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 in the first place? Proven models help in doing so:
The first step for companies that want to change their learning culture is to make their own "current state" visible: your company's learning culture is not just the employees' willingness to learn or the provision of learning materials, but a diverse and complex structure.
“Learning culture includes both the encouraging and all the hindering framework conditions of learning. Thus, learning culture is the expression of the significance that learning has in the company.” (HR Glossary: Learning Culture)
💡 Learning culture becomes visible in the company when learning is lived not as a measure, but as a natural component of leadership, collaboration, and strategic development.
A learning culture analysis helps your company discover problems in its learning culture, strengthen the significance of learning, and develop appropriate impulses for change.
Simple Learning Culture Analysis for Companies in 3 Levels
Organizational psychologist Edgar Schein developed his own culture model for companies for this purpose. In it, Schein distinguishes three levels of (learning) culture in companies:
Level 1 comprises visible things such as learning spaces or provided learning materials, as well as explicit behaviors.
Level 2 consists of values and attitudes, for example, the degree of self-responsibility and the role of superiors.
Level 3 is made up of (unquestioned) basic assumptions. For example, “I (do not) need to learn lifelong” or “Learning only happens in the classroom”.
Even with these three simple levels, as an HR or training manager, you 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 the scil (swiss competence centre for innovations in learning). In this model, not only is the status quo surveyed, but the process for change processes is also directly outlined (see figure):
Learning culture analysis for companies according to scil with 5 learning culture building blocks and 4 process phases. Source
This model for learning culture analysis has already been successfully used in several companies. A detailed description as well as two detailed case studies can be found in the free PDF Digression: Learning Culture Analysis and Change (Trend Study 2010, scil) – an exciting and rewarding read for all training and HR managers who want to track down their own learning culture and bring about sustainable changes.
Conclusion: New Learning Methods Need New Learning Cultures for Companies
💡 A strong learning culture is not created by individual training sessions, but through shared beliefs, clear framework conditions, and consistently lived learning throughout the entire company.
Models such as Schein's 3-level concept or scil's learning culture analysis help to make hidden patterns visible and systematically shape change. After all, learning can only unfold its full impact when basic assumptions, values, and visible structures work together.
Especially in the course 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 self-responsibility, openness, and continuous development.
Those who consciously analyze and further develop their learning culture lay the foundation for sustainable competence development and long-term company success.
Frequently Asked Questions and Answers
What is meant by learning culture in a company?
Learning culture describes the framework conditions, values, behaviors, and beliefs that encourage or hinder learning in a company. It influences the significance that further education holds in everyday work life.
How can learning culture be made visible?
Proven models such as the three-level model by Edgar Schein or the learning culture analysis by scil help to systematically analyze visible structures, values, and basic beliefs.
Why is a learning culture analysis useful?
It highlights strengths and weaknesses of the existing learning culture and supports companies in developing targeted measures for sustainable change.
Are new learning platforms enough to improve the learning culture?
No. Digital learning offerings only unfold their impact when accompanied by an open learning culture, clear goals, and supportive leadership.
Who should be involved in the further development of the learning culture?
A sustainable learning culture is created through the interaction of management, leaders, HR development, and the employees themselves.
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