How does a learning philosophy position an L&D team strategically?

When a learning philosophy is clearly articulated, it elevates the L&D team from being perceived as just content creators to strategic partners of the business. This is achieved by aligning learning efforts across the strategic (business KPIs), brand (cultural elements), and human (individual relevancy) realms.

What is the first step to identifying an organization's learning beliefs?

The essential first step is to answer the question: 'What do we believe about how people grow and develop here?' This core question, in collaboration with stakeholders, unlocks various avenues related to values, leadership, brand, DEI, regional concerns, and modality choices.

What does the SPARK methodology stand for?

SPARK is an acronym representing 'Spirits' (values), 'Agency Enabling' (choice in how one learns and discovery over explicit steps), and 'Practice' (kinetic, active learning). The goal was to protect OnRunning's culture as they scaled.

What is the biggest piece of advice for implementing a learning initiative?

Tie the learning philosophy to a strategic business win and speak the language of the business. Demonstrating tangible results, like using the SPARK philosophy to enhance customer service training, helps stakeholders see the value and impact of L&D as a strategic partner.

Key Moments

Want culture change? Build a learning philosophy first.

Q: What are key leadership skills to master and revisit?

It's crucial to master and revisit the basics of empathy, creating psychological safety, and being of service to your team. While strategic vision and business acumen are important, connecting with and enrolling individuals and teams in those visions through these core skills is paramount.

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Education4 min read23 min video

Oct 23, 2025|2,112 views|58|3

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TL;DR

Learning culture starts with philosophy, not just programs. L&D teams should be cultural amplifiers.

Key Insights

A clear learning philosophy is the foundation of a strong learning culture.

L&D teams should evolve from content creators to strategic cultural amplifiers.

A learning philosophy aligns learning efforts with human, brand, and strategic realms.

Defining organizational learning beliefs starts with understanding 'What do we believe about how people grow and develop here?'

Frameworks like 'Spark' can protect culture and guide learning during organizational scaling.

Demonstrating the strategic impact of L&D initiatives, like at OnRunning, helps gain buy-in.

THE EVOLUTION OF L&D: FROM CONTENT CREATORS TO CULTURAL AMPLIFIERS

Learning and Development (L&D) teams are urged to see themselves as more than just content creators. They should embrace the identity of 'cultural amplifiers,' taking ownership of enhancing organizational growth. This shift requires mastering three critical dimensions: the human, the brand, and the strategic. By effectively addressing these, L&D can elevate their perception and impact within the organization, demonstrating their value as strategic partners rather than mere service providers.

UNDERSTANDING ORGANIZATIONAL AND LEARNING CULTURES

Organizational culture is defined as 'the way things are done around here' or 'the way decisions are made when no one is looking.' Without explicit definition, strong or loud voices can inadvertently fill this void. The same applies to learning culture; without clear direction, learning experiences can become a random collection of efforts based on individual strengths. A learning philosophy acts as a guiding north star, providing clear guardrails and a unified point of view for all learning initiatives.

DEFINING A LEARNING PHILOSOPHY: YOUR ORGANIZATIONAL NORTH STAR

A learning philosophy articulates what an organization stands for regarding how people grow and develop. It serves as a strategic anchor, aligning the L&D community and holding them accountable. This philosophy bridges the gap between business strategy, brand identity, and individual learning needs, ensuring that all learning programs and experiences are cohesive and purposeful. It helps everyone, from interns to senior leaders, understand the collective learning objectives.

THE STRATEGIC IMPLICATIONS OF A LEARNING PHILOSOPHY

Articulating a learning philosophy positions L&D as a strategic partner, influencing behavior and contributing to business KPIs. It effectively navigates three realms: the strategic (impacting business goals), the brand (reinforcing cultural elements), and the human (ensuring individual relevancy). By clearly defining how L&D operates within these dimensions, teams gain permission to evangelize company culture and demonstrate a broader impact beyond just content creation, enhancing efficiency and alignment.

