About Us
Bring your organisation alive by developing a Learning Culture – it will be the best decision you have ever made!
We are your go-to place for creating Learning Organisations & Learning Cultures!
"In the long run, the only source of sustainable engagement, productivity and performance is your organisation’s ability to learn at the individual, team and organisational levels."
Lizzy Lowenstein, (Founder of Investors in Learning, inspired by Peter Senge)
More and more research is showing us that successful organisations with engaged and productive people across the sectors have one thing in common – they are Learning Organisations aware of the need to develop a supportive and self-managed Culture of Learning.
- We will work with you as a Leader to develop the knowledge and skills to effectively build a supportive and self-managed Learning team or Organisation.
- We are here to help you build an organisation with a supportive and dynamic Learning Culture, where your people are engaged, motivated and driven to succeed with a passion.
- We will work with you to focus on the factors which will build an organisation you will be proud of; with values, behaviours and processes which engage, support and encourage learning, enjoyment, productivity and wellbeing.
- We will bring the best learning of psychology into your organisation and create tailored solutions for you to drive your desired outcomes and long term success.
Do you wish to develop people who are effective learners, are insatiably curious, problem-solvers, innovators, solution - focused thinkers, self-aware, have a sense of urgency to take action before risks turn into issues, and are effective decision makers? People who are passionate and care about what they do and behave pro-actively with passion and motivation in their workplace every day?
Then we want to hear from you. A supportive Learning Culture is the answer!
About Us
Bring your organisation alive by developing a Learning Culture – it will be the best decision you have ever made!
We are your go-to place for creating Learning Organisations & Learning Cultures!
"In the long run, the only source of sustainable engagement, productivity and performance is your organisation’s ability to learn at the individual, team and organisational levels."
Lizzy Lowenstein, (Founder of Investors in Learning, inspired by Peter Senge)
More and more research is showing us that successful organisations with engaged and productive people across the sectors have one thing in common – they are Learning Organisations aware of the need to develop a supportive and self-managed Culture of Learning.
- We will work with you as a Leader to develop the knowledge and skills to effectively build a supportive and self-managed Learning team or Organisation.
- We are here to help you build an organisation with a supportive and dynamic Learning Culture, where your people are engaged, motivated and driven to succeed with a passion.
- We will work with you to focus on the factors which will build an organisation you will be proud of; with values, behaviours and processes which engage, support and encourage learning, enjoyment, productivity and wellbeing.
- We will bring the best learning of psychology into your organisation and create tailored solutions for you to drive your desired outcomes and long term success.
Do you wish to develop people who are effective learners, are insatiably curious, problem-solvers, innovators, solution - focused thinkers, self-aware, have a sense of urgency to take action before risks turn into issues, and are effective decision makers? People who are passionate and care about what they do and behave pro-actively with passion and motivation in their workplace every day?
Then we want to hear from you. A supportive Learning Culture is the answer!
We bring you Robust Learning Solutions which have a grounding in Research and Practice
- We make it our Business to bring best in class Organisational Psychology to you
- We will create a Sustainable Learning & Development plan with you tailored to your unique needs
We bring you Robust Learning Solutions which have a grounding in Research and Practice
- We make it our Business to bring best in class Organisational Psychology to you
- We will create a Sustainable Learning & Development plan with you tailored to your unique needs
Our Story
Our Founder, Lizzy Lowenstein
Investors in Learning Ltd was founded by Lizzy Lowenstein, an Organisational Psychologist with a passion and belief in the power of Learning to make the difference in our personal and professional lives. Lizzy’s international and multi-cultural upbringing set the backdrop for feeding her curiosity of the power and the vital importance of intentionally creating cultures of learning. Staying open to learning to be able to dynamically and effectively navigate the ever-changing unpredictability's around us is vital; developing traits that allow us to ride the sometimes fierce waves of change, feeling and knowing the dangers of assumptions and beliefs that limit the learning of self and others, are all so important in our challenging times of today. With the right values we can flourish, be the best we can be, feel safe, supported, continuously exchange information and learning and be of value to each other.
