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This is a bundled training package. It contains training for each of the bundled items below:

Course Price
Creating and Maintaining a Positive Work Environment $74.95
Fundamentals of Organizational Learning $74.95
Establishing the Conditions for a Learning Culture $74.95
Developing Learning Practices $74.95
Evaluating and Sustaining Organizational Learning $74.95

Bundle Price: $199.00
Total Savings: $175.75

Creating and Maintaining a Positive Work Environment

Leaders play a vital role in establishing and maintaining a positive work environment. This is key to any organization's long-term success, no matter how many employees you have. It's leaders who foster the work atmosphere; they're responsible for conducting things in a way that helps raise people's spirits. Leaders can also help counteract a negative environment, and create a positive one by communicating honestly, respecting and supporting others, and maintaining a good attitude themselves. This course introduces some best practices for creating a positive work environment. Specifically, you'll learn the benefits to establishing it, its characteristics, and some concrete steps you can take to create one. You'll also explore how to maintain this atmosphere by learning how to recognize the signs and impact of negativity and how to take corrective action. Finally, you'll be able to practice through a simulated scenario how to maintain a positive work environment with your employees.

Learning Objectives
  • Identify examples of principles you can apply to create a positive work environment
  • Determine what a manager should do to maintain a positive work environment in a given scenario
  • Maintain a positive work environment

Fundamentals of Organizational Learning

Organizational learning is often considered a luxury, and the tendency to focus on the 'here and now' can shift attention away from the need for continuous learning at all levels of the organization. The reality, however, is that organizations that develop a learning culture will not only weather difficult times better than most, but will flourish in an ultra-competitive global market. This course introduces the concept of organizational learning, and its benefits to individual employees as well as the organization as a whole. It examines the role of training, knowledge management, and technology in facilitating organizational learning, and stresses the pivotal role of the learning culture. By exploring the essential elements and indicators of a pro-learning culture, the course prepares you to assess your current workplace and determine how conducive it is to learning. In a world that's becoming smaller by the day, developing a learning organization is paramount – it'll increase your competitiveness, and create more satisfied, goal-oriented employees.

Learning Objectives
  • Recognize the importance and value of organizational learning
  • Describe the role of training, knowledge management, and technology in organizational learning
  • Distinguish between training and learning
  • Recognize the essential elements of a learning culture
  • Assess the learning culture of an organization

Establishing the Conditions for a Learning Culture

What does it mean to create a culture of learning? What conditions are required for such a culture to develop? For many organizations, developing a culture of learning requires a fundamental shift in thinking. Several small changes in thinking and behavior can collectively shift the direction of a company toward one that's centered on learning. This course introduces various conditions that together facilitate a culture of learning. It examines the numerous obstacles that must be overcome before moving to a learning culture, including deeply engrained individual beliefs, systems of hierarchy, and lack of transparency. For each obstacle faced, the course introduces practical solutions to overcome it. It also explores in detail one of the most important conditions for learning: employee motivation. Without motivation, employees will be less receptive to learning programs, and thus less likely to use their learning for the greater organizational good. And the course offers strategies for tapping into intrinsic motivations and generating an enthusiasm for personal improvement that will help sustain a strong learning culture.

Learning Objectives
  • Recognize examples of the organizational conditions required for a strong learning culture to develop
  • Recognize how specific workplace obstacles can impair organizational learning
  • Determine how and why to establish a given condition for a culture of learning
  • Recognize the use of key strategies for motivating employees toward learning

Developing Learning Practices

Today's organizational leaders know that cultivating a learning culture means more than providing training sessions – it means sustaining an ongoing process of learning using various practices, all integrated with the operations and routines of the business. It means analyzing needs and planning strategically before launching a learning initiative. It means setting up diverse opportunities for acquiring, creating, and sharing knowledge. And it means ensuring that employees have the chance to practice and apply what they have learned in a way that makes a significant difference to the business. This course delves into four key practices that augment and support organizational learning: planning for learning, building knowledge, diffusing knowledge, and applying knowledge in the organization. For each of these practices, the course outlines strategies and guidelines that help bolster the organization's learning culture and its competitiveness within its given market.

Learning Objectives
  • Apply key steps in a development needs assessment
  • Recognize examples of strategies that facilitate specific types of knowledge building
  • Recognize examples of actions that promote the diffusion of knowledge through an organization
  • Recognize actions that promote long-term changes based on learning

Evaluating and Sustaining Organizational Learning

Creating a learning organization is important, but the real value comes in aligning learning with company goals and strategies. Leaders must constantly ask the question 'How has this learning process helped achieve organizational goals or short and long-term strategies?' A favorable answer will help justify further efforts to strengthen your learning culture. Learning is a process, not an event, and therefore requires ongoing attention and support from leaders to sustain its momentum. This course examines ways in which learning can expand, grow, and continue to be part of an organization's future. It looks at ways in which learning can be measured, both on an individual level and on an organizational level. And it shows how learning can result in several possible positive outcomes, including greater employee engagement, quicker product roll out, and improved customer service. These and other changes brought about by learning must be measured to ensure that the worth of learning initiatives is quantifiable and visible to all key stakeholders.

Learning Objectives
  • Recognize examples of strategies that sustain a culture of learning
  • Identify examples of actions that could be taken to perform the key steps in evaluating the impact of a given learning effort on the individual participants
  • Recognize examples of effective approaches for assessing and reporting the organizational impact of learning
  • Distinguish between key components in an assessment of ROI
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Developing a Culture of Learning e-learning bundle
  • Course ID:
  • Duration:
    5 hours
  • Price: