Organisational Learning Starts with Teams

Often, we encounter highly productive teams that consistently deliver results. Yet, a closer look reveals that the expertise and output are often concentrated among senior or more experienced members. The chorus is all too familiar: “There’s no time to teach or coach,” or worse, “It’s not my job.” This dismissive attitude toward those who are still learning the ropes undermines not only team dynamics but also the organisation’s ability to learn and grow.

Organisational learning is often viewed as a top-down initiative, driven by leadership, formal training programmes, or external consultants. But what exactly is organisational learning, and why does it matter?

Peter Senge, a leading thinker on organisational learning, defines it as “the process of creating, retaining, and transferring knowledge within an organisation.” Research shows that organisations prioritising learning outperform those that don’t: one study found that companies with strong learning cultures are 46% more likely to be market leaders and 92% more likely to innovate (Bersin, 2012). While leadership and structured programmes are valuable, the real engine of organisational learning lies within teams—where the work gets done. Teams are the building blocks of organisations, and there are minor nuances that can determine whether learning is nurtured or stifled.

The cost of being asleep to nurturing team learning

One of the greatest threats to organisational learning is a team’s inability—or unwillingness—to nurture new talent. When less experienced team members are not supported in learning, growing, and contributing, the consequences can ripple across the organisation:

1. Stagnation: Teams relying solely on seasoned members risk falling into predictable routines and outdated methods. Without fresh perspectives, innovation suffers.
2. Talent Drain: High-potential employees who feel undervalued or underdeveloped are more likely to leave, seeking environments where they can thrive.
3. Knowledge Silos: When senior team members hoard expertise, knowledge transfer halts. This weakens the team’s ability to adapt and grow collectively.
4. Innovation Gaps: Teams that fail to nurture creativity and curiosity miss opportunities to improve processes, products, or services.

A team that doesn’t prioritise learning becomes a bottleneck to organisational growth. Not only does it hinder immediate output, but it also compromises the organisation’s ability to retain and develop talent.

Creating a learning-focused culture

Team leaders play a pivotal role in nurturing a learning ecosystem, but success requires both top-down commitment and bottom-up engagement. Leaders must first set the tone by modeling curiosity and continuous improvement, actively encouraging questions, and celebrating experimentation. This foundation of psychological safety—where team members feel secure in asking questions, admitting mistakes, and offering new ideas without fear of judgment—is essential. Beyond modeling behaviors, leaders should actively break down silos by facilitating open communication and knowledge-sharing both within teams and across other business units in the organisation. This can be achieved through intentional systems for knowledge transfer, such as structured coaching and mentorship programs that pair experienced members with newer ones. At times personal proactiveness to approach a person who is more knowlegdable in a certain subject can also be useful rather than waiting to be assigned a mentor, which needs to be met with the other party’s willingness to impart knowledge on others as well. However, leadership's role extends beyond facilitation—it requires tangible investment in development through resources, time, and tools that allow team members to upskill and experiment safely. Recognition plays a crucial role too; leaders should acknowledge contributions from all members, especially those still learning, to reinforce the value of effort and improvement. When leadership commitment combines with empowered team members taking responsibility for their own learning and that of their peers, it creates a sustainable environment where everyone can grow, innovation flourishes, and the organisation builds long-term resilience.

At WorldsView Academy , our team development programs are designed to create team environments that facilitate learning, collaboration, and continuous growth. These elements are integral to team success and help build resilient ?Purposeful Teams .

How is your organisation supporting its teams in their learning journey? Share your thoughts in the comments, I’d love to hear your perspective.

Written by: Mbali Masinga