Following some alarming experiences, where she was working in an organisation being coerced to lead the implementation of bad practise, Lizzy left that organisation bemused and full of questions. That was the stimulus and motivation that led her to study the psychology of organisations. She then was seeking ways of developing organisations where bad practise cannot flourish and where people are engaged and always working to their highest potential. After much research and study, years later, in 2011 she founded Investors in Learning with the vision and passion of developing supportive Learning Cultures and Organisations, where people are engaged, valued, have a strong sense of purpose, enjoy their work, work with their strengths, and where continuous dynamic learning is a part of everyday life. Research to this day shows that Learning Cultures will get the most out of your people.
In a healthy, open and supportive Continuous Learning Culture where people are encouraged to be self-aware, share ideas, participate regularly in Lessons Learned activities, think things through clearly through effective discussion and exploration, bad practise will never go unchallenged, and certainly cannot flourish. On the contrary, where people are aware of the factors influencing learning, the dynamic nature of change, the need for agility, encouraged to actively listen, remain curious, searching, and open to learning, any risks will be proactively tackled before they become major issues.
A Learning Organisation is efficient and high performing because processes and expectations are in place where people are supported, expected to think innovatively and create solutions pro-actively, not reactively. This also creates enjoyment, wellbeing and engagement. So… What’s not to like?
Continuous Learning is so core to our success as a species, our health, our wellbeing, our fulfilment and sense of purpose, our understanding of self and others, to the gaining of perspectives and viewpoints, and yet we underutilise our key asset, our ability to learn, in our organisational development and change. Learning is a complex psychological and physiological process affected by many variables, We have the power to change things and Lizzy believes passionately in helping people to unleash that power so that transformation can happen, and people can deliver their full potential.
Lizzy’s eclectic background includes work in the private sector with SME’s as well as FTSE 100 Companies, national and multinational; she has also worked in the Public Sector, the Third Sector and in all sectors of education. This varied background has provided the backdrop to the Investors in Learning Driving Success Model & Best Practice Quality Framework. This model and framework forms the basis of our Needs Analysis and Solutions; it has key ingredients to ensure and plan for sustainable and lasting success, a Continuous Learning Culture here is the foundation.
Please see here for more information on the Driving Success model
Our Story
Our Founder,
Lizzy Lowenstein
Investors in Learning Ltd was founded by Lizzy Lowenstein, an Organisational Psychologist with a passion and belief in the power of Learning to make the difference in our personal and professional lives. Lizzy’s international and multi-cultural upbringing set the backdrop for feeding her curiosity of the power and the vital importance of intentionally creating cultures of learning. Staying open to learning to be able to dynamically and effectively navigate the ever-changing unpredictability's around us is vital; developing traits that allow us to ride the sometimes fierce waves of change, feeling and knowing the dangers of assumptions and beliefs that limit the learning of self and others, are all so important in our challenging times of today. With the right values we can flourish, be the best we can be, feel safe, supported, continuously exchange information and learning and be of value to each other.
Following some alarming experiences, where she was working in an organisation being coerced to lead the implementation of bad practise, Lizzy left that organisation bemused and full of questions. That was the stimulus and motivation that led her to study the psychology of organisations. She then was seeking ways of developing organisations where bad practise cannot flourish and where people are engaged and always working to their highest potential. After much research and study, years later, in 2011 she founded Investors in Learning with the vision and passion of developing supportive Learning Cultures and Organisations, where people are engaged, valued, have a strong sense of purpose, enjoy their work, work with their strengths, and where continuous dynamic learning is a part of everyday life. Research to this day shows that Learning Cultures will get the most out of your people.
In a healthy, open and supportive Continuous Learning Culture where people are encouraged to be self-aware, share ideas, participate regularly in Lessons Learned activities, think things through clearly through effective discussion and exploration, bad practise will never go unchallenged, and certainly cannot flourish. On the contrary, where people are aware of the factors influencing learning, the dynamic nature of change, the need for agility, encouraged to actively listen, remain curious, searching, and open to learning, any risks will be proactively tackled before they become major issues.
