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  • Ricards Krizanovskis

Why and how to create a continuous learning culture?

Skills are changing fast. According to World Economic Forum, around 40% of core skills in the average job will be different by 2025.

For many employers, it brings a strategic challenge for keeping their talent skills up to date. Some employers are trying to upgrade their recruitment practices, others provide more L&D opportunities for current employees. Yet one is clear - both employers and employees will need to figure out how to make learning a continuous and integral part of work and life experience.

By talking to many employers, we have uncovered different levels of barriers preventing employees from learning more, and it neatly falls in the Golden Circle model presented by Simon Sinek years ago.

Level 1 (WHY?)

Learning is an intrinsic process by its nature and requires employees’ own motivation and action to be effective. We commonly notice that learning is “pushed” to employees, which diminishes its efficiency. To be intrinsically motivated, learners require control of what and how they study, an adequate amount of challenge, as well as recognition of their efforts at the very least.

Level 2 (HOW?)

Most of learning is organized as a sporadic and on-demand activity. Managers are usually collecting requests from their teams and provide a certain course or an activity to address their needs. For the current pace of the job market, this method is too lengthy and inconsistent. We’ve seen the best learning taking place when employees are empowered with the right tools to learn continuously and do it by themselves, not only at work but also at home.

Level 3 (WHAT?)

Even with the right tools, environment, and mindset, it has become increasingly hard for both employers and employees to navigate the jobs market. Employees need direction and suggestions on which skills and content would help them reach their learning goals. There are different new methodologies on how to do that and our team is invested in creating one as well.

Learning indeed is changing its form, and it is very exciting to be in the skills tech industry right now. What is your experience with creating a continuous learning culture?

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