live networks or informal management learning groups where they can discuss business problems with experienced fellow business owners. Conclusions and implications for practice SMEs’ learning occurs at two levels. Learning Orientation is about how learning flows within and across the business it is about having a shared vision and being able to question – direction and assumptions. Entrepreneurial learning is about individual learning both from personal engagement with programmes but more often, and more importantly through conversations within social networks. It is this informal HRD that appears crucial to SMEs. The study showed that SMEs that were more innovative were significantly more committed to learning (Learning Orientation) than those that were less innovative, including the personal learning of leaders and directors and the learning of their employees. For SME leaders, their own learning was usually informal in nature, being through network events such as breakfast seminars or Managing Director groups and interactions with a mentor or coach (particularly a mentor). Such development often involved having an opportunity to improve their reflective learning through receiving feedback or advice on recent critical incidents. Conversations that trigger ideas, and social networks, live and informal rather than virtual and formalised, were crucial to this development. A number of issues emerge for practice. SME owners need opportunities and time for reflection as a means of stimulating personal learning particularly the opportunity to learn – from crisis events. Access to mentors (often outside the business) can be important here, as
live networks or informal management learning groups where they can discuss business problems with experienced fellow business owners. Conclusions and implications for practice SMEs’ learning occurs at two levels. Learning Orientation is about how learning flows within and across the business – it is about having a shared vision and being able to question direction and assumptions. Entrepreneurial learning is about individual learning both from personal engagement with programmes but more often, and more importantly through conversations within social networks. It is this informal HRD that appears crucial to SMEs. The study showed that SMEs that were more innovative were significantly more committed to learning (Learning Orientation) than those that were less innovative, including the personal learning of leaders and directors and the learning of their employees. For SME leaders, their own learning was usually informal in nature, being through network events such as breakfast seminars or Managing Director groups and interactions with a mentor or coach (particularly a mentor). Such development often involved having an opportunity to improve their reflective learning through receiving feedback or advice on recent critical incidents. Conversations that trigger ideas, and social networks, live and informal rather than virtual and formalised, were crucial to this development. A number of issues emerge for practice. SME owners need opportunities and time for reflection as a means of stimulating personal learning – particularly the opportunity to learn from crisis events. Access to mentors (often outside the business) can be important here, as