Geared for Growth

Debra Grommons

Often, when leaders talk about creating a learning culture, they are referring to formal training programs. But a true learning culture is more than that. A learning culture is an environment where continuous development is embedded into daily work and team members are encouraged to grow through collaboration, feedback and shared experiences. It encompasses both structured learning opportunities and informal moments of insight that happen in the flow of work.

A learning culture does more than provide skills; it fosters engagement, accountability and a sense of ownership. This combination of development and empowerment creates high-performance teams that are resilient in the face of challenges. For business leaders, the question isn’t just whether team members are learning but how effectively the culture supports continuous development.

A thriving learning culture doesn’t happen by accident. It requires intentional leadership and consistent effort. To evaluate the strength of your learning culture, ask yourself these three questions:

1. Do we share knowledge?

In a strong learning culture, team members view knowledge sharing as integral to their work. Whether through informal discussions or structured peer-to-peer learning initiatives, knowledge exchange is both encouraged and normalized. These practices enhance collaboration and problem-solving while also reducing knowledge silos.

You can foster this by:

• Encouraging team members to share insights during meetings or organize informal “lunch-and-learn” sessions.
• Sharing articles, books or lessons from your own professional development to signal learning is valued at all levels.

2. Am I providing enough support?

As a leader, your role goes beyond assigning tasks. You are a coach, mentor and enabler of growth. A robust learning culture requires consistent and intentional efforts to develop your team members, aligning their personal goals with the business’s broader objectives.

You can do this by:

• Regularly engaging in one-on-one conversations with team members. Use open-ended questions like “What’s one challenge you’re currently facing, and how can I support you in overcoming it?”
• Assigning stretch tasks that challenge team members to grow beyond their current skill set. For example, entrust a rising team member with leading a client presentation or managing a small project.
• Providing actionable, specific feedback consistently—not just during performance reviews. Recognize effort and progress, even if the outcomes aren’t perfect.

3. How do we handle problems?

A team’s response to mistakes is one of the clearest indicators of its learning culture. In a psychologically safe environment, mistakes are seen as opportunities for growth rather than failures to be punished.

You can develop this kind of workplace by:

• Sharing examples of challenges you’ve faced and the lessons you’ve learned from them. This creates a safe space for vulnerability and growth.
• After a project or task, hold team debriefs to discuss what worked, what didn’t and what could be done differently next time.
• Celebrating progress and experimentation, even if the results fall short of expectations. Highlighting the value of trying new approaches reinforces a learning mindset.

A strong learning culture starts with leaders who prioritize growth—not just for the business but for themselves and their teams. By creating an environment where learning becomes second nature, you can unlock your team’s full potential.