This article is brought to you by LinkedIn Learning.
Strengthening its learning portfolio through LinkedIn Learning, the hotel group boosts internal skills and knowledge to remain competitive in this ever-changing business environment.
The world is changing swiftly every day. Every person and company needs to keep up with the trends and changes, or put themselves at risk of losing their competitiveness – and means, continuous learning matters.
The good news is, learning does not have to be rigid and dull. A good example is the ‘Learning Culture Drive’ campaign launched by LinkedIn Learning.
Inspired by its internal ‘Super Learner’ challenge, which cultivates a learning culture through staff engagement and recognition, the online learning platform spread the goodness of its initiative to other organisations by providing them with the playbook and resources to run similar L&D campaigns internally and promote a learning culture in fun and creative ways.
Apart from running the campaign individually within each company, LinkedIn Learning also encouraged participating companies to share their successful use cases / best practices and learn from each other by rolling out an inter-company competition. Among all the active participants, it was Langham Hospitality Group (LHG) that emerged as a champion with the highest increment in learning hours by its employees.
So, what is LHG L&D team’s key to success in driving learning internally? How has the group benefitted from using LinkedIn Learning? Let’s find out from their experience and insights as follows.
Why was renewed learning initiated for LHG? How did it contribute to your business priorities and objectives?
‘Better Every Day’ has always been a company value at Langham Hospitality Group (LHG), which means continuous improvement by learning something new every day.
We endeavour to develop a learning culture that encourages individual and organisational learning, to enhance colleagues’ capabilities, and engage them through different learning opportunities to grow with the company. Colleagues are able to leverage on these learning opportunities to upskill themselves to be better equipped with the skills and knowledge needed to remain competitive in this ever-changing business environment.
What are the ways you have promoted learning within LHG?
Learning is encouraged in a way that both gaining and sharing of knowledge is prioritised, recognised, and rewarded.
Prioritise learning throughout the organisation
Each month we have a dedicated theme of learning. Speakers are invited to deliver classroom sessions and the in-house L&D team curates a LinkedIn Learning course list for learners.
Online self-learning is rewarded
We believe agile learners have an intrinsic motivation to learn. As such, we have a ‘LinkedIn Learning Campaign’ in place to reward and recognise our active learners. Pop-up challenges, as well as quarterly and annual awards are available at both the individual and team level to keep up the learning momentum. Award winners choose their own gifts and receive personal recognition from our SVP, People & Culture and our CEO.
By joining LinkedIn’s Learning Culture Drive, what is the impact and results you’ve seen?
Over the two years of using LinkedIn Learning to complement our learning strategies, we have seen an increasing need for on-demand learning resources such that our colleagues can easily search, view, review learning content, anytime and anywhere. This can be seen by an active usage of LinkedIn Learning with an average of one-and-a-half hours each learner per month. Our colleagues are able to apply the knowledge learned from LinkedIn Learning on the job. We find our colleagues more confident in anticipating changes and they are more likely to come up with innovative ideas to tackle challenges during times of change.
Photos / LinkedIn Learning