A Learning Organisation is efficient and high performing because processes and expectations are in place where people are supported, expected to think innovatively and create solutions pro-actively, not reactively. This also creates enjoyment, wellbeing and engagement. So… What’s not to like?
Continuous Learning is so core to our success as a species, our health, our wellbeing, our fulfilment and sense of purpose, our understanding of self and others, to the gaining of perspectives and viewpoints, and yet we underutilise our key asset, our ability to learn, in our organisational development and change. Learning is a complex psychological and physiological process affected by many variables, We have the power to change things and Lizzy believes passionately in helping people to unleash that power so that transformation can happen, and people can deliver their full potential.
Lizzy’s eclectic background includes work in the private sector with SME’s as well as FTSE 100 Companies, national and multinational; she has also worked in the Public Sector, the Third Sector and in all sectors of education. This varied background has provided the backdrop to the Investors in Learning Driving Success Model & Best Practice Quality Framework. This model and framework forms the basis of our Needs Analysis and Solutions; it has key ingredients to ensure and plan for sustainable and lasting success, a Continuous Learning Culture here is the foundation.
Please see here for more information on the Driving Success model
Let's Talk
To learn more about how Investors in Learning can help assess your needs and create a plan for action, simply get in touch today
Our distinctive strength and expertise
Our distinctive strength is our background in Organisational Psychology twinned with a deep understanding of the psychology of learning and change, supporting organisations to embed sustainable long term solutions. Our team brings specific expertise coupled with broad practical experience across the sectors and working internationally in many contexts, whilst the psychological expertise, research and theoretical knowledge underpins all we do. Psychology offers a rich wealth of knowledge which continually informs our thinking about how people learn and the factors that contribute to Individual, Team and Organisational Success. Our task is to take this research, which often only sits in professional journal articles and translate this into effective solutions in the workplace, varying contexts, sectors, different people, differing cultures, all over the world.
This is the challenge we embrace every day at Investors in Learning!
Our distinctive strength and expertise
Our distinctive strength is our background in Organisational Psychology twinned with a deep understanding of the psychology of learning and change, supporting organisations to embed sustainable long term solutions. Our team brings specific expertise coupled with broad practical experience across the sectors and working internationally in many contexts, whilst the psychological expertise, research and theoretical knowledge underpins all we do. Psychology offers a rich wealth of knowledge which continually informs our thinking about how people learn and the factors that contribute to Individual, Team and Organisational Success. Our task is to take this research, which often only sits in professional journal articles and translate this into effective solutions in the workplace, varying contexts, sectors, different people, differing cultures, all over the world.
This is the challenge we embrace every day at Investors in Learning!
A Resilient Learning Culture will help to develop...
- The essential psychological safety so that effective learning becomes possible
- Embedded Lessons Learned processes which ensure multiple perspectives are heard, shared and considered in decision making
- Knowledge sharing that ensure that people understand the fundamental importance of listening and sharing information to long term success
- The essential knowledge of how the human brain processes information in order to understand the psychology of learning to ensure that we realise the intrinsic subjectivity and interpretive nature of our own perceptions and realities
- Clear understanding of the dangers of not learning from each other
- Clear understanding of the vital importance of values in guiding individuals,. teams and organisations in their learning and behaviours
- Understanding of the role of patterning and habit formation in the development of behaviours
- Critical thinking and questioning strategies
- The right people in the right roles
- An understanding of traits and how they impact on performance
- Agile and responsive employees
- People who understand the power and importance of learning
- Clarity and focus from your employees
- Engaged, motivated people who have a commitment and sense of urgency to get things done in your business/ organisation
- People who are great leaders, great relationship builders, people who are pro-active, work on their self-awareness and care about engaging their people and the direct link between engagement and productivity.
- People who understand the fundamental need of having effective and strong teams in a business
- People who understand the fundamental importance of developing themselves and their teams and how this has a direct link to business and organisational success
- Teams that are focused on results and work together collaboratively and creatively to find solutions and do all in their power, highly motivated, to create the results your organisation needs
- Leaders and teams who understand the vital importance of Learning Conversations to engage, motivate and draw out essential everyday learning
- Leaders and teams who understand the psychology of motivation and engagement and are always seeking new ways of implementing continuous learning, seeing this as a core need for sustainability and long term success
- Leaders and teams who understand the vital need to share and capture everyday learning to ensure that learning has an impact into the future, mistakes are not repeated, and the lessons are captured for application elsewhere and into the future.
