Learning Culture Annual Program

The Learning Culture annual programme focuses on the following areas:

1. Route plan: In the SOL Annual Program Learning Culture you will work on giving shape and content to a roadmap. Not a step-by-step plan but a route in which you scale up from individual to team to organization. Where the focus is mainly on the process.
2. Core Team: You do not make the route plan alone, but together with one or more colleagues (minimum 2 and maximum 4 participants). This means that this is not a learning path, but a so-called peer path. We know how difficult it is to keep it up on your own. In addition, working with a small core team benefits both the content and the continuity.
3. Action learningThe program is aimed at starting (small) experiments so that you can see in practice what works and what does not.
4. Measuring is knowing: We start with a 0-measurement and we end the year with a final measurement. This gives the participants something to hold on to (what can I personally steer on?) and it makes the growth visible for the organization as a whole.
5. PartsThe route plan includes at least the following components:
   1. Ambition versus reality: We start with the Why. Why is the creation of a learning culture important for our organization? What do we want to achieve with it? Where are the biggest opportunities? What are potential limitations? The result of this analysis is a starting note.
   2. Kickoff team: The core team (2 to 4) is expanded to a kickoff team from 8 to 16 participants. This team will work with Action Learning for approximately 6 months. The team members participate on a voluntary basis and they can create their own "experiments"start-up focused on creating a more learning culture.
   3. Sponsor: The team will look for a manager who will actively support this process towards a learning culture. Of these sponsor it is expected that there will be regular consultation/reflection moments with the pilot team.
   4. Five Disciplines: SOL helps the participating teams to put the whole thing in a learning way to be tackled using the five disciplines of the learning organization.
   5. Joint vision: An important outcome for the formation of a roadmap towards a learning culture is the shared visionThis vision is based on the initial report, supplemented with the learning experiences from the various experiments of the pilot team.
6. Support SOL: SOL is supported by Guus Geisen and Patrick Bijman. They have been associated with Stichting Organisatie Leren for many years and have guided many individuals, teams and organizations in their ambition to become more learning. All teams can use the MOOC "the Magic of a Learning Culture" (regular costs € 195,- pp). The guidance consists of two parts:
   1. Guidance for core teams: We have a meeting every month (10 online meetings) with the core teams of all participating organizations. In these sessions, experiences are shared, there is room for questions and developments are connected to each other in a larger whole.
   2. Guidance kickoff teams:
      1. All kickoff teams will receive a one day starter training at (their own) location aimed at mastering the theory of the learning organization in combination with starting up their own learning culture experiments.
      2. For six months there will be a monthly coaching session with the kickoff team of each participating organization (6 online team coaching sessions).