Analyzing and sustainably improving one's own learning culture is on the agenda of many companies. But how can those responsible make this learning culture in companies visible at all? Established models help with that:
The first step for companies that want to change their learning culture is to make their current “status quo” visible: your company's learning culture is not just the willingness of employees to learn or the provision of learning materials, but a diverse and complex structure.
“Learning culture encompasses both the fostering and all the hindering conditions of learning. Thus, learning culture is the expression of the importance that learning has within the company.” (HR Lexicon: Learning Culture)
💡 Learning culture becomes visible in a company when learning is lived as an inherent part of leadership, collaboration, and strategic development, rather than as a measure.
A learning culture analysis helps your company to identify problems in the learning culture, strengthen the importance of learning, and develop appropriate impulses for change.
Simple Learning Culture Analysis for Companies in 3 Levels
Organizational psychologist Edgar Schein developed a specific cultural model for companies. In it, Schein distinguishes three levels of (learning) culture in companies:
Level 1 includes the visible things such as learning spaces or provided learning materials, as well as clear behaviors.
Level 2 addresses values and attitudes, for example, the degree of personal responsibility and the role of supervisors.
Level 3 consists of (unquestioned) basic assumptions. For instance, “I must (not) learn lifelong” or “Learning only happens in the classroom.”
With these three simple levels, you as a personnel or education officer can roughly grasp the learning culture in your company.
Comprehensive Learning Culture Analysis and Change
A comprehensive learning culture analysis model for companies comes from scil (swiss competence centre for innovations in learning). It not only assesses the current status but also outlines the course for change processes directly (see figure):
Learning culture analysis for companies according to scil with 5 learning culture elements and 4 process phases. Source
This model for learning culture analysis has already been successfully implemented in several companies. A detailed description as well as two detailed case studies can be found in the free PDF Excursion: Learning Culture Analysis and Change (Trend Study 2010, sci) – an exciting and worthwhile read for all education and personnel officers who want to uncover their own learning culture and effect sustainable changes.
Conclusion: New Learning Methods Require New Learning Cultures for Companies
💡 A strong learning culture does not emerge from isolated training sessions, but from shared beliefs, clear framework conditions, and consistently lived learning throughout the organization.
Models like Schein's 3-level concept or scil's learning culture analysis help to make hidden patterns visible and systematically shape change. Because only when basic assumptions, values, and visible structures interact can learning unfold its full potential.
Especially in light of digitalization, it is not enough to introduce new tools or formats. E-learning, blended learning, and modern learning methods require an environment that supports personal responsibility, openness, and continuous development.
Those who consciously analyze and further develop learning culture lay the foundation for sustainable competency development and long-term business success.
Updated on 23.02.2026