A Resilient Learning Culture will help to develop...
- The essential psychological safety so that effective learning becomes possible
- Embedded Lessons Learned processes which ensure multiple perspectives are heard, shared and considered in decision making
- Knowledge sharing that ensure that people understand the fundamental importance of listening and sharing information to long term success
- The essential knowledge of how the human brain processes information in order to understand the psychology of learning to ensure that we realise the intrinsic subjectivity and interpretive nature of our own perceptions and realities
- Clear understanding of the dangers of not learning from each other
- Clear understanding of the vital importance of values in guiding individuals,. teams and organisations in their learning and behaviours
- Understanding of the role of patterning and habit formation in the development of behaviours
- Critical thinking and questioning strategies
- The right people in the right roles
- An understanding of traits and how they impact on performance
- Agile and responsive employees
- People who understand the power and importance of learning
- Clarity and focus from your employees
- Engaged, motivated people who have a commitment and sense of urgency to get things done in your business/ organisation
- People who are great leaders, great relationship builders, people who are pro-active, work on their self-awareness and care about engaging their people and the direct link between engagement and productivity.
- People who understand the fundamental need of having effective and strong teams in a business
- People who understand the fundamental importance of developing themselves and their teams and how this has a direct link to business and organisational success
- Teams that are focused on results and work together collaboratively and creatively to find solutions and do all in their power, highly motivated, to create the results your organisation needs
- Leaders and teams who understand the vital importance of Learning Conversations to engage, motivate and draw out essential everyday learning
- Leaders and teams who understand the psychology of motivation and engagement and are always seeking new ways of implementing continuous learning, seeing this as a core need for sustainability and long term success
- Leaders and teams who understand the vital need to share and capture everyday learning to ensure that learning has an impact into the future, mistakes are not repeated, and the lessons are captured for application elsewhere and into the future.
Who do we work with?
We have developed programmes and solutions at three levels Individual, Team and whole Organisational level.
As a starting point, we work with Leaders & Owners of organisations across all sectors. Leaders are our first point of contact either to develop themselves as individuals or as a Leadership Team, when working at the organisational level, to ensure that we involve all relevant people across the organisation in the needs analysis, the design and the implementation of the solutions.
Engagement with Leaders is core to our process; we know from many years of research and experience that Leadership involvement is a foundational ingredient for long term sustainable success at any level of the organisation. Without leadership involvement and commitment a lot of projects fail in the longer term.
Are you a Leader wishing to self-educate and /or are you ready to develop a Learning Culture or Learning Organisation?
Whatever stage you at, we would love to explore your needs with you. Contact us here
If you as a Leader or a whole Senior Leadership Team or board are not yet ready to work at an organisational level, you may wish to work on deepening your understanding first as an individual or a team. This is why we have specific programmes for you so you can make an informed decision from a position of knowledge, Please see here for the programmes we recommend for leaders who wish to explore the benefits and application of Learning Organisations to their own contexts.
Our first task is to learn from you and then we will join you to ensure that we create the solution is the best fit for you. Your need is our guide.
We would love to explore your situation with you and create your bespoke solution. Please contact us for a free exploration session
If you relate to any one of the below, please contact us.
We would love to hear from Leaders who…
- want to have some reliable data to more deeply understand their organisation and current situation
- want to more deeply understand their key challenges and strengths with real data about their organisation to create data-informed solutions to increase engagement and productivity into the long term.
- know that something needs to change but they would value confirmation and data to know what to focus on
- have a clear idea of what needs focus but would like to explore this within a wider research and data based context in order to ensure any Learning & Development plan has been professionally designed with key factors considered, maximising your ROI
- wish to implement best in class solutions to ensure they engage and retain their talent
- wish to develop a Learning Culture or Organisation and want to partner with us as the specialist provider to support them all the way
- would welcome a clear Awards process which helps to guide and support people along the change journey for long term success.
