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Obstacles learning leaders face and how to overcome them

Obstacles learning leaders face and how to overcome them

For the majority of learning professionals, the obstacles advancing a learning culture normally include one of more of the below outlined obstacles:

  • Managers aren’t playing their role in encouraging employees to take part in learning
  • Executives don’t do enough to support and promote organizational learning
  • Measuring and defining the value of learning is tough, but it seems necessary to get further support for your programs
  • Employee adoption of learning programs is low
  • Building a modern learning strategy sounds very good but you don’t where to start

Let’s look at how you can overcome these obstacles to advance your culture of learning:

Encourage executives to lead the learning change

It’s not always easy to get executives to support organizational learning initiatives. But the first thing you can do to encourage a learning culture is have leaders to be active, transparent and iconic learners themselves. Here are three tips to get executive support for organizational learning:

  • Make learning measurable: Give leaders metrics that are easy to influence on their own and their staff’s learning shifts and impacts. Hold leaders responsible for the culture shifts in their organization.
  • Support learning from the top-down: Have the CEO and other seniors members of the organization post important articles and content that they curate from places like LinkedIn Learning.
  • When times are difficult, look to learning: When there are business failures and tough times, leaders need to talk about the disparities in learning culture or learning readiness. Questions need to be asked like – “What did we fail to do to control learning internally as an asset?”

Encourage managers to support employee learning

According to a LinkedIn survey, one of the biggest pain points for professionals responsible for learning and development or L&D programs is getting managers to encourage and support learning within their teams.

But getting managers involved is a must. Managers must understand that developing their teams and employees is a crucial responsibility and also an opportunity to have a positive impact on employee engagement. With employee turnover and engagement being the main challenges facing those in HR, the evidence that professional development adds to engagement must be communicated efficiently throughout the organization. Effectual talent development can increase turnover, boost productivity, and improve profitability.

To encourage individual learning across the organization, encourage your managers to make individual learning plans and integrate learning resources as part of the present routines with their employees.

Boost Employee Adoption

You have a learning resolution in place but the learning part just isn’t happening. Studies show that employees today want to learn and grow constantly. In truth, LinkedIn found that 94 percent of employees say that they would more likely to stay with an organization if they invest in their learning and development.

So, how do you get employees engaged?

Instead of building a culture of learning participation, companies should try to build a dynamic learning culture. And rather than increasing the number of learning choices, they can help by directing employees to the right choices. In addition, organizations should teach employees how to learn and not just what to learn and moreover, they should create a shared ownership for a helpful learning environment across all levels.

eLearning can go a long way to providing and helping employees with the correct choices for learning. eLearning allows your organization to direct employees to the correct curated content.


Epitom Consulting, a leading corporate trainers in Sri Lanka assists their clients in developing talents and skills by providing customized programs.


Epitom Consulting (Pvt) Ltd,
15/1A, St.Joseph's Road,
Nugegoda, Sri Lanka.
Phone: +94 71 303 2422

Website: http://www.epitom.org
Email: info@epitom.org

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