In a world of accelerating change, lifelong learning or continuous learning is the most important long term investment a company can make. We believe that methodically investing in continuous lifelong learning has the highest return on investment of any business activity.

In this video, we will explore what continuous learning is. Why continuous learning is the highest ROI activity your organisation can implement, and four actionable steps to becoming a continuous learning organisation.


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If every person can make decisions that are one or two per cent better every day - similar to finance’s concept of “compound interest” - the compound returns of learning might seem slim at first - but will grow exponentially over the long run.

That is what continuous lifelong learning is all about.

Here are the top 4 steps you need to take to create a continuous, lifelong learning culture

1. The first step - Continuous Learning requires a Growth Mindset

Essentially, someone with a growth mindset enjoys challenges, strives to learn, and consistently sees potential to develop new skills.

This is opposed to a fixed mindset - where an individual sees skills and talent as something they either possess or lack.

2. . The second step - know your people's capabilities and help foster their learning

For employees, often, knowing what they should learn next is a hurdle.

Employers need to collaborate with employees, benchmark current skill sets, and create strategies toward the most in-demand digital skills.

3. The third step - embed Continuous Learning into the flow of work

While organisations realise that learning is a top priority, with 92% prioritising this issue over the next 3-5 years

Only 61% feel prepared to do anything about it.

What this tells us is that employers feel unsure how to embed learning into the flow of work without compromising short term goals and productivity.

4. The fourth step - reward Continuous Learning

According to Deloitte, only 45% of organisations actively reward employees for developing skills and capabilities.

And only 39% of leaders are rewarded for developing skills and capabilities on their teams.

Given the importance of continuous learning to organisations, use incentives to motivate and reward employees to learn, adapt and improve at the individual level, but also the team level.

There you have it!

Four steps you can take to embed continuous, lifelong learning into your organisation.

We would love to hear your thoughts in the comments below! How are you working towards creating a learning organisation?

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