IDENTIFYING AND ESTABLISHING LEARNING BELIEFS

To identify an organization's learning beliefs, start by asking stakeholders: 'What do we believe about how people grow and develop here?' This foundational question unlocks discussions about values, leadership's role in learning, brand positioning, and unique beliefs about people, including DEI and operational specifics. It also prompts consideration of learning modalities. Flexibility within defined guardrails is crucial, allowing adults to make sense of information and adapt learning to their needs.

THE 'SPARK' METHODOLOGY: A CASE STUDY IN CULTURAL PROTECTION

At OnRunning, the 'Spark' methodology was developed as an acronym (Spirits, Brand, Agency Enabling, DEI, Kinetic) to protect the company culture during scaling. It anchors learning in the company's values ('Spirits'), ensures brand consistency in aesthetics and tone, promotes learner agency and choice, incorporates DEI considerations, and emphasizes practical application ('Kinetic'). This framework provides parameters for learning experiences, encouraging practical application and feedback.

EMBEDDING LEARNING AND BRANDING WITHIN L&D

Effective L&D integrates storytelling and branding into its function. Creating a distinctive look, tone, and feel for learning experiences can elevate the L&D team's visibility and influence. Tools like an interactive 'Own Your Development Map,' which outlines developmental tenants with reflective questions and links to internal and external resources, exemplify how to embed learning meaningfully into the organizational fabric, making development tangible and accessible.

TIE LEARNING TO STRATEGIC WINS FOR GREATER IMPACT

To gain traction for L&D initiatives, it is essential to speak the language of the business and tie them to strategic wins. For instance, adapting customer service training using the 'Spark' philosophy at OnRunning demonstrated how rooting service in company values, ensuring brand alignment, fostering learner agency, using inclusive practices, and incorporating real case studies could bring cultural components to life, especially for frontline teams.

LEADERSHIP FUNDAMENTALS: EMPATHY, SAFETY, AND SERVICE

The best leadership advice often involves mastering and revisiting foundational skills. For leaders, this means excelling in empathy, creating psychological safety, and prioritizing service to their teams. While strategic vision and business acumen are vital, connecting with individuals and teams is paramount to gaining buy-in. Leaders should continuously refine these core competencies, relearning or unlearning as necessary throughout their careers to foster genuine organizational enrollment.

RECOMMENDED RESOURCES FOR L&D PROFESSIONALS

For those beginning in L&D, several key resources are highly recommended. 'The Accidental Instructional Designer' by Cammy Bean offers foundational instructional design techniques. 'The Surprising Power of Liberating Structures' provides a collection of modules for creating engaging learning experiences. 'Map It' by Kathy Moore offers guidance on partnering with subject matter experts to efficiently solve problems without necessarily resorting to full-blown training, ensuring a targeted approach.

Mentioned in This Episode

●Tools

●Companies

●Books

●Concepts

●People Referenced

Common Questions

A learning culture is 'the way things are done around here' regarding learning, which can become a hodgepodge if not guided. A learning philosophy acts as a 'north star' that aligns the L&D community, provides accountability, and ties programming together with a unified point of view on how people grow and develop within the organization.

Topics

Learning Philosophy Learning Culture L&D Strategy Instructional Design Storytelling In L&D Branding In L&D Strategic Partnerships

Mentioned in this video

bookRadical Candor

A framework for giving feedback, used as an example of how to translate external concepts into an organization's specific context through a learning philosophy.

bookMap It

Recommended book by Kathy Moore, focusing on partnering with subject matter experts to solve problems without necessarily creating full-blown training.

personCammy Bean

Author of 'The Accidental Instructional Designer', a recommended resource for L&D professionals.

toolOwn Your Development Map

An interactive website created at OnRunning to help employees understand and own their professional development through 10 tenants and reflection questions.

companyOnRunning

A company where Dwayne worked and implemented the SPARK methodology for learning and development.

personKathy Moore

Author of 'Map It', a book recommended for partnering with subject matter experts.

bookThe Accidental Instructional Designer

Recommended book for L&D professionals, offering foundational instructional design techniques.

conceptSPARK Methodology

A learning framework developed at OnRunning, an acronym representing Spirits, Agency Enabling, and Practice, designed to protect culture during scaling.