Building A Training Culture

Louder for the people at the back 🎤 Many organisations today seem to have shifted from being institutions that develop great talent to those that primarily seek ready-made talent. This trend overlooks the immense value of individuals who, despite lacking experience, possess a great attitude, commitment, and a team-oriented mindset. These qualities often outweigh the drawbacks of hiring experienced individuals with a fixed and toxic mindset. The best organisations attract talent with their best years ahead of them, focusing on potential rather than past achievements. Let’s be clear this is more about mindset and willingness to learn and unlearn as apposed to age. To realise the incredible potential return, organisations must commit to creating an environment where continuous development is possible. This requires a multi-faceted approach: 1. Robust Training Programmes: Employers should invest in comprehensive training programmes that equip employees with the necessary skills for their roles. This includes on-the-job training, mentorship programmes, online courses, and workshops. 2. Redefining Hiring Criteria: Organisations should revise their hiring criteria to focus more on candidates’ potential and willingness to learn rather than solely on prior experience or formal qualifications. Behavioural interviews, aptitude tests, and probationary periods can help assess a candidate's ability to learn and adapt. 3. Partnerships with Educational Institutions: Companies can collaborate with educational institutions to design curricula that align with industry needs. Apprenticeship programmes, internships, and cooperative education can bridge the gap between academic learning and practical job skills. 4. Lifelong Learning Culture: Encouraging a culture of lifelong learning within organisations is crucial. Employers should provide ongoing education opportunities and support for professional development. This includes continuous skills assessment and access to resources for upskilling and reskilling. 5. Inclusive Recruitment Practices: Employers should implement inclusive recruitment practices that remove biases and barriers. Blind recruitment, diversity quotas, and targeted outreach programmes can help ensure that diverse candidates are given a fair chance. By implementing these measures, organisations can develop a workforce that is adaptable, innovative, and resilient, ensuring sustainable success and growth.

Last week Google announced Learn Your Way - a research experiment to reimagine the most overused, under-loved artifact in education: the textbook. The problem is obvious: textbooks are one-size-fits-all. Written once, updated rarely, inflicted equally. Great for industrial-scale learning, terrible for actual students. Learn Your Way tries to fix that with AI: a student picks their grade level and interests (sports, music, food). The system then “relevels” the text, swaps out generic examples for personalized ones (Newton’s apple becomes a soccer ball), and builds a personalized core. From there, it spins out multiple formats: immersive text with visuals, section-level quizzes, narrated slides, Socratic dialogues, even mind maps. In a controlled trial with 60 high schoolers, it beat the humble PDF reader across the board: comprehension, retention, and preference. AI is going to fundamentally change education. The way I see it, we will move from: ▪️Standardization → Personalization: Education has been built for scale: 1 teacher, 30 students, 1 chalkboard. AI flips that. Materials adapt to pace and interest; assessment becomes continuous, not blunt. ▪️Knowledge Transfer → Cognitive Coaching: When facts are instantly accessible, memorization stops being the scarce skill. The real edge is knowing when AI is wrong, asking sharper questions, and connecting ideas across disciplines. ▪️Classrooms → Learning Ecosystems: Teachers shift from lecturers to facilitators and motivators. AI covers explanations and drills; humans teach judgment, values, and meaning. Peer learning deepens when everyone brings AI-augmented insights. ▪️Exams → Evidence of Thinking: With AI co-pilots, recall-based tests lose power. Evaluation moves to process, projects, and defense - not “what’s the answer?” but “show your reasoning.” ▪️Scarcity → Abundance (with new inequities): AI promises tutoring for anyone with a smartphone. But access to devices, connectivity, and high-quality models could widen divides. A new gap may emerge between students trained to use AI critically and those who consume it passively. Here's the irony: in making information abundant, AI paradoxically revives the oldest form of teaching. Socrates didn’t assign PDFs; he asked questions until you realized you didn’t know what you thought you knew. His role wasn’t to supply answers but to train skepticism. That is the teacher’s role again. Not to out-explain Gemini, but to show when not to trust it. To cultivate judgment, doubt, and the art of better questions. AI hasn’t reinvented education so much as rerouted it back to its roots: the Socratic method - only now Socrates is paired with a chatbot that never sleeps and never hesitates.

