Many organizations are seeking ways to continuously improve as a differentiating competitive advantage. They are focusing on continuous professional development and process improvement activities to assist them in reaching their next level of competitiveness. In the Learning Organization culture, there is a core value around each employee finding better ways to do his/her job(s).

Envision working in an organization where work feels more like play, where failure is not penalized but rewarded because learning from the past improves the future. Envision working in an organization where everyone has an opportunity to become an expert in his/her current job and/or develop for a future role. And imagine this organization not only builds intrinsic motivation for employees, but cultivates team learning, all leading to improved performance results.

I had the benefit of participating in SHRM’s 2021 National Conference, all masked up, and lots of research-based leadership and culture tips and techniques. As an avid life-long learner, I always find nuggets that support my clients and their vision of the future. Here are some takeaways you may use as you coach leaders and/or your team members on creating a culture of inclusivity.

Times they are a changin’. And, without a clear approach on developing our talent, our talent will not develop technical and interpersonal/soft/relationship skills needed for optimal results. We are going through so many unprecedented changes: technological advancements; employee exodus/resignations; social awareness and Diversity, Equity and Inclusion (DEI); remote work, masked work; political divisiveness; physical and mental stressors and more. This is a time for upskilling, for reskilling, and for career conversations.