Creating a Learning Culture in Organisations

As a lifelong learner and advocate for personal growth, I am passionate about creating a culture of continuous learning within organisations. It's not just about offering training programs or e-learning courses - it's about fostering an environment that values and prioritises acquiring knowledge and skills.

Pixar Animation Studios, known for its iconic animated films, strongly emphasises learning and growth. They organise regular "Braintrust" meetings, where individuals from different departments come together to offer feedback and support to ongoing projects. This collaborative environment encourages open dialogue, enabling teams to learn from one another and continuously improve their craft. This commitment to learning has undoubtedly contributed to Pixar's continued success in producing beloved and critically acclaimed films that resonate with audiences worldwide.

In research by the Association for Talent Development (ATD), companies that invest in employee development outperform those that don't by up to 202%. A study by Bersin & Associates finds that organisations with a strong learning culture are 46% more likely to be leaders in their industry.

When we speak about learning, I have seen organisations operate with one or more of the following limiting beliefs -

1. Learning takes too much time
2. Learning is expensive
3. Learning does not have a high ROI
4. Learning is not for everyone

Atlassian , a software company known for its popular collaboration tools, has long been recognised for its commitment to a learning culture. They encourage employees to spend 20% of their time working on projects they're passionate about, allowing for self-directed learning and experimentation. This approach has led to groundbreaking innovations, such as the creation of Jira, one of their flagship products. By fostering a culture of continuous learning and providing time for exploration, Atlassian has experienced exponential growth and has become a leader in the software development industry.

Creating a learning culture doesn't have to be a daunting task. Here are three key takeaways that can help organisations foster a culture of continuous growth:

1. Make learning a part of your company's DNA. From onboarding to regular performance check-ins, every touchpoint should emphasise the importance of continuous learning. Encourage managers to set aside time for team members to attend webinars, take courses, or learn new skills.
2. Provide diverse learning opportunities. Not everyone learns similarly, so offer various options such as e-learning, instructor-led training, on-the-job training, and mentorship programs. Consider partnering with external learning providers or industry experts to offer specialised training.
3. Lead by example. Leaders who prioritise their 'personal' learning send a powerful message to their teams that growth is essential. Encourage leaders to share their learning journeys and model a growth mindset in daily interactions.

From a survey conducted by LinkedIn , 94% of employees say they would stay longer at a company that invests in their career development. In 2024, let's consciously prioritise learning and create a culture of continuous growth in organisations. By doing so, we'll not only stay ahead of the curve but also engage and retain our employees in meaningful ways.

Are you up for the challenge?