- wish to self-educate to understand more about the benefits of the Learning Organisation
- wish to self-educate to develop themselves into Learning Leaders, in order to become knowledgeable, proficient and skilled in the leading, the development and maintenance of a Learning Organisation
Any sector or industry, any size of organisation, small or large
We work with any sector or industry and have worked in multiple sectors, including private sector, engineering, manufacturing, automotive, IT, recruitment, legal, financial, banking, public sector, third sector, and all sectors of education.Our approach and solutions are unique and designed to work in any context.
We believe in the importance of developing solid relationships, therefore we will do everything we can to engage with you by joining you in your world and in the way that works best for you, creating solutions that reflect your needs. It is your needs and your expectations that guide us.
Who do we work with?
We have developed programmes and solutions at three levels Individual, Team and whole Organisational level.
As a starting point, we work with Leaders & Owners of organisations across all sectors. Leaders are our first point of contact either to develop themselves as individuals or as a Leadership Team, when working at the organisational level, to ensure that we involve all relevant people across the organisation in the needs analysis, the design and the implementation of the solutions.
Engagement with Leaders is core to our process; we know from many years of research and experience that Leadership involvement is a foundational ingredient for long term sustainable success at any level of the organisation. Without leadership involvement and commitment a lot of projects fail in the longer term.
Are you a Leader wishing to self-educate and /or are you ready to develop a Learning Culture or Learning Organisation?
Whatever stage you at, we would love to explore your needs with you. Contact us here
If you as a Leader or a whole Senior Leadership Team or board are not yet ready to work at an organisational level, you may wish to work on deepening your understanding first as an individual or a team. This is why we have specific programmes for you so you can make an informed decision from a position of knowledge, Please see here for the programmes we recommend for leaders who wish to explore the benefits and application of Learning Organisations to their own contexts.
Our first task is to learn from you and then we will join you to ensure that we create the solution is the best fit for you. Your need is our guide.
We would love to explore your situation with you and create your bespoke solution. Please contact us for a free exploration session
If you relate to any one of the below, please contact us.
We would love to hear
from Leaders who…
- Want to have some reliable data to more deeply understand their organisation and current situation
- Want to more deeply understand their key challenges and strengths with real data about their organisation to create data-informed solutions to increase engagement and productivity into the long term.
- Know that something needs to change but they would value confirmation and data to know what to focus on
- Have a clear idea of what needs focus but would like to explore this within a wider research and data based context in order to ensure any Learning & Development plan has been professionally designed with key factors considered, maximising your ROI
- Wish to implement best in class solutions to ensure they engage and retain their talent
- Wish to develop a Learning Culture or Organisation and want to partner with us as the specialist provider to support them all the way
- Would welcome a clear Awards process which helps to guide and support people along the change journey for long term success.
- Wish to self-educate to understand more about the benefits of the Learning Organisation
- Wish to self-educate to develop themselves into Learning Leaders, in order to become knowledgeable, proficient and skilled in the leading, the development and maintenance of a Learning Organisation
Any sector or industry, any size of organisation, small or large
We work with any sector or industry and have worked in multiple sectors, including private sector, engineering, manufacturing, automotive, IT, recruitment, legal, financial, banking, public sector, third sector, and all sectors of education.
Our approach and solutions are unique and designed to work in any context.
We believe in the importance of developing solid relationships, therefore we will do everything we can to engage with you by joining you in your world and in the way that works best for you, creating solutions that reflect your needs. It is your needs and your expectations that guide us.
Let's Talk
To learn more about how Investors in Learning can help assess your needs and create a plan for action, simply get in touch today
Our Purpose / Our Why?
Learning is our biggest asset & so vital for us all in today’s fast changing world. A healthy, supportive Learning Culture fosters peoples’ talent, ensuring that people are working with their strengths and enjoying what they do. Through enjoyment and engagement we are more likely to be focused and productive at our highest levels.
