- A strong learning culture fosters continuous growth, adaptability, and knowledge-sharing across teams.
- Great managers aren’t just bosses—they’re coaches who fuel development and boost retention.
- Leaders who understand job roles deeply can recruit more strategically and support learning initiatives – think about what specific skills are necessary, rather than generally.
- Learning isn’t just in courses—it’s in conversations, curiosity, and sharing what you know.
- Want to build a learning culture? Start small: celebrate learning, mix in peer mentoring, and let tech do the heavy lifting.
Table of Contents:
Creating and Sustaining Organizational Culture
What is a Learning Culture? (and Why it Matters)
How Does Culture Affect Learning?
Signs You're Thriving (or Not) in a Learning Culture
What Steps Can an Organization Take to Improve Its Culture?
Final Thoughts: Culture Is the Engine, Learning Is the Fuel
Creating and Sustaining Organizational Culture That Thrives in a Changing World
In a world where remote work is the norm and adaptability is the name of the game, building a learning culture isn’t just a nice-to-have—it’s essential. As organizations race to stay competitive in rapidly shifting markets, the question isn’t just "what is learning culture?"—it’s “how does culture affect learning and performance at every level?”
Let’s dive into what that really means and how to build it, brick by brick.
What Is a Learning Culture? (and Why It Matters)
A learning culture is an organizational environment where continuous learning is expected, encouraged, and supported. According to SHRM:
“A learning culture consists of a community of workers instilled with a ‘growth mindset.’ People not only want to learn and apply what they’ve learned to help their organization, they also feel compelled to share their knowledge with others.”
This culture supercharges agility: teams learn faster, adapt better, and innovate more freely. And when employees are empowered to learn and grow, they stick around—because they know they’re investing in their future and their company’s.
How Does Culture Affect Learning?
Culture influences learning on every level. If your company culture emphasizes hierarchy, stagnation, or fear of failure, learning stalls. If your culture promotes curiosity, knowledge-sharing, and experimentation, learning accelerates.
A strong culture of learning:
- Drives employee engagement and retention
- Closes skill gaps organically
- Improves cross-functional collaboration
- Turns informal learning into a team-wide superpower
Signs You’re Thriving (or Not) in a Learning Culture
How can you tell if your organization is truly fostering a learning culture? Here are key indicators to look for—and how to make them happen.
1. Managers Are Coaches, Not Bosses
Your people leaders should be your learning champions. One study found that 60% of employees with poor coaches are actively job-hunting. But under great coaching? That number drops to just 22%. Other research has found that businesses with leaders who are effective coaches experience 21% stronger business outcomes compared to organizations that do not have leaders with coaching proficiency.
Actionable Step:
Train managers in coaching best practices. Set monthly coaching goals, encourage feedback loops, and celebrate when managers support team learning.
2. Leaders Understand the Work They Hire For
In learning cultures, leaders get their hands dirty. They dive into the nuts and bolts of the work—so when it's time to hire, they can identify exactly what skills are needed.
Example:
Instead of “We need a developer,” a learning culture leader says, “We need someone fluent in SQL and server-side JavaScript to support our analytics dashboard.”
Actionable Step:
Start a monthly “role deep-dive” where leaders learn about a different department’s tools, workflows, and challenges. This can build stronger, more flexible leaders that are ready to step into positions of more responsibility at a moment’s notice.
3. Learning Happens Everywhere, Not Just in Training
If formal training is your only learning tool, you’re missing 80% of the iceberg. Informal learning—through collaboration, curiosity, and experimentation—is where the magic happens.
Case in Point:
Google has a famous policy called “20% time.” This poilcy encouraged employees to spend 20% of their time – one day a week – on personal learning projects. This policy gave us Gmail, AdSense, and GoogleTalk. All were born from personal learning projects, and the result of organizations encouraging employees to explore their personal interests and learn how they could build better solutions.
Actionable Step:
Encourage employees to devote some time each week to a learning project of their choice—and have them present takeaways quarterly.
What Steps Can an Organization Take to Improve Its Culture?
Building and sustaining organizational culture around learning doesn’t happen overnight—but small, intentional shifts can move the needle. Here’s where to start:
Step 1: Assess Where You Are
Ask:
- Do we celebrate learning publicly?
- Are employees comfortable asking questions?
- Do managers make space for learning in 1:1s?
Use surveys, pulse checks, and manager feedback to get honest answers.
Step 2: Build Learning into the Flow of Work
Learning shouldn’t be a one-off event. It should be woven into the daily rhythm.
Best Practices:
- Launch a “learning moment” team channel where employees share tips, mistakes, and wins.
- Integrate microlearning into team meetings.
- Encourage managers to ask “What’s something new you’ve learned this week?”
Step 3: Promote Peer Learning and Mentorship
A strong learning culture encourages employees to teach what they know. This not only builds confidence but helps knowledge scale across teams.
Best Practices:
- Rotate “lunch & learn” hosts across departments.
- Start a reverse mentoring program (Gen Z teaching execs? Yes, please).
- Create cross-functional learning pods for shared goals.
Step 4: Leverage Tech to Expand Access
Tools like online learning platforms, AI-powered content curation, and digital knowledge bases empower employees to learn at their pace, from anywhere.
Pro Tip:
Pair learning platforms with internal recognition—shout-outs for course completions or “learning spotlights” in newsletters can go a long way.
Final Thoughts: Culture Is the Engine, Learning Is the Fuel
So—how to develop culture in an organization that thrives on learning? Start by modeling curiosity. Reward experimentation. Make learning a habit, not a checkbox.
When culture becomes the engine that powers constant growth, your teams don’t just adapt—they lead. They create. They thrive.
Ready to dig deeper?
Watch our free webinar with industry experts who’ve built high-performing learning cultures—so you can too.
