The three steps to create a learning mindset

Creating a culture of continuous learning at an organisational level means activating a sense of curiosity, a desire to grow and a passion for learning at the individual level. But what does it take to create such a learning mindset and how can leaders go about fostering this mindset in their employees? 

Start creating this learning mindset using this three step process:

Step 1. Clearly set and communicate  goals

When you set clear goals,  your teams and their managers will know the benefits of your learning and development program. This means they’re likely to be more engaged and motivated to take part from the outset. This is why it’s crucial that you communicate your goals for each audience  across your organisation. 

Step 2. Build a learning and development plan

A culture of continuous learning requires a learning and development plan that incorporates the goals your organisation established in step 1.  

When building a learning and development plan, think of the skill sets of the people in your organisation's teams and include courses and learning assets that reflect the skills areas they want to grow in. This ensures the courses and learning assets you plan to deliver, become more meaningful to each person in your team and to your organisation itself.

Your learning and development plan should include a mix of: 

• Formal learning: Workshops, courses and structured activities
• Informal learning: Community learning, learning from forums and discussion groups, and other resources
• Opportunities to learn in the flow-of-work: Performance support and process improvements that are integrated in the way that your employees work..

There should also be an action plan for how your team’s people will use the newly learnt knowledge / skills on the job. An action plan therefore can outline a list of activities your people will be doing while they’re learning and any other follow-up activities.

Step 3. Encourage a learn, then do attitude

One of the most important elements of creating a learning mindset is to encourage a learn, then do, attitude. There is a tremendous sense of satisfaction from being able to apply new skills and knowledge in the workplace. Work with your managers and all employees to ensure that they are looking for opportunities to use their skills in the work that they do.

Continuous learning doesn’t happen by chance. Or if it does - it’s unlikely to generate the learning and business impact you are hoping for. Deliberately creating a learning mindset provides a simple, but flexible, way for your organisation to generate momentum, engagement and impact.