Staying ahead of the curve in today’s unpredictable and fast- changing world
“The definition of Insanity is doing things again and again and expecting different results”
Albert Einstein
Research shows us that the most successful organisations are those that have strong Learning Cultures and constantly develop and evolve with the commitment to developing and maintaining a Learning Organisation ethos. Embedding dynamic learning processes which capture the learning as it evolves, whilst also paying attention to creating and maintaining the necessary culture, values and behaviours, is the best way to ensure that people will be able to learn, engage and perform at their best; this culture enables individuals, teams and organisations to unleash their strengths, creating the most sustainable long term success possible.
In today’s fast changing world, this approach is becoming increasingly important. Without the right culture and structured learning processes essential learning gets lost, root causes of issues are never discovered, lessons are not identified or learned, mistakes are repeated, successes are random rather than planned, all of which effects morale, efficiency, quality and of course your bottom line. You can be sure that someone somewhere else will be learning faster and in a more organised manner, and so you will be left behind.
Wellbeing
We know that where there is a strong and supportive Learning Culture, we also are more likely to be healthy, there will be less negative stress and lower absenteeism. Where human beings feel they are not contributing, we will naturally gravitate to a place where we are valued and where we feel a sense of wellbeing. The opposite is also true; where we have examples of an engaged, motivated workforce, staff turnover is low, people look forward to going to work, and performance and productivity is high. Where we feel a sense of wellbeing, this will directly affect our ability to focus, learn and deliver our work.Engagement & Retention
A strong and healthy Learning Culture Learning sits at the heart of any long term sustainable individual, team and organizational success. It will help you engage and retain your people.Think for one moment about the consequences and impact of losing a key member of staff who has the experience, skills, personality, behaviours, values and talents needed to fulfil the necessary roles and responsibilities. This makes for a complex mix of ingredients. Then all that effort and cost to get someone else into place. “If only we had shown him/ her that we valued her … she was brilliant.. she did ask me if she could be involved in project x…now it’s too late…” So is it a lesson learned or just a lesson identified that you will never do anything with? Will it just be repeated again a few weeks from today? Be honest with yourself…what will you change?
Performance & Productivity
Research has shown that where people feel under-valued or lacking in motivation they will lose focus; it directly affects their cognitive processing, their thinking skills and decision making skills, and much more. There is now a very well researched and known correlation between lack of motivation and engagement and poor performance and productivity at work.Organisations need to ensure that their culture supports people to feel valued and engaged, so that they can continue to deliver and perform at their optimum, whilst also feeling being proud to be a part of the organisation. Without this culture you will lose valuable time, ideas, focus, clear thinking skills and accountability, which will affect the quality of your work and will mean risks will go unnoticed and turn into issues. Talent will lie dormant and will not be expressed, and then of course ultimately people will focus on exiting rather than engaging with an organisation which does not value their contribution.
Avoiding the dangers of poor processes or bad practise
We see again and again in Organisational Psychology research that counterproductive habits, negligent destructive and behaviours, or even deliberate sabotage can occur. Habits and attitudes are hard to shift; an organisational blindness can develop where certain issues are no longer seen because they are so usual and every day. This way bad practise or poor processes can slowly develop and become the norm. Organisational silence is another phenomenon which means that people see things but do not voice their concerns or question anything out of fear or because it has become part of the norm or status quo. That is the power of culture. It can silence us, while we are internally conflicted. It is known as cognitive dissonance.A Learning Culture encourages people to learn from each other, to listen and attend to each other, sharing their learning and experiences, honestly and openly, therefore good practise is fostered, and these toxic phenomena are far less likely to ever have the opportunity of taking hold.
Our Purpose / Our Why?
Learning is our biggest asset & so vital for us all in today’s fast changing world. A healthy, supportive Learning Culture fosters peoples’ talent, ensuring that people are working with their strengths and enjoying what they do. Through enjoyment and engagement we are more likely to be focused and productive at our highest levels.
