5 Training Tips For Nurturing A Great Work Culture

We have seen and experienced first-hand how COVID-19 changed the way we live, and the way we work, regardless of whether you’re an employee, an employer, or self-employed. What we don’t know, is how, and what the consequences of this change will be in our behaviour.

Although one thing is for sure, to successfully re-nurture a great working culture, trainers will need to nurture the Organisations employees’ digital, cognitive, social, emotional, adaptability, and resilience skill sets.

But how do you effectively achieve these at the workplace? Let alone online? How do you encourage professional development? How do you build culture and get adults interested in learning?

There are plenty of dos and don’ts of ‘how to train’ out there. But our five training tips on how to nurture a great work culture that will make a difference, are from a psychological aspect which, we believe are worth taking to heart.

  • Build a safe respectable training environment — This is a priority as it eliminates scepticism from the start. Before employees are even willing to learn new skills, they must first be convinced that it will help improve the organisation’s performance, while also recognising that their own performance needs help in that area. The best strategy is to make sure every employee is clear on the organisation’s long-term objectives, as well as the department’s goals. The former cultivates a sense of professional purpose, while the latter encourages collaboration.
  • Foster individual purpose — When emotions are high and stress levels skyrocket, even the smallest issue can seem like a landslide. Start by simply discussing matters of “purpose in life” with the employees. Purpose tend to provide people with more resilience and determination. That’s where the opportunity to reflect, analyse and evaluate kicks in.
  • Essential training in technological skills – A full or partial training in digital skills will empower them to feel comfortable, while maintaining seamless contact with their organisation’s ecosystem. This means, remote work also requires a demonstration of these skills in an autonomous environment and maintain strong professional ties – despite distances. Other areas to reinforce resilience comprise of developing their ability to manage time, boundaries, as well as their own mental wellness.
  • Make room for responsibility and mistakes — Most people crave responsibility and responsibility means there is room for mistakes. But mistakes are something to be learnt from, as long as they don’t jeopardise the company. There’s a theory that argues that 70% of lessons are learned through hands-on experience, 20% from other trainers, and only 10% from courses. This helps empower company culture and will nurture motivation.
  • Get the leaders to the frontline — Even when employees do learn during training, very often, the lessons don’t stick. To make work culture meaningful right down to the frontlines, leaders can’t just set the strategy through their managers and assume it will set the ball rolling. When leaders are actively involved in demonstrating abstract cultural goals like ‘collaboration’ and ‘vision’, these translate into a distinct and compelling business objective.

There is no right training and there is no one-fix-for-all. The important thing to remember is, most failures occur outside the classroom. Focus on creating a receptive outlook for training first — and ensure a supportive environment second. The rest comes later.

For more training tips and trainers, coaches, and subject matter experts, call us at 1300 323 752 or drop us an email for re-nurturing your work culture. Our physical offices are located in Tasmania, Canberra, Perth, Adelaide, Brisbane, Sydney, and Melbourne.







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