Introduction 

You may have heard the saying, “A leader never stops learning.” However, being a great leader goes far beyond just being the one who learns. Great leaders prioritize learning for themselves AND maximize the opportunities for others to learn because they know that this drives better results. Author Olivier Serrat once wrote, “Learning is the key to success – some would even say survival.” The most successful organizations know that creating a culture of learning is a necessity. For an organization to create that culture, a leader must champion this cause. But how does someone cultivate learning within their team or organization? Here are three strategies that will help you create a culture of learning.

How to Create a Learning Culture 

Understand and overcome common barriers to learning.

• Fear of penalty – People will not invest in learning if they fear they will be penalized for it. Being penalized for learning can look different across organizations. Experiencing pressure for attending a training rather than “actually working” is a penalty. Another consequence could be that a person is mocked when they don’t understand something and so they ask questions. For a culture of learning to be developed, it is essential that learning is rewarded and encouraged. 
• Complacency – Learning drives growth, but complacency leads to regression. If we’re dealing with complacency, we would do well to identify where that feeling comes from. What organizational factors have contributed to this barrier to learning? Once the barriers areas are identified, be committed to addressing them systemically. Sometimes bringing in a third party for an unbiased perspective can be helpful for identifying barriers and generating solutions for them. Remember, it is not always about identifying what you are not doing well but identifying what you can do better. 
• Time – Carve out time for learning. One must be intentional about scheduling and providing a space for learning. When questions are asked, make time to answer them fully. Prioritize training by shutting down operations, running in coverage shifts, or delegating tasks, so that people can focus on learning opportunities like a training or workshop. If you are not providing a space for learning, you could ultimately be providing a space for failing.

Create a space for open communication.

• Nurture an environment where individuals can share their knowledge and experiences with each other. Invite team members to share their perspective and vantage points during meetings. Model and lead by listening to feedback. 
• If there is a growth area within the company, talk honestly and open about it. Communicate with one another about the growth area, the impact it has, and brainstorm how it can be addressed. Honest evaluation and communication are a starting point for innovation. 
• A space for open communication can only be provided when healthy communication is being practiced. Know how to communicate and seek ways to enhance your communication skills.

Take advantage of the resources. 

• Make sure employees know where they can go to learn. Identify the individuals and resources they can turn to when there is a concern. Provide opportunities for employees to attend trainings and seminars. 
• Practice what you preach! As a leader, it is important that you are invested in the trainings required of your employees and come off as teachable in the day-to-day operations. Be present, be an active participant, and be an example of how to apply the knowledge once gained. 
• If you are lacking resources to create a learning culture, bring someone in who can help identify and cultivate a learning culture. Create a resource for yourself rather than living without one.

Need a Thought Partner? Championing a learning culture is a unique experience for every organization. There are different barriers, ways of communicating, and resources that need to be considered to maximize a learning culture. Let us know if we can be a resource for you as you seek to create a learning culture.