The Four Types of Learning Cultures

In today's fast-paced and ever-evolving world of work, organizations must have a robust strategy around delivering modern and comprehensive harassment education. That said, employees often loathe having to complete their annual harassment training. Why is that? In Making Anti-Harassment Training a Positive Experience, we explore the pitfalls of traditional harassment training and the benefits of taking a holistic approach to training that helps build a workplace where every individual feels heard and supported when issues arise. Our white paper offers actionable tips to re-imagine your harassment and compliance offerings, covering: *How to combat employee resistance and uncertainty toward annual training *The organizational risks of not overhauling your anti-harassment training *The benefits of infusing DEI into your anti-harassment training *How utilizing a single-solution provider can help streamline your training efforts and create a more seamless learning environment

Download Content »

A learning culture is a set of organizational values, processes, and practices that encourage employees - and the organization as a whole - to continuously learn and add new skills. An organization with a true learning culture improves employee morale, reduces turnover, attracts better talent, fosters innovation, creates more effective teams, and is generally more productive. After discussing these benefits, we outline seven basic steps for forming an intentional learning culture. Most learning directors would claim that their organizations value learning. However many of them do not have a true learning culture. At best, they have what one would call a "training culture." What's the difference? In a training culture, performance problems are tended to by the use of training. The challenge, from this point of view, is getting good content, delivering it efficiently, and tracking attendance. Much less attention is paid to the context surrounding training, such as employee and management attitudes, tracking, and so on. Training is largely centralized and instructor-led and measures success in terms of delivery. A learning culture, on the other hand, focuses more on workplace outcomes than on attendance at training events. Although employees might still receive formal training, they are encouraged to learn on their own, as needed. Our white paper dives into the benefits of a true learning culture!

Download Content »

Sourcing the right compliance training partner is critical to your culture and potentially to your company’s financial welfare and reputation. To have a successful eLearning anti-harassment training program, it is important you select a single-source partner you can rely on for the long term. Hundreds of companies offer anti-harassment online training videos and learning management systems. How do you make an educated decision, especially one that’s so critical to building a workplace culture of respect, safety, and fairness? This white paper dives into questions to ask potential eLearning providers during the selection process not only for an anti-harassment training program but for a single-source partner for all your compliance and training needs. We explain why asking specific questions is important and offer “green and red lights” to help you decide when to move forward and when to no longer pursue that provider.

Download Content »