Expand and improve learning opportunities

Transformation to a pull learning economy is a highly complex, multi-year, whole-organization endeavor that cannot be achieved by HR/learning professionals alone, even when supported by incredible technology. In the short term, create more opportunities for employees to learn formally and informally, leveraging technology to help scale excellence across the organization.

Do training better. While access to content isn't the same as learning, it is a vital foundation. Make it easy and intuitive for employees to quickly find helpful content by leveraging skills data. Learning leaders can also blend training courses with articles, podcasts, books and peer-created mini-modules to diversify content types and perspectives.
Implement capability academies. Invest in high-impact capability academies for business-critical areas. Work with stakeholders to blend formal training, mentoring, hands-on projects and peer-to-peer experiences with authentic deliverables in programs with demonstrated impact.
Support and amplify informal learning: Most learning at work doesn't happen in a formal setting. Work with subject matter experts to identify (or crowdsource!) informal ways for employees to learn before making those opportunities visible, ideally in your LXP. Consider linking to relevant communities of practice, thought leaders, conferences or associations, mentors, extra-miles activities, etc.
Teach employees how to learn with generative AI. Teach employees how to maximize gen AI tools for learning. Provide prompts for reflection, critical thinking and identifying related concepts. If your organization leverages meeting co-pilots, teach people how to use them for analysis and feedback of interpersonal skills.
Leverage high-quality learning tech. From AI coaches to automated workshop facilitation to individual content personalization, there are a host of new solutions emerging that afford valuable learning experiences at scale. If you can't attend conferences, look at the expo attendees and reach out to those who have interesting new products.

A continuous learning culture is essential for modern organizations to flourish but requires a paradigm shift. In addition to advocating for long-term solutioning, L&D professionals can take concrete steps today by reorienting around learning, not training—creating engaging, personalized learning experiences, both formal and informal, and by embracing the power of technology.

What does a (real) continuous learning culture look like?

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