Most companies today have a “training culture”. ATD’s 2016 State of the Industry report concludes:
…the traditional, instructor-led, face-to-face classroom continues to play a crucial role, and it was still the delivery mechanism for 51 percent of learning hours used in 2015.
The percentage would be considerably higher if the ATD study had included all push training, such as elearning programs and attendance at conferences. Which is to say that most learning in organizations is still delivered using formal, structured, leader-centered training methods.
In a podcast produced for ATD, I explain why organizations need to change from this “training culture” to a “learning culture”. And in the online workshop that I facilitate for ATD titled, Essentials of Developing an Organizational Learning Culture, we talk about what you can do to develop a learning culture in your organization.
This change requires, in part, engaging managers in helping to facilitate the learning of their direct reports. Managers have a key role to play in employee learning, but it means that managers must shift from “managing hands”, a twentieth century way of being a manager, to “managing minds”, a twenty-first century way of being a manager.
For more about managing minds, look for David Grebow and my forthcoming book to be published by ATD in the Spring of 2017, tentatively titled, Managing Minds, Winning Hearts.