Building a learning culture isn’t just an HR initiative or a checkmark for compliance – it’s a strategic foundation for sustainable growth. It impacts everything from individual development to team dynamics and the organisation’s adaptability to change. But how do we create a true culture of learning? What does it take to go beyond formal training and ensure that every employee is engaged in a continuous journey of development?
In The Capex Formula for Learning & Performance, co-authored by Kevin McAlpin and myself, we break down what we see as essential pillars in fostering a learning culture:
- Culture
- Adaptability
- Purpose
- Expectation
- X-Factor
CAPEX. This article will walk you through these pillars with practical tips and a grounded approach you can implement immediately.
CAPEX provides a roadmap that is flexible enough to fit any organisation yet structured enough to ensure results.
1. Culture: Setting the foundation
Culture is the bedrock of any learning environment. It encompasses the shared values, beliefs, and practices that make people feel safe to express ideas, challenge the status quo, and, importantly, make mistakes. Without this foundational openness, learning initiatives can be superficial or fear-driven, with limited long-term impact.
Practical tip:
Start by fostering psychological safety. Encourage leaders and managers to model vulnerability by sharing their learning journeys, mistakes included. Consider implementing regular ‘failure forums’ where team members share lessons learned from mistakes in a positive, growth-oriented way.
This transparency breaks down fear and encourages an open exchange of knowledge, which is essential for a learning culture to thrive.
2. Adaptability: Embracing change
Adaptability is not just desirable for businesses today – it’s non-negotiable. A culture that values adaptability creates opportunities for continuous learning, ensuring that employees are prepared to pivot and apply new skills as market demands shift.
Practical tip:
Establish cross-functional projects to promote adaptive thinking. Let team members experience different facets of the business, gaining a deeper understanding of how their roles contribute to overall goals.
This approach doesn’t just build skills; it prepares people to handle change with resilience. Offer dynamic, up-to-date training sessions that focus on emerging skills and encourage employees to upskill in areas relevant to industry shifts.
When adaptability is ingrained in the learning process, employees remain engaged and confident in facing whatever comes next.
A learning culture demands high standards grounded in growth, not pressure.
3. Purpose: Fueling motivation
2024 Deloitte research shows purpose-driven work is increasingly important among millennials and Gen Z employees. Purpose in a learning culture means aligning development opportunities with organisational goals and individual aspirations. When employees see the ‘why’ behind their work – and how their growth directly contributes to larger objectives – learning becomes more than a requirement; it becomes a personal investment.
Practical tip:
Begin with clear, personalised learning roadmaps. Sit down with team members to determine how their career goals align with the company’s direction.
With clear purpose-driven paths, individuals can see the long-term impact of their work, which in turn boosts intrinsic motivation. As leaders, don’t just explain the ‘what’ of a task; dig into the ‘why,’ connecting their learning and contributions to a broader vision.
This intentional alignment helps everyone feel that their growth matters to the organisation’s success.
4. Expectation: Setting the right standards
A learning culture demands high standards grounded in growth, not pressure. Setting expectations communicates that learning isn’t optional but a core part of being in the organisation. When expectations are clear and supportive, employees feel empowered to pursue new challenges without fear of failure.
Practical tip:
Incorporate learning into performance reviews and individual development plans. Set clear, achievable goals for learning milestones. For instance, consider ‘stretch assignments’ where employees take on projects outside their usual scope, signalling a standard of continuous improvement.
Feedback should be constructive, celebrating learning progress as much as results. The emphasis on growth-oriented expectations helps build a culture where constant improvement feels valued and achievable.
5. X-Factor: Uncovering unique potential
The final piece of the CAPEX formula is the X-factor. This represents the unique potential within each person and the power of unlocking it through personalised learning. Every employee brings different skills, strengths, and perspectives – elements that can elevate a learning culture from standard to standout.
Practical tip:
Identify and invest in the unique talents of each team member. Run workshops on strength-finding exercises to uncover hidden skills, interests, or passions.
By encouraging employees to bring their full selves to work, you’re building a stronger team and fostering an environment where people feel valued for who they are.
Mentorship programmes, peer learning, and project-based assignments that leverage individual strengths can all help build an organisation that celebrates each employee’s unique contributions.
The goal is to help employees upskill and prepare them to face change, make informed decisions, and innovate within their roles.
Putting the Capex Formula to work
Integrating the CAPEX formula into your organisation is not a one-time initiative but a continuous process. It requires commitment from leaders, who must embody and champion each of these pillars. Culture, Adaptability, Purpose, Expectation, and X-Factor aren’t just theoretical concepts; they’re tangible elements you can implement starting today.
The most significant part of fostering a learning culture is creating an environment where employees feel genuinely invested in their growth. CAPEX provides a roadmap that is flexible enough to fit any organisation yet structured enough to ensure results.
Remember, the goal is to help employees upskill and prepare them to face change, make informed decisions, and innovate within their roles.
Final thoughts
As you work to embed the CAPEX formula into your organisation, remember that the journey is as important as the outcome. Celebrate milestones, reflect on lessons learned, and continue adapting CAPEX to meet the ever-changing needs of your teams and industry.
The Capex Formula for Learning & Performance book offers further insights and case studies on how to transform any organisation’s approach to development.