Upskill or Unseat In today's dynamic landscape, stagnant skills mean lost opportunities. Investing in L&D isn't just "optional," it's essential for success. Here's why: • Boost productivity: Sharpened skills = smoother operations and increased output. IBM found that well-trained teams increase their productivity by 10%. • Fuel innovation: Empower your team to solve problems creatively and drive growth. A LinkedIn study showed that companies with strong L&D programs are 4x more likely to report increased innovation. • Engage your workforce: Show them you care about their development, fostering loyalty and motivation. 94% of employees say they would stay at a company longer if there is an investment in L&D, according to the LinkedIn Workplace Learning Report. • Seize opportunities: Equip your team with the skills to adapt and thrive in a changing market. AIHR reports that 87% of millennials find L&D opportunities crucial when deciding where to work. Don't let your competitors outpace you. Make L&D a priority in 2024. #Leadership #Innovation #Management #digitalmarketing

Building a learning culture is something you need to plan for, but it's not something that needs to cost a lot of time or money. A learning culture is an environment where continuous learning is encouraged and supported. It's where learning is part of everyday work, not just something done in formal training. If you are not sure whether your organization has an effective learning culture, start with some simple analysis. 🤔 Examine your current strategy. Does it clarify what a learning culture looks like in your organization? Is there a clear plan for shaping it? 👂 Bring in other voices and ask people for feedback on the existing culture. ⚖ Consider whether existing learning and development initiatives are aligned with the organization's strategic objectives. Does spending reflect this? Or does it reflect a more ad hoc approach? ✍ After analysis, the next step is to create a new plan or update the existing one, ensuring there is a learning and development plan for all roles, right across the organization. In this, it's ESSENTIAL to clearly define responsibilities for learning. ❓ As with any plan, you will have to consider resources and priorities. Be aware that building a learning and development culture doesn't have to be overly time consuming or expensive. 💵 When considering costs, take into account how people and teams can share knowledge and learn from each other, without paying through the nose for external supports. So, leverage internal expertise where you can... ...If machine operators are struggling with meeting OEE targets, figure out who has the knowledge internally to spend a couple of hours a week with them to mentor them on this. ...Or if office workers are struggling with time management, perhaps managers can coach them to develop these skills as part of their weekly one to one's. ⏰ When considering time, remember that micro learning can be built into existing platforms rather than taking days out of work for formal training.  📜 When considering content, don't make the mistake of focusing solely on technical skills. Make sure plans are holistic and include topics like leadership development and interpersonal skills. Include employees' learning interests that align to the organizational plans. 🚨 🚨 🚨 🤵 Leaders and managers- you play a key role in shaping a learning culture. You are in a prime position to promote learning that is aligned with organizational goals, people's needs, and make learning social and fun. 👩💼 You can set the tone by encouraging curiosity, supporting continuous development, and leading by example. Leaders are always learning too, and it's important to show this example to your team. #learninganddevelopment #learningculture #leadership #continuousimprovement #employeeengagement

It's not the skills they bring on day one. It's how well your training develops them. But here's what most organizations get wrong: They focus on information transfer, not behavior change. They design events, not experiences. They measure attendance, not application. The corporate training industry has a dirty secret: Most programs create zero lasting change. Here's why the knowledge-to-action gap persists: 1️⃣ The forgetting curve is brutal ↳ Within 24 hours, learners forget 70% of new information ↳ After one week, retention drops to less than 10% 2️⃣ Knowledge doesn't equal behavior change ↳ Knowing what to do rarely translates to doing it consistently ↳ Change requires motivation, capability, and environmental support 3️⃣ Context matters more than content ↳ Skills learned in isolation don't transfer to real situations ↳ The gap between learning environment and work environment is too wide 4️⃣ Training events lack sustainability ↳ True behavior change follows a journey, not an event ↳ Without follow-up reinforcement, new behaviors won't stick 5️⃣ Evidence-based approaches that actually work ↳ Design learning experiences, not training events ↳ Embed learning directly into workflow ↳ Focus on behavior over knowledge The most effective organizations don't simply train employees. They design human-centered learning experiences that acknowledge how people actually change. Stop throwing money at training that doesn't work. ♻️ Repost to help leaders create more effective learning experiences ➕ Follow Carmen Morin for more evidence-based learning design

