How Leaders Can Encourage Learning

Organizations that embrace learning don’t just adapt—they lead. With technology evolving rapidly, generative AI transforming industries, and employees seeking continuous development, a culture of learning is no longer optional. The challenge for leaders isn’t just providing opportunities for growth but making learning an integral part of how teams operate and succeed.

At Global Coach Group, we believe leadership development and coaching are key to embedding learning into an organization’s culture. Drawing from top thinkers and real-world success stories, here are essential strategies for leaders to inspire and structure learning within their teams.

1. Understand the Purpose of Learning

Before diving into learning initiatives, leaders must first ask: What is the purpose of learning for our organization? Is it to improve efficiency, drive innovation, or foster inclusivity? Each goal requires a different approach.

For individuals, learning is about transforming lives—whether by acquiring new skills, building better relationships, or expanding their imagination. For organizations, learning is about survival and growth. It’s about staying relevant, adapting to change, and creating a workplace where talent feels valued and empowered.

Leaders must align learning objectives with both individual aspirations and organizational goals. This alignment ensures that learning is meaningful, impactful, and sustainable.

2. Adopt the Right Leadership Style for Learning

Not all learning is created equal, and neither are the leadership styles that drive it. Research from Gianpiero Petriglieri, an associate professor of organizational behavior at INSEAD, suggests that leaders can approach learning in three distinct ways: as custodians, challengers, or connectors.

Custodians focus on alignment and efficiency. They create structured learning environments, often resembling “boot camps,” where employees practice and refine skills to meet organizational standards. This approach is ideal for scaling operations or ensuring consistency across teams.

Challengers prioritize innovation and disruption. They create “playgrounds” where employees are encouraged to question norms, experiment, and think outside the box. This style is particularly effective in organizations that risk becoming complacent or stagnant.

Connectors emphasize collaboration and inclusivity. They build “town halls” where diverse teams come together to solve problems and strengthen relationships. This approach fosters a sense of community and breaks down silos, enabling the organization to thrive as a cohesive unit.

The key is to choose the style that best aligns with your organization’s needs and culture—and to remain flexible as those needs evolve.

3. Create Time and Space for Learning

One of the biggest barriers to learning is the constant pressure to deliver results. Employees often feel they don’t have the time or resources to invest in their development. Leaders must address this challenge by carving out dedicated time and space for learning.

This could mean implementing regular “learning hours,” organizing offsite retreats, or encouraging employees to pursue courses or certifications. It also means fostering a culture where learning is seen as a priority, not a distraction.

Physical and social spaces matter too. Whether it’s a quiet room for reflection, a collaborative workshop, or a virtual platform for knowledge-sharing, the environment plays a crucial role in facilitating learning.

4. Lead by Example

Leaders are the ultimate role models for learning. When leaders demonstrate a commitment to their own growth, it sends a powerful message to the team. Share your learning journey, celebrate your mistakes, and show how continuous improvement has shaped your leadership.

Encourage open dialogue about learning. Ask your team: What have you learned today? How can we support your growth? By making learning a shared experience, you create a culture where curiosity and development are celebrated.

5. Leverage Technology and Innovation

Tools like generative AI are revolutionizing the way we learn and work. Leaders should explore how these technologies can enhance learning experiences—whether through personalized training programs, immersive simulations, or real-time feedback.

However, technology is just a tool. The real magic happens when it’s used to support a clear learning strategy. For example, Schneider Electric successfully combined traditional learning methods with innovative approaches to align their teams with the company’s vision while fostering creativity and collaboration.

They designed a multi-phase learning system that integrated digital tools, peer-driven assessments, and real-world application projects. Employees first engaged in reflective exercises to define their individual intent within the company’s broader strategy. Then, they participated in structured training on key skills, using interactive platforms and digital learning modules to reinforce new competencies.

To ensure practical application, employees showcased their learning through hands-on projects, which were evaluated by peers, with the most successful ideas being scaled company-wide. This blend of human-centered learning and technology-enabled development not only increased engagement but also drove measurable business success, from talent attraction to financial performance.

6. Measure and Celebrate Success

Finally, leaders must ensure that learning initiatives are delivering tangible results. This doesn’t just mean tracking metrics like completion rates or test scores. It’s about measuring the impact on performance, innovation, and employee engagement.

Celebrate successes, no matter how small. Recognize individuals and teams who embrace learning and apply it to drive positive change. This not only reinforces the value of learning but also inspires others to follow suit.

In Summary

Simply put, learning is the ultimate competitive advantage. Leaders who prioritize learning—who create the time, space, and culture for it—will not only attract and retain top talent but also build organizations that are resilient, innovative, future-ready and consistently deliver superior results.

At Global Coach Group, we’re passionate about helping leaders unlock their full potential and create environments where learning thrives. Whether you’re a custodian, challenger, or connector, the journey starts with a simple question: What kind of learning culture do you want to build?

The answer could transform your organization—and your leadership—forever.

At Global Coach Group (GCG), our network of over 4,000+ experienced coaches is dedicated to delivering tailored leadership coaching to help leaders become more self-aware, improve their communication strategies, and ultimately drive better team performance.

For leaders who want to become coaches or coaches looking to enhance their leadership coaching skills, Global Coach Group (GCG) provides a comprehensive leadership coaching certification program. GCG’s internationally acclaimed coaching tools and resources can help you improve your coaching proficiency and empower you to guide others.