Continuous Learning: the biggest impact on the business!

According to @Josh Bersin, “The single biggest driver of business impact is the strength of an organization's learning culture”. But what does continuous learning mean? Does coaching have a place in its implementation? This is the question I want to answer in this post. “Why?” you might ask; it is obvious that continuously learning means learning at all times, is further explanation really required? Yes, because continuous learning does not occur naturally, it requires method and dedication as well as a strong growth mindset (you know, the one necessary for coaching). It means that the organization must support its members and push them to search for constant improvement and enjoyable challenges. It also means that it should promote a thirst for knowledge and look for potential to develop new skills. Challenging ourselves is not that easy, especially if we are succeeding with our current skill set and we are busy managing daily tasks: My team and I don’t have time to train or to learn! However, as shown by this video, there is a strong correlation between an employee’s desire to learn and their performance. Learning is even more important the before as skills quickly become outdated. If you want an overview of how to develop a growth mindset and implement continuous learning within your organization, I suggest you watch the video below by @David Arnoux from Growth tribe @https://www.linkedin.com/school/growth-tribe/.

As stated in my former post, companies must strive to develop new skills internally instead of purchasing them on the market (which is, by the way, quite limited at the moment). Here are a few tips on how to develop a growth mindset: focus on potential and not credentials, promote a safe psychological environment, favor internal recruitment, provide positive feedback, and play the collective game, not based on a small handful of “star” players.

So let’s allocate budget and time for learning and experimentation, normalizing them as easy and fun using the 70-20-10 model. It is also imperative to chart the skill gap in your organizations: what are the competencies you need the most, what impact will they have and how can you best gain them. Continuous learning and a growth mindset will support the agility of your organization as well as fortify it against future turbulencies.

And what is the role of coaching within this process? After reading the input above, I hope you have already understood how coaching can support a company in implementing continuous learning. Access to coaching (especially executive) enables us, it helps us develop self-awareness, identify skills gaps and define action plans to fill those gaps. So, to make your company’s future bulletproof using both the growth mindset and continuous learning, coaching is definitively a weapon to consider (among others) to make learning an easy and engaging habit.

And you, what are your ideas to help set up a company growth mindset and a continuous learning culture within your organization?

You want to know how can I support you to develop your continuous learning culture?: contact me