When you align learning strategy with how the brain actually learns you'll find that performance improves. In many organisations, learning still means content delivery - I battle this challenge regularly. L&D teams measure outputs like number of courses, completions, attendance rather than outcomes. But humans don’t learn by consuming information. They learn by connecting ideas, making meaning, and putting their knowledge and skills into practice over and over again until their brains physically change. If you want to genuinely change behaviour and performance in your organisation then your whole strategy needs to be designed with the brain in mind. Here are three practical principles to share with your design and delivery teams: 🧠 Space, don’t cram Learning needs time to settle. Encourage teams to design experiences that build over time rather than delivering everything in one go. The return on retention is remarkable. 💡 Engage peoples emotions People remember what feels relevant and real. Challenge your designers to stimulate learners emotions with hooks like stories, challenges and personal connections. Don't just design pretty slides. 🔄 Practice and retrieval Learning journeys, rather than one off events, give people time to apply, reflect, and test new skills where it matters - on the job. This doesn't mean repetition for its own sake; it's simply how neural pathways are strengthened. When your learning strategy aligns with how the brain naturally works key metrics like engagement, performance and business impact improve. How do you enable your teams to bring brain science into the way they design and deliver learning?

How to Lead Your Organization in the Age of AI You’ve probably heard the term “digital transformation” a hundred times. But what does it really mean? And how can companies ensure they stay competitive in the AI era? This concept, inspired by insights from Harvard Business Review, highlights how fostering a digital mindset is key to thriving in the age of AI. What Is a Digital Mindset? A digital mindset is more than just understanding technology. It’s about: ➤ Adopting attitudes and behaviors that see AI as a tool for innovation and new possibilities. ➤ Transforming workflows to unlock value, not just relying on tools, but using them as a strategic advantage. Employees fall into four categories when it comes to adopting new technology: 1️⃣ Digital Leaders: Highly skilled and enthusiastic adopters who drive innovation. 2️⃣ Digital Champions: Quick learners who are ready to use AI but need some guidance. 3️⃣ Digital Skeptics: Reluctant users who need training and reassurance about the value of AI. 4️⃣ Digital Laggards: Resistant to change and struggle to see the benefits of new technology. Your goal as a leader? Move as many people as possible into the leader and champion categories. How to Foster a Digital Mindset: Key Steps for Leaders 1️⃣ Foster a Culture of Continuous Learning: Encourage curiosity and provide ongoing training programs. Employees must feel supported to experiment with AI tools in their work. 2️⃣ Normalize Change and Shifting Norms: Celebrate small wins, reward experimentation, and make it safe for employees to fail and learn. 3️⃣ Invest in Employee Training Programs: A successful training program focuses on three elements: ➤Relevance: Align training with specific roles and industry needs. ➤Accessibility: Make training easily available through online modules or hands-on workshops. ➤Measurable Outcomes: Set clear goals and track progress to demonstrate value. Ready to lead your organization into the future? ♻️ Share this post with your team to start the conversation. 👋 Follow me, Hetali Mehta, MPH for actionable insights on AI, leadership, and innovation.

