LEADER INSIGHTS: How to Make Leader Learning a Daily Practice

Leaders who actively seek new knowledge, skills, and perspectives can navigate uncertainty, inspire their teams, and lead their organizations to success. Research backs this up. A study by Deloitte found that organizations fostering a learning culture are 92% more likely to develop innovative products and processes. Meanwhile, Harvard Business Review reports that companies with strong learning cultures have higher employee engagement and retention rates.

But why should you care? Because, as a leader, your role is not just to manage the status quo. You’re expected to guide your team and your organization through constant change. Without continuous learning, you risk becoming stagnant, unable to adapt to new challenges, and missing out on innovative solutions. That’s why staying curious and committed to learning is one of the most critical traits of a successful leader today.

Why Continuous Learning Matters More Than Ever

In a world where technology is evolving at breakneck speed and industries are constantly disrupted, the shelf life of skills is getting shorter. A study by McKinsey found that 87% of executives are experiencing or expect to experience skill gaps in their organizations within the next few years. As a leader, it’s your responsibility to stay ahead of the curve. When you make learning a priority, you not only improve your own decision-making and leadership but also create a culture where learning and innovation thrive.

Practical Steps for Leaders to Keep Learning

1. Create a “Learning Sprint”: Dedicate a specific week each quarter to focus intensively on learning. Set clear goals for what you want to learn (new skills, industry trends, leadership techniques), and dive in through courses, books, or networking. Treat this like a strategic priority and hold yourself accountable for completing it.
2. Use the “5-5-5 Rule”: Spend five minutes each day reading, five minutes reflecting on how what you’ve learned applies to your leadership, and five minutes sharing your insights with your team. By breaking it down into short bursts, you ensure learning becomes a sustainable daily habit.
3. Engage in Microlearning: Sign up for platforms that offer bite-sized lessons on relevant topics. Apps like Coursera, LinkedIn Learning, and Blinkist offer digestible chunks of knowledge that you can consume on the go.
4. Make Curiosity a Habit: Ask more questions in meetings. Instead of providing immediate solutions, pause and ask open-ended questions that challenge assumptions. This not only helps you learn from your team’s perspectives but also encourages innovation and creative problem-solving.
5. Apply the “70-20-10” Learning Model: This model suggests that 70% of learning comes from on-the-job experiences, 20% from interactions with others (like mentoring or feedback), and 10% from formal education. Look for stretch projects that challenge your current skill set, seek regular feedback from peers or mentors, and make time for formal courses or certifications relevant to your industry.
6. Subscribe to “Future-Focused” Sources: Identify a few key publications, blogs, or podcasts that are future-oriented and cross-disciplinary. This will keep you up to date not only with your own industry but also with trends and innovations in adjacent fields that may impact your business.
7. Build a Learning Network: Surround yourself with people who are smarter than you in different areas. Engage in professional associations, mastermind groups, or attend conferences. The diverse ideas and knowledge you pick up from these interactions will broaden your leadership perspective.

Fostering Continuous Learning in Your Team

As a leader, your commitment to learning is powerful, but it’s only the first step. To create a lasting impact, you need to build a learning culture that extends to your entire team. Here are some ways to make continuous learning a team-wide practice:

1. Openly Share What You Learn: Share your learning. Ask your team members for their thoughts and discuss how the new knowledge could benefit collective goals. This models learning behavior and sparks meaningful dialogue. (A caveat to this point and what follows: When leaders engage in continuous learning and are eager to apply new insights to their team, it can unintentionally frustrate employees if the changes feel like a passing "flavor of the month." Without clear communication or follow-through, frequent shifts in direction can create confusion and erode trust. Employees may feel overwhelmed by constant adjustments or disengaged if they believe that the new initiatives won’t last. To avoid this, leaders must balance enthusiasm for new ideas with a thoughtful approach, ensuring changes align with long-term goals and are introduced in a way that feels meaningful and consistent to the team.)
2. Host “Lunch-and-Learn” Sessions: Encourage team members to share their own learning experiences with the group. You could rotate the responsibility so each person gets an opportunity to lead a session, fostering a collaborative learning environment.
3. Invest in Skill Development: Provide employees with the time and resources to pursue learning. Offer stipends for attending courses or conferences, and ensure they have access to e-learning platforms. Make it clear that their development is a priority for the organization.
4. Link Learning to Performance Goals: When setting performance objectives, include a development goal focused on acquiring a new skill or knowledge area. This ties learning to career growth, making it a clear priority for your team members.
5. Encourage Experimentation: Create a safe space where team members can try new things without the fear of failure. By encouraging experimentation and learning from mistakes, you foster an environment of continuous improvement and innovation.
6. Celebrate Learning Achievements: Acknowledge when team members complete a course, acquire a new skill, or apply learning to solve a business challenge. Recognizing these efforts encourages others to prioritize their development.

Continuous learning is a strategic advantage in today’s competitive environment. When leaders and their teams commit to learning, they stay agile, innovative, and equipped to handle new challenges.

References

• Deloitte Insights, "Becoming Irresistible: A New Model for Employee Engagement," Deloitte.
• Harvard Business Review, "Building a Learning Organization," HBR.
• McKinsey & Company, "Building Workforce Skills at Scale to Thrive During—and After—the COVID-19 Crisis."
• Lombardo & Eichinger, "The Career Architect Development Planner," Center for Creative Leadership.

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