforcing positive learning behaviors, providing constructive and critical feedback to align employees' efforts with the right learning goals, displaying your curiosity as a leader, and hiring people with high learnability and a hungry mind are all likely to help your team and organization develop a more robust learning culture.

4 Strategies to Foster and Facilitate a Digital Culture

Today, we can already observe how the new information technology and the internet influence how people interact as humans. The internet is now widely used as a means of communication. Anyone can send a message instantly, read or watch the latest news, and check out online transactions by simply browsing and clicking on laptops, tablets, or mobile phones.

A corporation that has not yet adopted a digital culture must realize that it is critical to its success. A lot of businesses have already been using the new digital technology in their operations.

What is Digital Culture?

Digital culture is a new type of culture in which individuals have become more digital. It is the product of technological advancements that have resulted in a completely different way of life and habits for individuals.

How can your organization develop a digital culture?

Establishing a digital culture at a company entails more than just doing digital work every day. It's all about appreciating and enjoying the digital tools that make employees' jobs easier. It will be difficult for a company that has not yet incorporated a digital culture into its operations if it is not equipped with the proper knowledge and guidance. Here are four suggestions for effectively establishing and nurturing a digital culture in your organization.

1. Digital Training and Information

Managing a successful business increasingly entails managing a digital business. A company should offer digital training to employees at all levels. The employees should grasp the knowledge about a digital business. You may understand the digital culture as a business owner, but you must communicate it to everyone to achieve the best digital success for your company.

Employees in the company play various roles and functions, and digital training may help individuals understand what they do and how it might make their jobs easier. They should undertake their digital activity in their own free time or whatever will work the best to learn the process. Part of the process includes determining their digital preferences. This may entail questionnaires, with the results assisting you in evaluating your digital cultural strategy approach.

If the workforce is busy, it is great if the training programs are adaptable. Employees can access digital information when they have time and feel the need to upskill through digital training programs that can be found online. Providing digital training and knowledge to employees is the key to a digital business strategy with a thorough plan.

2. Team Effort and Collaboration

Fostering a digital culture of a company to a compelling needs team effort. A company may compose of Sales, Marketing, Finance, Information Technology, and other essential company departments. Team collaboration can impact the success of a digital company.

Teamwork is best in sharing ideas and insights between departments for the productive and effective implementation of digital culture. Collaboration tools can be found online, such as Trello, Microsoft Teams, and Slack. These Apps can be a great collaboration tool instead of emailing back and forth the documents and instructions. Information sharing comes easy and handy for the team in achieving their common goal. The common goal must be to earn improved customer service, experience, and more income or revenue for the company.

3. Workplace Transparency

Transparency should be embraced when implementing a digital culture. From the top-down to the bottom-up, the organization should communicate honestly and openly. Workplace transparency is essential, especially when some are reluctant to share information with co-workers of the different departments.

There are numerous approaches to establishing a transparent company. The first is to develop open lines of communication. This ensures that everyone has access to the information and breaks down communication barriers inside the organization. Every department has access to significant and minor messages and announcements. Through this, all will learn about the authentic information that is not hocus-focus.

4. Recognize the Importance of Taking Risks

Transitioning to a digital culture may come with some hazards. Let everyone know that taking risks is a good thing. Let employees know that they should feel free to try anything new if they have the necessary skills and abilities. To not be afraid to innovate, employees and employers must have mutual trust.