In today’s fast-paced business environment, where technology advances swiftly and employees seek constant development, organisations that promote learning don’t just keep up—they set the pace. With generative AI reshaping industries and a growing demand for ongoing professional growth, cultivating a culture of learning is essential for any organisation aiming to thrive. The challenge for leaders is not merely providing learning opportunities, but embedding learning into the very fabric of how teams collaborate and succeed.

At Global Coach Group UK, we believe leadership development and coaching are integral to making learning a cornerstone of an organisation’s culture. Based on insights from leading thinkers and real-world case studies, here are key strategies for leaders to inspire and implement learning within their teams.

1. Understand the True Purpose of Learning

Before launching any learning initiatives, it is crucial for leaders to define the purpose of learning within their organisation. Are you aiming to improve efficiency, spur innovation, or promote inclusivity? The desired outcome will determine the approach to be taken.

For individuals, learning is about transformation—whether acquiring new skills, building stronger relationships, or expanding one’s capacity for creative thinking. For organisations, learning is vital for survival and growth. It helps businesses stay relevant, adapt to changing conditions, and create a workplace where talent feels valued and empowered.

Leaders must align learning objectives with both the individual aspirations of employees and the overarching goals of the organisation. This ensures that learning is meaningful, impactful, and sustainable.

2. Choose the Right Leadership Approach for Learning

Not all learning is the same, and different leadership styles can foster learning in different ways. Research by Gianpiero Petriglieri, an associate professor of organisational behaviour at INSEAD, suggests that leaders can encourage learning in three distinct styles: custodians, challengers, and connectors.

  • Custodians focus on alignment and efficiency. They establish structured learning environments, often resembling “boot camps,” where employees refine skills to meet organisational standards. This approach is ideal for scaling operations or ensuring consistency.
  • Challengers prioritise innovation and disruption. They create “playgrounds” for employees to question norms, experiment, and think creatively. This style is especially effective for organisations at risk of becoming complacent.
  • Connectors promote collaboration and inclusivity. They facilitate “town halls,” bringing diverse teams together to solve problems and build relationships. This approach fosters a sense of community, breaking down silos and encouraging unity within the organisation.

The key is to select the style that best matches your organisation’s needs and culture, while remaining adaptable as these needs evolve.

3. Set Aside Time and Space for Learning

One of the most significant obstacles to learning is the constant pressure to meet targets. Employees often feel they lack the time or resources to invest in their development. Leaders must address this challenge by creating dedicated time and space for learning.

This could involve implementing regular “learning hours,” organising offsite retreats, or encouraging employees to pursue additional qualifications. It also means nurturing a culture where learning is seen as a priority, not a distraction.

Physical and social spaces also play a role in fostering learning. Whether it’s a quiet room for reflection, a collaborative workshop, or a virtual platform for knowledge-sharing, the environment is a key factor in promoting effective learning.

4. Lead by Example

Leaders serve as the ultimate role models for learning. When leaders invest in their own growth, it sends a strong message to their team. Share your own learning experiences, celebrate your mistakes, and demonstrate how continuous development has shaped your leadership.

Encourage open discussions about learning. Ask your team: What have you learnt today? How can we support your growth? By making learning a collective experience, you create an environment where curiosity and personal development are not only encouraged but celebrated.

5. Utilise Technology and Innovation

Technological tools, such as generative AI, are transforming the way we learn and work. Leaders should explore how these technologies can enhance the learning experience—whether through personalised training programmes, immersive simulations, or real-time feedback.

However, technology is just a tool. The real value is realised when it supports a clear learning strategy. For instance, Schneider Electric combined traditional learning methods with innovative approaches, aligning teams with the company’s vision while promoting creativity and collaboration.

They created a multi-phase learning system integrating digital tools, peer-driven assessments, and real-world application projects. Employees began by engaging in reflective exercises to define their individual roles within the company’s broader strategy, followed by structured training on key skills using interactive platforms. To ensure practical application, employees showcased their learning through hands-on projects, which were evaluated by peers, with the best ideas scaled across the company. This blend of human-centred learning and technology-driven development not only increased engagement but also contributed to measurable business success, including talent attraction and improved financial performance.

6. Measure and Celebrate Success

Leaders must ensure that learning initiatives yield tangible results. This means more than just tracking metrics such as completion rates or test scores; it’s about assessing the impact on performance, innovation, and employee engagement.

Celebrate achievements, no matter how small. Recognise individuals and teams who embrace learning and apply it to drive positive change. This reinforces the value of learning and inspires others to follow suit.

Conclusion

In essence, learning is the ultimate competitive edge. Leaders who prioritise learning—who carve out time, create space, and foster a culture that supports it—will not only attract and retain top talent but also build organisations that are resilient, innovative, and prepared for the future.

At Global Coach Group UK, we are passionate about helping leaders unlock their full potential and create environments where learning thrives. Whether you’re a custodian, challenger, or connector, the journey begins with one simple question: What kind of learning culture do you want to create?

The answer could transform your organisation—and your leadership—forever.

At Global Coach Group UK (GCG UK), we are committed to harnessing the full potential of leadership coaching by promoting the involvement of coworkers in the development proces.  For more information on how GCG UK can assist your leaders visit our Leadership Coaching page. Connect with our network of over 4,000 exceptional coaches to begin your leaders’ journey towards confident and effective leadership today.