Professional Development – By Wendy Heckelman, Ph.D.
L&D and business leaders play a role in transformations
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.
The Culture Connection
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:
- As a Barrier to Change: If an organization’s culture is not aligned with the desired skill development, it can act as a primary source of resistance to change. Existing beliefs and practices that do not support new skills can hinder progress and reinforce the status quo.
- As a Strategic Lever: Conversely, culture can be a powerful strategic lever. When aligned with the goals of skill development efforts, cultural forces can drive behavior change effectively. Culture can guide and reinforce the desired behaviors necessary for skill sustainability.
L&D’s Role in Driving Cultural Change
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.
Tips to Influence Culture Change
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:
- Work at Multiple Levels: Embrace the idea that culture change is most effective when addressed at three levels: organizational, team and individual. At the organizational level, senior leaders should communicate and model the desired culture. Teams should translate strategic goals into action able responsibilities, and individuals should focus on skill development and application.
- Connect Beliefs to Results: Accelerate culture change by linking individual beliefs to organizational results. Show employees how embracing new skills and cultural values can benefit both the company and them.
- Plan a Disciplined Implementation Cascade: Cultural change requires a well-structured implementation plan. Develop a disciplined cascade that starts at the top with senior leaders and trickles down through teams and individuals. Anticipate and address potential risks and barriers early and plan accordingly.
- Implement Leader-Led Learning: Encourage leaders at all levels to lead by example. Leader led learning involves them actively participating in skill development and modeling desired behaviors. These leaders become organizational change champions who can guide their teams toward cultural alignment and inspire others in the organization to emulate their practices.
- Leverage Technology: Use technology strategically for communication, measurement and reporting. Customize communication methods for different subgroups within your organization. Measure both behavior and belief changes and use technology to collect and share successes and lessons learned.
Tips for All Business Leaders
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:
- Lead by Example: Model desired behaviors and values associated with the targeted skills. Be sure to consider how skills will translate into your functional role.
- Support Learning Initiatives: Encourage team members to participate in skill development programs and communicate how programming fits into the bigger picture. Allocate resources and time for learning activities.
- Provide Feedback and Coaching: Regularly provide feedback on progress and coaching on gaps in desired behavior and beliefs. Encourage open dialogue about cultural change.
Conclusion
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.
