The Power of Learning at Work: Five Strategies for Fostering a Culture of Growth

This week is National Learning at Work Week, a campaign which puts the spotlight on the importance and benefits of continual learning and development. 

This year’s theme is ‘Create the future’ exploring how lifelong learning at work can help us to:

• Achieve life and work goals
• Shape our lives, communities and the world
• Drive innovation and achieve organisational ambitions 

In today's rapidly changing and increasingly competitive business environment, the importance of learning and development in the workplace cannot be overstated. As a Leadership Development Consultant with a background in logistics management, I have seen firsthand how businesses that invest in the development of their employees are more likely to succeed and thrive in the long run.

From providing regular feedback and encouraging reflection, to fostering a culture of peer learning and recognition, there are many practical ways that business owners and senior managers can help their people learn at work. By following these key principles, organisations can create a culture of continuous learning and growth that benefits both employees and the organisation as a whole.

Feedback is crucial. Whether it be recognition or critical, feedback is how we know in the moment what is working and what isn't. By not saying it in the moment, we miss the opportunity for impact. Personally, I always come back to Brene Brown's (2018) Dare to Lead Feedback Checklist, managers can provide timely and actionable feedback to help their employees grow and develop in their roles using a method called “circling back”. 
Reflection is essential. Leaders and managers should be encouraged to reflect on their experiences each month using Gibbs' (1998) Reflective Cycle. This powerful tool helps them question the deeper levels around a situation and determine where improvements can be made and take an honest assessment of their behaviours and build that higher self-awareness. 

Peer to Peer Learning is highly profitable. Peer learning is an effective informal learning method for your teams to learn from each other and share their knowledge and experiences.  By giving teams time to share their learning, businesses can build a high-performing and inclusive culture. One way to achieve this is by getting one person from the team to share something they have learned each month with the rest of the group or conducting a networking breakfast. 
Recognition can build psychological safety. Managers should show recognition when peer-to-peer learning is taking place as it positively reinforces this behaviour and helps employees feel safe, not threatened by the security of their role.

Regular individual reviews can build confidence. Encouraging employees to reflect on what worked well and what didn't periodically by using coaching conversations, monthly check-ins with their manager can help build their inner confidence to recognise what are their strengths and weaknesses which can be addressed to build a support development plan. 
In a VUCA (volatile, uncertain, complex, and ambiguous) world, our anxiety and confidence are constantly tested with the major changes we experience. By encouraging learning at work with these simple approaches, organisations can sustainably encourage their team to push forward in challenging situations and make a step change.

I encourage you to try incorporating these five key principles and watch how your business can foster a culture of learning and growth that benefits both employees and the organisation as a whole. Whether you're an international corporation or an SME, investing in the development of your employees is crucial to achieving long-term success and sustainability. 
For more information email Nichola or visit The Leadership Centre website.