Staying ahead of the curve in today’s unpredictable and fast- changing world
“The definition of Insanity is doing things again and again and expecting different results”
Albert Einstein
Research shows us that the most successful organisations are those that have strong Learning Cultures and constantly develop and evolve with the commitment to developing and maintaining a Learning Organisation ethos. Embedding dynamic learning processes which capture the learning as it evolves, whilst also paying attention to creating and maintaining the necessary culture, values and behaviours, is the best way to ensure that people will be able to learn, engage and perform at their best; this culture enables individuals, teams and organisations to unleash their strengths, creating the most sustainable long term success possible.
In today’s fast changing world, this approach is becoming increasingly important. Without the right culture and structured learning processes essential learning gets lost, root causes of issues are never discovered, lessons are not identified or learned, mistakes are repeated, successes are random rather than planned, all of which effects morale, efficiency, quality and of course your bottom line. You can be sure that someone somewhere else will be learning faster and in a more organised manner, and so you will be left behind.
Wellbeing
We know that where there is a strong and supportive Learning Culture, we also are more likely to be healthy, there will be less negative stress and lower absenteeism. Where human beings feel they are not contributing, we will naturally gravitate to a place where we are valued and where we feel a sense of wellbeing. The opposite is also true; where we have examples of an engaged, motivated workforce, staff turnover is low, people look forward to going to work, and performance and productivity is high. Where we feel a sense of wellbeing, this will directly affect our ability to focus, learn and deliver our work.
Engagement
& Retention
A strong and healthy Learning Culture Learning sits at the heart of any long term sustainable individual, team and organizational success. It will help you engage and retain your people.
Think for one moment about the consequences and impact of losing a key member of staff who has the experience, skills, personality, behaviours, values and talents needed to fulfil the necessary roles and responsibilities. This makes for a complex mix of ingredients. Then all that effort and cost to get someone else into place. “If only we had shown him/ her that we valued her … she was brilliant.. she did ask me if she could be involved in project x…now it’s too late…” So is it a lesson learned or just a lesson identified that you will never do anything with? Will it just be repeated again a few weeks from today? Be honest with yourself…what will you change?
Performance &
Productivity
Research has shown that where people feel under-valued or lacking in motivation they will lose focus; it directly affects their cognitive processing, their thinking skills and decision making skills, and much more. There is now a very well researched and known correlation between lack of motivation and engagement and poor performance and productivity at work.
Organisations need to ensure that their culture supports people to feel valued and engaged, so that they can continue to deliver and perform at their optimum, whilst also feeling being proud to be a part of the organisation. Without this culture you will lose valuable time, ideas, focus, clear thinking skills and accountability, which will affect the quality of your work and will mean risks will go unnoticed and turn into issues. Talent will lie dormant and will not be expressed, and then of course ultimately people will focus on exiting rather than engaging with an organisation which does not value their contribution.
Avoiding the dangers of poor processes or bad practise
We see again and again in Organisational Psychology research that counterproductive habits, negligent destructive and behaviours, or even deliberate sabotage can occur. Habits and attitudes are hard to shift; an organisational blindness can develop where certain issues are no longer seen because they are so usual and every day. This way bad practise or poor processes can slowly develop and become the norm. Organisational silence is another phenomenon which means that people see things but do not voice their concerns or question anything out of fear or because it has become part of the norm or status quo. That is the power of culture. It can silence us, while we are internally conflicted. It is known as cognitive dissonance.
A Learning Culture encourages people to learn from each other, to listen and attend to each other, sharing their learning and experiences, honestly and openly, therefore good practise is fostered, and these toxic phenomena are far less likely to ever have the opportunity of taking hold.
How?
- As you will have by now understood … our main “how” is to develop solutions which focus on developing long term impact through Building Resilient Learning Cultures and embedding Lessons Learned processes.
- We have unique accredited solutions as well as a Quality Award process designed by us specifically to support your change process and long term success.
- Our Driving Success Model has key ingredients for developing a healthy Learning Culture.
- We have a unique Needs Analysis online survey which will provide you with invaluable data and insights about your challenges, areas of greatest need and trends across departments and teams. We can arrange the data to suit your specific needs.
- In addition we offer an Engagement and Retention Survey tool which provides real time feedback on the motivational factors and drivers in your organisation.
