Creating a Continuous Learning Culture

“Tell me and I forget, teach me and I may remember, involve me and I learn.” – Benjamin Franklin 

As a facilitator of our management and professional development courses at Catapult Employers Association I am fully aware of the importance of continuous learning daily. I am enthusiastic about having the mindset that learning is part of my life and is constant 

As the workplace continues to change quickly and to stay competitive, organizations need to create a culture of continuous learningWhy is it important? Because the market is constantly changing and technology changes swiftly. We need to help our employees learn new skills and adapt to stay ahead of the competition 

Results of Not Creating a Culture of Continuous Learning 

  • Lack of current skill sets: Businesses will lose opportunities as they will not be able to keep up with the competition. 

  • Decreased motivationEmployees want to do a good job but if they do not have the learning opportunities available that will lead to dissatisfaction. This may lead employees to seek other employment opportunities. In turn, it is harder for businesses to retain good employees and seek new ones. 

  • Slows long-term growth: An important part of innovation is continuous learning. It creates an environment that allows people to solve problems collaboratively, seek innovative ideas, and deal with changes. If businesses do not have a learning culture that supports them the consequences may be a lack of success and growth. 

Misconceptions About Creating a Learning Culture 

Here are some examples of what I hear organizations say about why they are unable to create a continuous learning culture. 

  • Not enough time: Businesses are always trying to meet business goals but at the expense of not scheduling time for developing their employees and communicating the importance of continuous learning. 

  • Not seeing the value of continuous learning: Many organizations cut back on training and do not offer training or educational opportunities because they do not see the value or return on investment. 

  • Culture does not create a place of continuous learning: When this happens, the businesses lose out because the skill sets of the employees become stagnant and do not change with the market 

How to Foster Continuous Learning

  • Having a growth mindset: This approach will help improve the performance of employees and help instill confidence to set them up for success and adapt in a world that is changing rapidly. 

How to Support Continuous Learning 

  • Provide the right tools and resources: Make learning easily accessible, relevant, and most importantly engaging. Organizations can do this by focusing on coaching, mentoring, and providing technology platforms. 

  • Promote innovation and risk-taking: Allow time to evaluate and learn in a safe environment where risks are minimized. Set guidelines and boundaries so employees know what is acceptable and unacceptable and the parameters on which they can work. Also, allows employees to experiment with new processes and ideas. 

  • Lessons learned: Foster a “no-blame” culture, create recognition programs, and hold sessions where employees can discuss what works and what does not. 

Indicators of a Successful Culture of Continuous Learning 

  • Track participation in training courses. 

  • Assess skills through pre- and post-training. 

  • Monitor changes in quality of work and performance. 

  • Monitor employee turnover.  

  • Provide ongoing feedback in real-time. 

By measuring the effectiveness of a learning culture businesses can proactively address challenges and adjust to stay current with the ever-changing world we live in. By adopting the above techniques, you are sure to achieve individual and organizational success 

Learn more about how Catapult Employers Association can help your organization create a culture of continuous learning by emailing: