In working with a client whose company prides itself on continuous improvement, I’ve seen how this value is deeply embedded in their culture. Employees describe it as part of their DNA. Yet, upon closer examination, it became clear that the act of celebrating and acknowledging learnings, particularly from failures, happens far less frequently than the company envisions.
To truly embody continuous learning, leaders must set the tone. They are the foundation of this value.
The foundations of continuous learning
Many successful leaders, athletes, writers and innovators have shared that their greatest opportunities to learn came from making mistakes and reflecting on what went well and what could be improved for the future. The key difference lies in framing these experiences not as failures but as opportunities.
Psychologically, this shift activates a growth mindset — encouraging curiosity, problem-solving and resilience. By framing setbacks as opportunities, leaders create a culture of psychological safety that fosters innovation and learning.
A prime example is Satya Nadella, CEO of Microsoft, who has championed a learning mindset not just for himself but across the entire organization. Nadella’s philosophy emphasizes curiosity over perfection, leading by example with a “learn-it-all” attitude. He has fostered an environment where experimentation and adaptability are valued, often pivoting based on new insights and welcoming perspectives beyond his immediate team.
Continuous learning requires leaders to create a balance: empowering their teams to take risks, encouraging growth through experimentation and aligning these behaviors with broader business objectives.
What does it mean for leaders to continuously learn?
In a recent conversation with a client, they shared how empowering their team to take risks and celebrating their learnings was central to their leadership style. They emphasized creating space for ideas and experimentation, ensuring employees felt supported.
However, as the discussion unfolded, it became clear that while this leader prioritized their team’s growth, they hadn’t given equal focus to their learning and development.
Unlike more tangible organizational values like “operating as one team” or “communicating frequently,” the concept of continuous learning often gets lost, with leaders focusing primarily on their teams’ development rather than their own.
Authentic continuous learning isn’t about constant breakthroughs or grand “aha” moments — it’s about the small, deliberate actions that align with long-term goals. For instance, if a leader’s development goal is to foster psychological safety, they may need to experiment with various approaches, reflect on what resonates with their team and adjust as needed.
Leaders who prioritize their learning model the behavior they wish to see in their teams, creating a ripple effect that strengthens the entire organization.
How can leaders continuously learn?
To ensure you’re embodying the values you encourage in your team, consider these strategies:
- Fail fast: Embrace mistakes and model resilience. When leaders show they’re willing to make and learn from errors, they create a safe environment for their teams to do the same.
- Reframe fear: Fear of failure or falling short often holds leaders back. By reframing fear as an opportunity to learn, leaders can overcome these barriers and inspire others to take risks.
- Make time for reflection: In fast-paced organizations, reflection often gets overlooked. Taking time to pause, evaluate what’s working, and identify areas for growth is essential for learning and improvement.
- Adopt a “think again” mindset: As Adam Grant suggests, leaders should constantly challenge their assumptions. What worked in the past might not be the best approach moving forward. By rethinking strategies, leaders can uncover better solutions and set an example of adaptability.
The benefits of leaders who continuously learn
Leaders who embrace a learning mindset benefit not only themselves but also their teams, organizations, and clients:
- Fostering innovation: Organizations led by learning-focused leaders continuously innovate rather than settling for the status quo.
- Empowering emerging leaders: Newer leaders adopt the belief that there’s always more to learn, perpetuating a culture of growth and curiosity.
- Strengthening engagement: Leaders who learn alongside their teams feel more connected, motivated and valued, contributing to a positive organizational culture.
A 2023 study by TalentLMS revealed that 52% of employees would leave their current jobs for a company offering more opportunities for continuous learning and development. This underscores the value of leaders who prioritize learning — not just for their teams but for themselves.
The value of learning as a leader
“When we stop learning, we stop growing.”
In a world of rapid change driven by advancements in AI, shifting industries, and global disruptions, leaders must continuously seek opportunities to grow alongside their teams. Encouraging risk-taking and celebrating learning isn’t enough; leaders must actively exhibit these behaviors themselves.
It starts with small, intentional steps — taking risks, reflecting on failures and setting achievable goals. By doing so, leaders can cultivate a culture of continuous learning that empowers their teams and drives long-term success.
Opinions expressed by SmartBrief contributors are their own.
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