Grow Excellent Performance By Building A Learning Culture

Drive high skills and gain leaders' support by showing the positive value a learning culture brings to organizations.
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  • Lectures 18
  • Length 1 hour
  • Skill Level All Levels
  • Languages English
  • Includes Lifetime access
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About This Course

Published 9/2015 English

Course Description

Over 2,800 students from 106 countries enrolled in Specialist Series classes by Katy Caselli since September, 2015! Updated in April, 2016!

Research shows that much of training efforts are wasted, and some experts state that only 10% of the typical workforce training event is retained This course was created to help you get the most out of your learning and development efforts. When you grow a learning culture, organizations get stronger! Performance levels go higher, employee engagement rises, and retention of top employees gets easier!

Enroll in this class to make momentous changes to your business by using the secrets of learning organizations to make your efforts pay off!

There are over 15 lectures and a plan for you to complete that helps you thoughtfully apply what you learn so that this information sticks and helps you make great changes for your organization and also helps you learn some very key insights about the Learning and Development field. Develop your power and influence by becoming an expert in your field!

What are the requirements?

  • Some current influence over people performance systems is helpful

What am I going to get from this course?

  • Plan modifications, communication, support, behaviors and actions needed to establish and deepen a "Learning Culture"
  • List the bottom line advantages of learning organizations
  • Stop trying to push a boulder up hill. Determine solutions to make learning snowball, picking up speed and size as it goes
  • Recognize indications of learning culture growth and those actions that stop it in its tracks
  • Recognize the differences between non-learning and learning organizations

What is the target audience?

  • Learning and Development Professionals
  • High Level People Leaders
  • Human Resource Professionals
  • Instructors

What you get with this course?

Not for you? No problem.
30 day money back guarantee.

Forever yours.
Lifetime access.

Learn on the go.
Desktop, iOS and Android.

Get rewarded.
Certificate of completion.

Curriculum

Section 1: What is a Learning Culture and Why Do We Need It?
01:48

Does your organization have a goal to improve performance overall? Is there pressure to be more agile, change-ready and resilient in the marketplace? Yet do training initiatives seem to fall flat with unknown results and is it difficult to engage owners to be responsible for supporting learning? To make it as easy as possible for learning to meet its mark and bring fast, sustainable change, set goals to grow a learning culture.

I have been in professional training roles for large, global organizations for 17 years and have experience in solving complex organizational problems through excellent people systems and solutions. Certified in Change Management, 360 Feedback, Myers-Briggs Type Indicator, Instructional design and a Certified Technical Trainer (CTT+), I have used these skill and knowledge extensively in organizations to both lift the overall workforce skill levels and to apply learning solutions for specific problem areas, resulting in positive changes to the business and short time-frame return on investment. I have my master's degree in industrial/ organizational psychology and use it to frame hiring and on-boarding systems that are effective and compliant.

I am also the author of Building Giants: Transforming Your Workforce Through Effective Training, Coming soon through Building Giants Press. Parts of this class are adapted from that book.

I am here to help and I answer forum questions and emails at least once a day, so reach out and contact me through this course with any questions!

02:05

Some Top Reasons to Grow a Learning Culture:

Grow employee engagement: Studies from August, 2015 show that much of the workforce remains disengaged, meaning they are mentally checked out, hiding in plain sight, going through the motions, or actively trying to get out of the organization....

03:15

In an organization with a low learning culture, the balance of highly reactive activities as quite a bit higher than proactive activities.

Here is an example of what I mean: Reactive activities are rework, do-overs, clean ups of spills, errors, injuries, lost materials, apologies to lost customers...


01:25

This course is a learning course! Download the plan and capture notes on how you will deeply impact learning in your organization by implementing a learning culture!

When you see the Time to Plan Slide, make sure and turn to your plan to capture the ideas you have gotten in that lecture so that by the end, you have outlined a strategy for growing a learning culture and you are ready to share it with team members and flesh it out. Remember to take in clues as to the speed at which your organization can logically move through the plan and get this feedback and direction from top leaders.


1 question

Quick fun quiz!

Section 2: Getting the All Important Support For Learning- What Works and What Doesn't
01:36

To grow a learning culture, you may need to show some successes first before going for more support. Here is how: Show how Learning and Development efforts are solving business problems....


04:15

Set targets with top leaders

Take a close look at succession planning- which are critical positions? How is turnover in those positions?

What is the internal promotion rate, and what is a good target to reach for?


01:59

Know that there will be a wide variation in how leaders and departments, sectors and divisions use learning to improve performance, within a single organization. So let's diagnose it!


1 question

Just for Fun!

Section 3: Key Steps To Take to Grow A Learning Culture and Begin to See The Rewards
01:54

In the classroom, students need a chance take in, reflect on and introduce new skills and insights to their brain. Reinforcement, discussion and analysis of the concepts through exercises creates new memories....

02:03

Is development planning a part of your organization? Is it done well? The development plan is critical because it helps leaders to hold employees accountable for increasing their skills.

02:00

Scolding leaders or instructors- understanding and glorify successes instead. If there is resistance, try to nicely delve into it and ask what it is....


01:28

Obviously excellent training design helps to communicate that learning activities are engaging, exciting even. The praise for your courses will then be passed from student to prospective student, and from there to leaders as your courses are requested, people actually show up and participate....

See more on this in the bonus lecture, and also, check this hilarious and free discussion of PowerPoint by Don McMillon in Youtube:

https://www.youtube.com/watch?v=MjcO2ExtHso

02:02

Reminding Students of Their Accountability to Use the Training

When you thoughtfully send the right students to a class, also make sure they are on-board with helping to solve business problems just afterwards. Plan the improvements they can make together and communicate the problems they have solved afterwards...

01:53

Some people think resistance is a clear stop sign. Others see it as a gift and a learning opportunity. Others see it as an obstacle to charge or bully their way through.


05:34

Dr. Kirkpatrick's framework is excellent because it is a tool that explains the usefulness of training in ways that experts and non-experts in the training field can understand and use....

2 questions

Quick, Fun Quiz for Review

02:35

I just wanted to share with you that of all the ways I have learned about my profession, by far what has helped the most is feedback. Feedback is a training professional, and instructor's best friend...

01:58

Swag ideas for jazzing up a training session!

Consult with me! http://app.maven.co/profile/dKVbGVK7

06:31

There is a whole class in Udemy on Creative Training Techniques, but here is just a taste of it! Enjoy!

Consult with me! http://app.maven.co/profile/dKVbGVK7

Don't forget to check out my other Udemy Courses!

Bonus Lecture 3: More Help!
Article

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Instructor Biography

Katy Caselli, Organizational Psychologist, Author, Speaker, Learning Guru

Katy Caselli has been in professional training roles for large, global organizations for 18 years and has experience in solving complex organizational problems through excellent people systems and solutions. Certified in Change Management, 360 Feedback, Myers-Briggs Type Indicator, Instructional design and a Certified Technical Trainer (CTT+), Katy has used this skill and knowledge extensively in organizations to both lift the overall workforce skill levels and to apply learning solutions for specific problem areas, resulting in positive changes to the business and short time-frame return on investment. Katy Caselli has her master's degree in industrial/ organizational psychology and uses it to frame hiring and on-boarding systems that are effective and compliant. She is the author of Building Giants: A Proven System to Transform Your Workforce Through Effective Training. A constant learner, Katy's current hobbies include stained glass, kayaking and photography.

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