- You will be able to see the variations and differences in teams, make comparisons across sites, offices, countries, and we can organise your data in any way to suit your needs.
- With this data you are in a position to make informed decisions about the priority areas, the greatest areas of need, where the actions that need to be taken, where the greatest impact needs to be; you may see some data that needs further exploration, or could also give possible answers to some issues. It will give us the data to start formulating the desired future state and some specific success criteria, and indicate where you are likely to achieve your best ROI.
Our Unique Approach to supporting you in your Success
For any programme, we carefully consider and craft the programme around four key steps which also inform our Awards Framework.Step 1 – Your Current State
Step 2 – Your Desired State
Step 3 – Planning for Learning and Change
Step 4 – Making it real and Sustaining the Learning
These steps ensure that we are working on those areas that will give you your best ROI and are tackling root causes, rather than overlooking the real issues and creating new ones. We also look at your strengths to ensure that we understand your capabilities and capacity and your current state.
There are many factors that affect how we learn and that impact on our engagement and performance in a dynamic manner. Investors in Learning believe that in the design of any sustainable solution, key factors have to be considered to try to find and work on the level of root cause. We do not believe in quick fixes to deeply ingrained problems. Deep problems need deep solutions. Sometimes the problems may not be that deep or embedded, in which case they will be more easily resolved. Therefore identifying the issues and the root causes, is a core part of our process.
For more information on our Unique Approach, please read here
For more information on our Needs Analysis please see here
We also offer an Awards Framework to support you in your long term change journey – Please see here for the Award Framework
Our Driving Success model and solutions cover key ingredients in developing Resilient Learning Cultures. Please see here for more information on our Driving Success Model
We love to explore, and we love to learn ☺
How?
- As you will have by now understood … our main “how” is to develop solutions which focus on developing long term impact through Building Resilient Learning Cultures and embedding Lessons Learned processes.
- We have unique accredited solutions as well as a Quality Award process designed by us specifically to support your change process and long term success.
- Our Driving Success Model has key ingredients for developing a healthy Learning Culture.
- We have a unique Needs Analysis online survey which will provide you with invaluable data and insights about your challenges, areas of greatest need and trends across departments and teams. We can arrange the data to suit your specific needs.
- In addition we offer an Engagement and Retention Survey tool which provides real time feedback on the motivational factors and drivers in your organisation.
- You will be able to see the variations and differences in teams, make comparisons across sites, offices, countries, and we can organise your data in any way to suit your needs.
- With this data you are in a position to make informed decisions about the priority areas, the greatest areas of need, where the actions that need to be taken, where the greatest impact needs to be; you may see some data that needs further exploration, or could also give possible answers to some issues. It will give us the data to start formulating the desired future state and some specific success criteria, and indicate where you are likely to achieve your best ROI.
Our Unique Approach to supporting you in your Success
For any programme, we carefully consider and craft the programme around four key steps which also inform our Awards Framework.
Step 1 – Your Current State
Step 2 – Your Desired State
Step 3 – Planning for Learning and Change
Step 4 – Making it real and Sustaining the Learning
These steps ensure that we are working on those areas that will give you your best ROI and are tackling root causes, rather than overlooking the real issues and creating new ones. We also look at your strengths to ensure that we understand your capabilities and capacity and your current state.
There are many factors that affect how we learn and that impact on our engagement and performance in a dynamic manner. Investors in Learning believe that in the design of any sustainable solution, key factors have to be considered to try to find and work on the level of root cause.
We do not believe in quick fixes to deeply ingrained problems. Deep problems need deep solutions. Sometimes the problems may not be that deep or embedded, in which case they will be more easily resolved. Therefore identifying the issues and the root causes, is a core part of our process.
For more information on our Unique Approach, please read here
For more information on our Needs Analysis please see here
We also offer an Awards Framework to support you in your long term change journey – Please see here for the Award Framework
Our Driving Success model and solutions cover key ingredients in developing Resilient Learning Cultures. Please see here for more information on our Driving Success Model
Please contact us and get in touch for a no obligation exploration session
We love to explore, and we love to learn ☺