How to build a continuous learning culture at work

Continuous learning examples

Let’s take a look at the different ways an employee can engage in continuous learning:

Formal learning

Formal learning includes the ways a learner can gain new knowledge and skills via learning initiatives that have already been pre-determined, organized and implemented for a specific learning purpose or goal. This can include:

• a university or college course
• training programs from within the organization
• external workshops or conferences
• e-Learning courses
• Mobile learning courses
• MOOC’s

Social learning

Social learning includes all the ways a learner interacts, discusses, collaborates and learns from others to increase knowledge or learn new skills. This can be both formal and informal, including:

• Discussion and collaboration on social media
• Finding blogs or other resources to gain deeper insight
• Working with other co-workers
• Coaching and mentoring
• On-the-job training

Self-directed learning

Obtaining a new skill or improving your knowledge and understanding of something does not have to be restricted to formal training or working with others. Self-directed learning can include:

• Researching and reading to gain a deep understanding of a topic.
• Listening to topic relevant podcasts or watching instructional videos
• Experimentation and exploration

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What is the difference between lifelong learning and continuous learning?

Lifelong learning and continuous learning are often terms used interchangeably. They can sometimes have a slightly different meaning depending on the context.

Let’s compare the differences below:

Lifelong learning

The term lifelong learning is geared more towards the individual level. It refers to someone who makes a long-term, voluntary commitment to learning new skills or acquiring new knowledge.

A lifelong learner is someone who incorporates continuous learning as part of their lifestyle.

An example of lifelong learning could be someone who chooses to read about something new for one hour every day. This is a personal commitment for self-betterment or long-term improvement.

Continuous learning

The term continuous learning can also refer to someone who is committed to learning new skills or knowledge but is often used in a more temporary context or formal context.

An example of continuous learning could be someone who is taking an extra training course for their job. This is a formal commitment, sometimes temporary, that is taken on to achieve new skills.

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How to build a continuous learning environment within the organization

Creating a supportive environment that encourages employees to engage in continuous learning takes commitment, resources, and coaching.

Some employees will be self-motivated and will take up continuous learning on their own time, but the majority will not have the time or resources to do so.

Employees are typically focused on the job or tasks at hand and do not want to be seen as wasting time.

It is unrealistic to expect all employees to engage in continuous learning either during the work day or in their free time.

This is a good starting point when figuring out how to start building a learning environment. Let’s take a look at some ideas on how to navigate this situation:

1. Continuous learning begins with leaders

When employees see that their Manager or Supervisor is fully engaged and supportive of learning and development initiatives, it creates an atmosphere that promotes continuous learning.

Sometimes it is difficult for employees to take time away from daily work tasks because there is an impression that management may not approve.

Show employees that it is important and valued by becoming a role model.

2. Create a learning plan

When continuous learning becomes part of the way a business runs, employees are more apt to engage in it.

This means defining the business goals of what is hoped to be achieved and creating an actionable plan around how to support it.

Engaging in dialogue about continuous learning means that employees will not only see that the organization is genuine about supporting learning initiatives, but that efforts are being offered to make it a reality.

The plan can include what resources or support individuals maybe need or the types of learning that can be offered, such as mobile learning or mentoring.

3. Provide the resources and time for continuous learning

The main component of creating a learning environment is time and resources. These need to be available to employees.

This can come in all shapes and forms, depending on the needs of the organization, department, or individual employees.

Some ideas include:

• Establish a personal development plan with each employee to identify what they may want to learn to encourage them to take the initiative
• Hold Lunch & Learns during the lunch break to encourage employees to present and apply what they’ve learned
• Devote dedicated time to employees to engage in training or learning
• Attend team workshops or events
• Provide access to professional resources via subscriptions or memberships
• Provide access to online learning for self-paced courses
• Organize mentorship or coaching opportunities
• Create a learning “task-force” that enables employees to investigate and collaborate on a topic

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Where this sits in Valamis

Continuous learning tends to fail for a practical reason rather than a cultural one. The compliance training people have to do sits in one system, the development they want to do sits somewhere else, and nobody can see how the two relate.

Valamis holds both in the same place. Compliance records, skills profiles, levels and goals, and the learning people complete all live in one system of record. That means continuous learning is not a separate initiative running alongside mandatory training. It is the same platform, showing a person what they need next rather than only what they are overdue on.

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Frequently asked questions about continuous learning

What is continuous learning?

Continuous learning is the ongoing process of developing new skills and knowledge, both formally through training and informally through other people and self-directed study. In an organization it means learning is a normal part of work rather than an occasional event.

What is the difference between continuous learning and lifelong learning?

Lifelong learning describes a personal, long-term and voluntary commitment to learning. Continuous learning is often used in a work context and is frequently more formal and sometimes temporary, such as taking a training course for your job.

What are examples of continuous learning?

Formal examples include courses, internal training programs, workshops and e-learning. Social examples include coaching, mentoring, on-the-job training and learning from colleagues. Self-directed examples include reading around a topic, podcasts, instructional videos and experimentation.

Why is continuous learning important for organizations?

It improves performance and innovation, and it supports employee satisfaction and retention. Developing the people you already have also costs less than rehiring and retraining, and it signals that employees are worth investing in.

How do you build a continuous learning culture?

It starts with leaders who visibly learn themselves, a learning plan that connects to real goals, and giving people the time and resources to act on it. Without time set aside, the intent rarely survives contact with the working week.