Read this presentation to know: - Why is building a learning culture vital for a high-performing business organization? - How to build a high-impact learning culture? - Discover how AMWAY, a large multi-national with 20,000 employees and 7 million distributors leveraged technology enabled learning to achieve positive business impact Visit www.24x7learning.com/resources.html To download the presentation Or Write to vinita.tyagi@24x7learning.com if you want a copy of this presentation Connect to Us: Facebook: facebook.com/24x7LearningIndia Twitter: twitter.com/24x7learning LinkedIn: lnkd.in/6qD2pY

1. Building a Learning Culture
1

2. What will we speak about today?
• What is Culture?
• What is Learning Culture?
• Why is it so important?
• How to build Learning Culture?
• How to assess it?

3. What is Culture?
Culture is like the air we breathe

4. What is Culture?
Culture is hard, not soft

5. What is Culture?
Culture is created by, reinforced by,
and often destroyed by leaders

6. What is Learning Culture?
Learning culture is very business-relevant
and not at all academic

7. What is learning organization’s culture?

8. Why it is important to create effective
Learning Culture
Improves employee
engagement
Higher retention
Learning Culture
Business processes
become more efficient &
streamlined
Higher ROI and long-
term success

9. How to assess Organizational Culture?
Give yourself
a quiz
Give the quiz to managers
and business leaders
Conduct focus groups with employees
or customers
Strategize at a retreat, business
planning session, or at staff meetings

10. Key Questions to assess your
Organizational Learning Culture?
Q.1 In our organization leaders constantly emphasize the benefits of learning.
They lead by example by investing in their own personal development.
Q2. We regularly help employees create their "own career development
plans" in our organization as a formal process
Q.3. We have awards to encourage "innovative ideas" or "best cost-cutting
idea" and other process improvement suggestions.
Q.4. We routinely indulge in internal discussions on "internal spending on
training vs. benefits realized" and take time to analyze the impact of our
training interventions.
Q.5. We actively encourage "internal job postings" and try to hire from within
to fill job openings.

11. Key Questions to assess your
Organizational Learning Culture?
Q.6. We have a Learning Management System that allows people to monitor
their formal training programs and self-subscribe to eLearning courses or
request approval to attend training programs
Q.7. We have an internal portal to encourage people to "freely exchange
information and know-how" on topics of mutual interest
Q.8. We routinely "talk to" or "poll" the learners on whether they found the
training content to be beneficial.

14. Interpretation of Scores
• Mostly A's- Excellent! You have a great learning culture in your organization
and introducing a new learning method or technology to your employees will
be a cake walk for you. Your organization very well understands enhancing
knowledge is the key to success.
• Mostly B's- Average! If you go with a well-planned road map to launch
learning in your organization; it can lead to successful impact. By encouraging
feedback and rewarding your employees for their innovative ideas or for their
self-directed development you can build a strong foundation for learning in
your organization.
• Mostly C's- Alas! This indicates that the department or organization isn't
prepared to engage in other kinds of organizational learning practices. Prior to
implementing training programs, the learning culture has to be strengthened.
Employees should be motivated enough to realize the importance of training
imparted to them in terms of value added to their self-development and
career. Senior leaders have to visibly support learning. A serious study on the
benefits of training in quantitative terms should be initiated to build internal
buy-in.

15. How do you create learning culture?
Recognize
workers who learn new Emphasize learning as an
information and abilities important activity
Knowledge exists
throughout the
organization
Create opportunities for staff “Collaboration with other
to teach other employees” a crucial way
to learn

16. How do you create learning culture?
Routinely talk to and poll Share innovations and
customers solutions companywide
Organizations with strong
learning cultures are great at
meeting their customers
needs.
Communicate “customer ideas Ensure “most employees can
and solutions within the explain” the firm’s beliefs to
company” outsiders

17. How do you create a learning culture?
Invest time, money, and resources in learning

18. How do you create a learning culture?
Get buy-in from leadership and management

19. How do you create a learning culture?
Promote knowledge-sharing

20. How do you create a learning culture?
Empower employees to take charge of their
own learning

21. How do you create a learning culture?
Show, don't just tell

22. How do you create a learning culture?
Measure, measure, measure

23. CASE STUDY

24. About Amway
• Amway is one of the world’s largest direct selling companies
• 13,000 employees worldwide and Amway distributors are part of a sales
force of more than 3 million owners around the world
• More than 450 unique, high-quality products in the areas of nutrition,
wellness, beauty and home
• Amway needed a powerful, way to sustain the culture of the company
• At the same time attracting and building new leaders in the organization

25. Solution
• Larry Looker, Manager, Global Leadership Development, and his team
developed a plan to capture voices of distinction within the organization
around the world by asking the simple question, “Who is leading the
Amway way?”
• They identified eighteen individuals across the organization, whom they
felt exemplified the expression, “Leading the Amway Way,” and invited
them to participate in a series of interviews delivering their story and
voice on three key questions:
 What does leading the Amway way mean to you?
 What does it look like to live our Vision, Founders’ Fundamentals, and our
Values?
 What advice do you have for newly hired or promoted Amway leaders?

26. Four themes were identified as a result of the
interviews
[1] Partnering for [2] Promoting Passion
Shared Success for the Business
[4] Balancing Culture
[3] Leading With an
and Performance
Enterprise First Focus
26

27. Results
• The video story telling sessions were edited and refined as short video
presentations featuring Amway’s own voices of distinction,
• Integrated in quarterly workshops conducted by talent and leadership
development facilitators.
• The goal of these sessions is to not only introduce the core principles to
emerging leaders, but importantly, reinforce these principles with the
stories of true-to-life individuals in the company acting out these
principles throughout their operating units around the world.

28. Amway discovered three key ingredients to
building success for the business:
Use of Strategic Stories
Tapping Strong Internal Credibility
Sustaining Company Identity

29. Impact
• By capturing and sharing those powerful videos, Amway is able to sustain
and reinforce the culture in a highly scalable manner.
• Amway learners can more easily model that leadership in action to drive the
kind of partnership, passion and performance to accelerate Amway growth
without sacrificing their signature identity and mission of “helping people
live better lives.”

30. How We Can Assist You In Reinforcing Company
Culture by Voices of Distinction

31. 50 Lessons™-Video-Based Leadership
Solution
OVERVIEW
• Over 1200 digital business lessons featuring
more than 250 recognized global business
leaders
• Compelling story-based approach to capturing
and sharing critical business lessons
• 3-5 minute video lessons; short, engaging and
shot to broadcast standards

32. 1200+ Video Assets
Over 240 Executives and Global Thought Leaders

33. CXO Insights Lessons Summary
Ideas for action
Questions to ask

34. Why Learning Cultures Make a
Difference
• In the annual survey of “elite organizations” conducted by Fortune and
the Hay Group, the results continually show the one thing each of these
elite organizations has in common is that their corporate cultures value
people and how they learn.
• Learning culture offers source of competitive advantage
• Learning helps organization get better at getting better
• Learning culture are constantly discovering new ways to satisfy customer
needs, new ways to develop and deliver product and services.
Learning culture inspires ordinary people to learn how to prosper in an
increasingly turbulent world.

35. 24x7 learning team consults on the following
aspects