Cultivating a culture of continuous learning in the workplace

Nobody's perfect — it's a lesson I learned long ago. I'm human, you're human, and we're going to make mistakes. But it's what we do after making those mistakes that matters. Do we ignore the chance to learn, improve and not make them again? Or do we take time to figure out what went wrong and take steps to ensure it doesn't happen again? Hopefully, the latter.

In this article, I'll talk about continuous learning, which in my opinion, has never been more important. So much is changing at a rapid pace in today's business environment, and workers across industries can benefit from embracing continuous learning opportunities. Of course, for them to have such opportunities to learn, their managers need to truly understand their value. So let's get started.

The benefits of continuous learning

A 2024 report from Marsh McLennan Agency shared that millennials prioritise learning in the workplace. This generation expects their managers to almost serve as coaches. Of course, millennials aren't the only generation working, but this just shows how business leaders who aren't prioritising continuous learning could potentially lose good people.

Continuous learning is the cornerstone of a thriving and innovative team. It empowers employees to stay current with industry trends, acquire new skills and adapt to changes more effectively. For the workers, this ongoing development fosters a sense of confidence and competence, which in turn drives innovation and creativity. By embracing lifelong learning, your team can become more resilient and better equipped to navigate challenges and seize opportunities.

Encouraging professional growth

Of course, some employees may not know where to start when it comes to professional development opportunities. Consider the following strategies for getting them on the right path:

• Agree on set goals: Continuous learning should benefit not just the employee but the business. So it's important to identify clear goals and make sure you and your worker are aligned on their importance.
• Point to opportunities and resources: Once you have clear goals, you can share opportunities and what type of financial support the company can provide. For example, maybe you and the worker identify a training course or webinar. If it isn't free, maybe the employee can easily expense it.
• Recognise and reward learning: If employees are engaging in continuous learning opportunities — and benefiting from them — don't hesitate to recognize them. This could be as simple as sending a note to their team, highlighting their accomplishments — or perhaps you ask these workers to share their learnings with the rest of their teams in presentations. The result? A chance for team development.

Integrating learning into work

Within your organisation, there are weekly opportunities for workplace learning. For example:

• Immediate feedback: Is there a set process a worker didn't follow? Take a few minutes to remind them, whether via email or in your next 1:1 meeting. These are simple actions that hopefully helps them retain the information better.
• Mentoring and coaching: Companies are home to so much diverse professional experience. Pair knowledgeable team members with those looking to develop specific skills. This 1:1 guidance provides personalised support and promotes knowledge sharing.
• Cross-training: Encourage team members to learn different aspects of the department's work. This not only enhances their professional growth but also promotes collaboration and a deeper understanding of the team's goals.

How ICML can help

Cultivating a culture of continuous learning in the workplace is a journey that requires commitment, creativity and collaboration. But remember that you're not alone. ICML can also help. Consider our Coaching Skills for Managers course for more insights into fostering a learning culture.