 🏫Future University 🏫 In responding to one of my recent posts, Julie (JR) Rowland challenged me to envision the future university. I replied with a vision of the future university as a dynamic, decentralised physical and digital ecosystem that integrates education, work, and community service into a continuous learning journey. This new university is designed to adapt to the rapidly changing global landscape, harnessing the power of technology to make learning accessible, personalised, and directly applicable to real-world challenges. Its purpose is to foster lifelong learning, innovation, and collaboration, preparing individuals not just for today's jobs but for the challenges and opportunities of the future. Its value proposition is its ability to integrate theoretical knowledge with practical application, thereby enhancing individual capabilities, addressing societal challenges, and driving economic and social progress. Let's imagine a day in the life of a student attending this university: Maria is a learner at Future University, a global network without a traditional campus. Her day begins in her local community hub, a co-working space with advanced technology, including AI tutors, surrounded by a vibrant community of learners, mentors, and professionals from surrounding companies. Maria's morning is spent working on a project with a technology startup, part of her apprenticeship program. She's developing a sustainable energy solution, applying skills learned in her interdisciplinary studies. Her AI tutor facilitates the project, which suggests resources and learning modules based on the challenges she encounters in real time. Lunch is an opportunity for a mentorship meeting at the community hub, where Maria discusses her project's progress with her mentor, a senior engineer with global experience. They use a blockchain-based platform to record milestones and feedback, contributing to her personalised learning record. In the afternoon, Maria heads to an open innovation lab, a collaborative space where students, faculty, and industry professionals work together on research projects. Today, they're analysing data from their sustainable energy project to predict energy consumption patterns. This research is part of a larger initiative shared with partnering organisations across the globe. Maria spends her evening participating in a global skill exchange webinar, where she shares her project experiences with a global audience and learns from others working on similar projects. This platform allows her to connect with peers, enhancing her global network and exposing her to diverse perspectives. Before bed, Maria reflects on her day's learning, using her digital portfolio to document her achievements, skills and areas for growth. This portfolio, secured on the blockchain, is a comprehensive record of her lifelong learning journey, accessible to potential employers and collaborators. #futureofeducation #Highereducation

If you’re in Learning and Development… And you’re optimising for "checking the boxes" on training programs… IMO, we’re missing a trick. The likelihood of driving real behaviour change through surface-level programs is low. But when we focus on how people actually learn and grow? Game-changer. So, what should we be optimising for? ✅ Optimise for brain-friendly learning. Understand how the brain processes and retains information. Use spaced repetition, storytelling, and active engagement to make learning stick. ✅ Optimise for emotional engagement. People don’t learn well when they’re stressed or disengaged. Create safe, inspiring environments that spark curiosity and connection. ✅ Optimise for growth, not perfection. Shift the focus from “getting it right” to embracing mistakes as opportunities. Build a culture where learning is continuous, not a one-and-done event. ✅ Optimise for relevance. Every brain asks the same question: “Why does this matter to me?” Design programs that are actionable, personalised, and tied to real-world challenges. ✅ Optimise for habits, not just skills. Skills fade if they aren’t reinforced. Help people build habits that embed what they’ve learned into their daily work. AND DON’T FORGET… 🎉 Optimise for your own development. L&D professionals often pour into others but forget themselves. Stay curious. Seek out trends. Connect with peers who challenge and inspire you. CLO100 If you treat your role as a learning journey—for both yourself and your organisation—then the impact you create will be exponential.

Looking to upskill your employees or enhance your own skills on the job? Maybe the 'Qualifizierungschancengesetz' (long German word 🙈) is for you! The Qualifizierungschancengesetz (Skills Development Opportunities Act) is a German law aimed at promoting lifelong learning by providing financial support for employees to pursue further training.  It allows employers and employees to access subsidies for qualification programs, with funding provided by the Federal Employment Agency. The goal is to address the accelerated transformation of the working world, prevent unemployment caused by structural change, strengthen further training, and secure the skilled labor base. In a nutshell: - Up to 💯coverage of training costs. Companies can have the costs of employee training covered by public funding, up to 100%. The law enables companies to train their employees to remain competitive, but only for certified training programs. - 💰Companies are also supported through wage subsidies. Businesses with up to 50 employees can receive up to 75% of wage costs reimbursed, while those with up to 500 employees can receive up to 50%. Criteria for funding under the QCG: - Skills, knowledge, and abilities are imparted that go beyond exclusively job-related short-term adaptation training. - The acquisition of the vocational qualification for which a training period of at least two years is stipulated by federal or state law was generally at least two years ago (if applicable). - The employee has not taken part in further vocational training subsidized in the two years before submitting the application. - The program or course lasts more than 120 hours.  - The program or course, as well as the provider, must be AZAV-approved. I'll link some resources in the comments 👇 Are you already making use of the Qualifizierungschancengesetz? #upskilling #personaldevelopment #learning