Training Content
- 3.3.C Skill in identifying formal and informal relationships, hierarchies, and power dynamics in an organization.
- 3.3.D Skill in creating a culture which encourages and/or creates opportunities for dialogue and feedback between individuals and groups, for example designing collaborative work practices and/or spaces, and role modeling effective feedback techniques.
These are notes, expect typos.
A collaborative culture is one that works across boundaries to build connections and shared purpose. Employees at all levels have increased demands for collaborative cultures and supportive peer networks, projects that connect with their strengths, and managers that challenge them through team-based training and development (Jaramillo and Richardson 2016).
TD professionals should assist their organizations to foster a growth mindset by systemically building continuous learning into daily work with short, frequent “pull” versus “push” bursts of information that is readily accessible and available to all employees at the time and place of need.
Articles
- https://www.td.org/insights/3-ways-leaders-can-create-a-shared-learning-culture
- The average half-life of a learned skill is five years, and that number will continue to decline over the next several years.
- … organizations need to develop a culture that supports learning. Organizational culture, according to Edgar Schein, has three levels: deep underlying beliefs and assumptions, values and principles that structure action, and the symbols and artifacts that are visible in the workplace. Culture shapes the behaviors of people in the organization (Source: https://www.td.org/insights/from-a-training-culture-to-a-learning-culture)
- Another summary article on the capability >> https://www.td.org/insights/organization-development-and-culture-are-vital-capabilities-in-talent-development
