The Role of Leadership in Driving a Learning Culture

In today’s business landscape, teams that learn are teams that succeed. Leaders that support learning set the tone for the creation of a learning culture. To do that, you need to lead from the front.  

In this post, we’ll check out three key strategies for how to create and nurture a learning culture that leads to business outcomes: 

1. Lead by example
2. Embed formal and informal learning
3. Provide agency in learning 

1. Lead by Example 

If you want to see your people actively learning, you need to publicly do it yourself. Research shows that leaders—87% of them—find higher meaning and purpose in their jobs when they discuss their career paths.  

Reinforce this by sharing your own learning journey, but also by amplifying your team members when they share theirs. This approach communicates that learning is not just a checkbox—it’s a core value. 

Make space for learning by giving your team explicit permission to incorporate learning into their day. Sometimes employees think that their manager will consider this as being unproductive, but the opposite is actually true. Reinforce the importance of learning by sharing with your team how you incorporate learning into your day and how you use that learning on the job. 

2. Embed Formal and Informal Learning 

Making learning continual requires a combination of formal and informal mechanisms to embed new skill development. 

Creating a space to share news articles, links to new technology tools or upcoming webinars from your field can be a great—and simple—way to embed informal learning. 

Leaders can encourage formal learning by encouraging traditional knowledge acquisition. Embracing education-as-a-benefit lets staff know the value of upskilling and knowledge development through your continued investment in it.  

Leadership can consider providing access to online courses through an upskilling solution. Employees can find courses related to their career objectives, enabling them to use education to guide their career paths. 

This behavior not only inspires employees but also reinforces the idea that continuous learning in organizations is valuable at every level. 

3. Provide Agency in Learning 

People learn better when they’re focused on something that matters to them. When I was at Southern New Hampshire University, I had my team create their own groups based on topics and careers that most interested them. These teams then crafted learning plans and deliverables. On a biannual basis the teams shared their achievements, what they learned and how it informed their work.  

This strategy creates connections between what individuals want to learn and their daily jobs, while motivating them to stretch towards their interests. 

A Learning Culture Starts With Leadership 

Driving a learning culture requires intentional, continual efforts from leadership. It can be tough in the day-to-day “business of the business” to focus on learning, but—particularly with the disruption coming from AI—this could not be more important.  

In our environment, you either learn upfront, or you will be schooled by the market. 

As businesses navigate the complexities of today’s corporate landscape, fostering a culture of learning isn’t just beneficial—it’s essential. When leaders prioritize learning, they empower their teams and position their organizations for long-term success. Embrace the role of leadership in driving a learning culture and inspire a brighter future for everyone involved.