Let’s combine two leadership concepts. First is culture. Seth Godin says, “Culture is 11 words: this is who we are and this is what we do.” Second, is continual learning. Smart leaders are passionate about personal growth and part of growth is constant learning. Combining these two fundamental leadership concepts results in the creation of a learning culture.
Recently, I saw a video produced by the Aspen Group which provided a masterclass on creating a healthy learning culture. Watch the video below. We will then focus on the first one minute 20 seconds and discover 13 signs your organization has a learning culture.
Profile of an Organization With a Healthy Learning Culture
Before unpacking what makes a healthy learning culture, if you are not familiar with Aspen Group you should be. As you saw in the video, they have a team of skilled craftsmen with high competence, great creativity, and a servant’s heart. If your church has any upcoming design/build needs, click HERE and start a conversation with them. You’ll be glad you did.
As the video begins, we heard from Project Manager Sheree Coffman and Ministry Space Strategist Greg Snider.
Sheree said,
We actually had our project team and some guests, as well, from other parts of the company, come and visit with us so we could tour them around the building, talk about some issues and lessons learned, just get good feedback on what we’re seeing across the company, also talking about wins and good things and good design so we can share it across the board so people can use that for future projects.
Greg said,
At Aspen, we have an ‘always learn’ culture. We just love to learn from the mistakes that we made and the wins that we’ve had. And every project, there’s something that can be learned and there’s something that can be improved upon. And so, especially with cross-functional teams and separate offices and separate studios, to bring folks together to see projects maybe they weren’t even a part of. And so, people so close to a project, people on a team that do a project, maybe miss some things. That they’re not asking all the right questions, they’re not learning all they could learn. So to bring others in and walk them through what we’ve done and let them get into our minds and challenge us on what we did and why we did it and what worked and what didn’t work. It’s just a great day of learning.
