Merge's Blog

It’s a leader’s job to actively promote lifelong learning

CGA0910-2013CoverThe ongoing skill development of your people is your responsibility.  Period.  There, I said it!

Yes, it may ultimately be the folks in training or HR who will design and deliver the learning programs that your staff need, but it is your job to create a positive learning culture in your company or department — a culture that supports and insists that learning continue over a lifetime. You can’t just pass it over to another department and then wash your hands of any responsibility! Delegation is appropriate, but abdication isn’t!  Your individual attitude towards lifelong learning will set the barometer for how those around you think and behave. So it’s critical that you deliberately create an environment in which learning is encouraged and supported.

In my latest article in CGA Magazine, I offer five suggestions for how you can create a genuine learning culture at work.

Continuing Education in the Workplace

So what do you have to add to this list of five?  Please add to the Comments link below.


  • The CGA article about continuing learning is very insightful. When you have a team that is inspired to learn, there is residual effect associated with innovation in ideas, strategy, and execution. Change occurs because people in the organization understand can visualize the potential benefits and those transitions are easier for the entire organization. The inspiration to learn must come from the leadership of an organization. It should be celebrated and recognized on a regular basis, included in performance expectations, and made a part of the culture of an organization.

    I once had a manager say that there is a risk in training people; they tend want new opportunities and sometimes leave an organization. My response was to remind that manager that the flip side is far worse; an organization that doesn’t change because there is no innovation. When given the options, promote learning and growth of your people. The rewards will be significant.

  • Great response to the manager Jim. Too bad this manager doesn’t get that when people find themselves getting stagnant, the good ones are going to leave anyway. So by trying to stop them from leaving, s/he’s contributing to the problem!


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