Knowledge management has attracted much attention as a key strategy to organizational success and survival in today’s unpredictable and highly competitive environments. And yet, unless people in organizations possess the learning capability to use knowledge creatively, a well‐developed knowledge management system cannot be directed at sustaining profitability. Managing knowledge involves both perspectives and tools for learning. This paper examines the concept of learning and explores training strategies to promote the ability to learn, which can guide the design of training interventions and the development of a knowledge management system. Learning in organizations is a complex and multi‐level process. The challenge is how to nurture organizational members to enhance their own learning capabilities and contribute to other people’s learning. Among training strategies proposed in this paper, encouraging the reflection process, knowledge transfer and knowledge construction, experiences to work on practical problems, discourse practices involving collaboration and interaction, the development of his/her own model, and systems thinking present critical strategies to consider in designing training experiences or events. It is suggested that training strategies presented in this paper should be aligned with structural, cultural, and managerial issues together to nurture the learning capability.
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