How to build a continuous learning culture and why it matters.

The ability to learn from past experiences, or from the experience of others, is a key ingredient for success. In fact, it's what separates the average companies from the great ones. A learning culture is a culture of learning, not just training. It's a culture where people collaborate and work together to solve problems. A continuous learning culture is one in which transparency is valued and everyone knows what they need to do their job well, even if it means changing the way things are done or asking for help from others.

When all the stars align to create such an experience, employees who are provided with learning opportunities are more engaged, motivated, and committed to their work. Ultimately, culture leads an organization to increased innovation, improved performance, and adaptability as well as reduced turnover rates..

Whether your organization learns on-site, in a hybrid, or remote environment, here are some steps you can take to build a continuous learning culture.

1. Start with senior leadership.

It's important to set the tone for a learning culture by modeling the behavior you want to see in others. As leaders, we need to be clear about our vision for learning and ensure that our organizations have the right systems in place (like performance management) to support it.

2. Foster an environment that encourages safe risk-taking and failure as part of exploration and experimentation.

This means creating a culture where it's okay to try new things, even if they don't work out. You should also be open to new ideas, even if they seem crazy at first glance. Encourage employees to experiment with different ways of doing things--even if those experiments fail.

To help foster this type of environment, make sure you provide a safe space for people to take risks without fear of judgment or punishment from their peers or supervisors. Letting others know about their ownfailures can also help them feel more comfortable sharing what went wrong so everyone can learn from them in the future.

3. Bake learning goals into performance conversations.

Performance conversations are the heart of continuous learning. These are discussions between you and your employees about their performance, and they should happen regularly. Performance conversations give you an opportunity to provide feedback on how an individual is doing their job, as well as discuss goals for improvement. They also give employees a chance to share their own observations about what's working well and where they need help.

A good performance conversation should begin with an open-ended question like "Tell me about your day," followed by more specific questions such as "What did you accomplish?" or "How could we improve our process?" This approach allows people to share both successes and challenges without feeling like their boss is looking for something negative--which makes them more likely to speak up honestly when there's something that needs improving in the future.

4. Provide accessible training, coaching, and mentorship opportunities

While it's important that your employees have access to the right tools and resources, they also need someone who can guide them through the process of learning those tools on their own. This could mean setting up formal training programs in which you offer a variety of courses over time or simply making sure that managers are available when questions arise so they can help out where necessary (and answer those awkward questions).

It's also crucial that you create a safe environment where employees can ask questions and seek guidance without feeling like they're bothering anyone else or being judged for not knowing something already--or worse yet, looking dumb because they didn't know how to do something before starting at your company.

5. Break down barriers to knowledge sharing among people and departments.

Encourage knowledge sharing by making it easy for people to do so. Create an environment where people feel safe asking questions, even if they're not sure what the answer will be. Promote transparency and trust throughout the organization by encouraging employees to share their ideas with each other, regardless of department or rank. This can be done by hosting regular lunch-and-learn events where employees present on topics of interest, or by creating a "question box" in which anyone can submit questions that need answering (and then answers are posted publicly).

6. Make it easy to learn at the point of need, even in short bursts of time.

Learning should be easy and accessible. It should be available at the point of need, which means that you should have some sort of learning platform that allows employees to access training content on their own time and on demand--no matter where they are or what they're doing.

This is especially important if you're an organization with remote workers who don't have access to an office environment where traditional classroom-style training could take place (which includes most businesses today).

7. Coach your managers to be great feedback givers and receivers.

Managers are a critical part of the continuous learning process. They're responsible for providing feedback and creating an environment where their employees can grow, so it's important that they know how to give and receive it well.

If you want your managers to be great at giving feedback, they need a few key skills:

• They should be comfortable with asking questions like "What did I do well?" or "What could I have done better?" in order to get more information about what their employees think about the work environment. This will help them understand what kinds of changes would make people happier at work (or more productive).
  

• They should also know how to listen carefully when someone gives them feedback--and then reflect back on what they heard from the other person so there's no confusion about what was said or whether it was understood correctly by both parties involved in this conversation about performance review goals for next quarter/year etcetera.
  

8. Encourage collaboration.

Collaboration is a two-way street. Collaboration can be a source of conflict, but it can also lead to innovation and new ideas that wouldn't have been possible without everyone's input. When you encourage collaboration at your company, make sure everyone knows that their opinions are valued and encouraged--and don't be afraid of confrontation if necessary.

9. Attract learners. Attract diversity.

In order to build a learning culture, you need to attract learners. The more people who are willing to learn, the better your chances of building real change in your organization. And not just any kind of learner--you want people who are ready and willing to be part of your continuous learning culture.

You can't force anyone into being a learner; they have to want it themselves. So how do you make you find the right people for the job?

During the recruitment process, diversify your teams and make sure that people from different backgrounds and perspectives are included in decision-making processes. This will help ensure that you have a diverse range of learners, who can bring different ideas to the table as well as challenge your own assumptions.

10. Measure learning effectiveness.

You can use learning analytics to measure the impact of learning on performance. One way is by tracking time to value and time to competence, which will allow you to identify when learners need additional training or support.

‍
A learning dashboard is an excellent way of tracking your organization's progress towards continuous improvement in learning effectiveness. A good LMS should provide dashboards that allow you to monitor key performance indicators such as retention rates, engagement levels, cost per learner, and more.

As we've seen, there are many ways to build a continuous learning culture.

It's not just about learning; it's also about being open to new ideas, sharing knowledge, and experimenting with new approaches. A continuous learning culture is one in which people feel safe taking risks and trying out new things--even if they don't always work out. The key is to start small and keep at it until your whole organization becomes more curious than ever before.