What’s the best way to foster a culture of continuous learning within an organization? We asked 16 business leaders to share the programs and initiatives they have in place to promote professional development and growth. Here is their advice on how to implement and benefit from these efforts.
- Collaborative Peer-Led Knowledge Huddles
- Quarterly Legal Workshops and Personal Growth
- Peer Mentorship Circles and Shadow Learning
- Leadership Canvas Program for Continuous Growth
- Growth Framework and Monthly Learning Days
- Knowledge Bounties System for Micro-Learning
- Marketing Mastery Mondays for Digital Trends
- Mentorship-Driven Development and AI Learning Tools
- Weekly Cybersecurity Reminder Videos
- Monthly Case Debrief Sessions and Lunch and Learn
- Comprehensive Career Training for All Departments
- Learning Fridays and Quarterly Knowledge Sharing
- Employee-Led Informal Training Sessions
- Creative Onboarding with Animation Activity
- Phygital Insights Learning Program
- Specialized Seminars and Continuing Legal Education
How to Build a Culture of Continuous Learning
Collaborative Peer-Led Knowledge Huddles
At our company, we believe that learning should feel collaborative, not forced. One of the ways we achieve this is through something we call “Peer-Led Knowledge Huddles.” These are informal monthly sessions where team members volunteer to share what they know. The best part? The topics don’t have to relate directly to their job roles. We’ve seen sessions on everything from automation frameworks to UX design to soft skills like handling tough conversations.
This approach creates a space where people learn from each other in a way that feels relaxed and engaging. It also gives employees a chance to step up and share their expertise, which is great for building confidence and encouraging teamwork.
We also support personal growth by helping employees set quarterly learning goals. Whether it’s earning a certification, picking up a new programming language, or improving leadership skills, we make it easier by covering course fees and offering flexible hours to study.
By blending team-driven learning with personal development, we’ve created a work environment where people stay curious and motivated, and that energy reflects in their work every day.
Vikrant Bhalodia
Head of Marketing & People Ops, WeblineIndia
Quarterly Legal Workshops and Personal Growth
We prioritize continuous learning because it’s essential for staying ahead in employment law and delivering exceptional advocacy for workers. Our team frequently encounters evolving legal challenges, so we’ve implemented initiatives like quarterly legal workshops where we analyze recent cases, regulatory updates, and emerging trends. This ensures our attorneys are always equipped to offer cutting-edge strategies to our clients. For example, after attending a workshop on AI-related workplace discrimination, we successfully applied those insights to advocate for an employee subjected to algorithmic bias in hiring practices.
In addition to legal-specific education, we encourage personal growth by offering stipends for professional development courses. Team members have pursued certifications in mediation, public speaking, and even mental health awareness, which enriches our practice and deepens client relationships. By fostering a culture of learning, we not only enhance individual expertise but also strengthen collaboration and morale. The result? A team that’s empowered, informed, and ready to make a meaningful impact in the fight for workplace justice.
Ed Hones
Attorney at Law, Hones Law Employment Lawyers PLLC
Peer Mentorship Circles and Shadow Learning
We are keen on developing a learning-focused atmosphere, where team members regularly share knowledge and skills. A standout initiative is our “Peer Mentorship Circles.” Each circle consists of small groups from different departments, pairing less experienced employees with seasoned mentors. This setup not only boosts technical know-how but enhances problem-solving skills by letting folks tap into expertise outside their usual areas.
To maximize this, we encourage using the “Shadow Learning” technique—where less experienced team members shadow a mentor during live tasks. This hands-on method builds practical knowledge swiftly and promotes confidence in real-world applications.
Shannon Smith O’Connell
Operations Director (Sales & Team Development), Reclaim247
Leadership Canvas Program for Continuous Growth
We foster a culture of continuous learning in organizations through programs like Leadership Canvas, which is designed to empower leaders to grow and adapt in today’s dynamic workplace—over time. The program emphasizes developing not just current but also aspiring leaders, by encouraging participants to explore their unique leadership styles, engage in collaborative problem-solving, and build skills that evolve with their teams’ needs.
Through a blend of interactive workshops, such as Creative Integration exercises and tools like LEGO SERIOUS PLAY, we create a hands-on learning environment that inspires curiosity and innovation. Leadership Canvas also integrates access to a robust Learning Management System (LMS), offering additional resources, lessons, and follow-up materials to support ongoing development.
A key component of the program is the roundtable coaching sessions, where participants can share insights, exchange feedback, and learn from diverse perspectives. By embedding creativity and collaboration into the learning process, we not only equip leaders with actionable skills but also cultivate a mindset of continuous growth.
This approach ensures that learning doesn’t end with the workshop—it becomes a sustained journey of exploration and improvement. Leaders leave the program better equipped to inspire their teams, navigate change, and foster environments where learning is celebrated as a driver of success.
Van Lai
Founder|CEO| Author, What if Pigs Can Fly? a Practical Guide to Follow Your Curiosities, worksmart Advantage
Growth Framework and Monthly Learning Days
Fostering a culture of continuous learning is a cornerstone of our success. We recognize that the fast-paced IT and cybersecurity industry demands constant growth and adaptability, and we’ve embedded learning into the DNA of our company culture. One key initiative is our “Growth Framework,” which provides structured learning paths for every team member, tailored to their role and career aspirations. Whether you’re a technical “Hero” in our support teams, a leader, or part of our administrative staff, there’s a defined pathway to help you build new skills, earn certifications, and grow professionally.
For instance, technical staff have access to funded certifications like CompTIA, Microsoft, and Qualys, enabling them to stay current with industry trends and deepen their expertise. Our internal knowledge-sharing ecosystem is another cornerstone. Through our partnership with CrushBank, we’ve implemented a centralized knowledge management system where employees can both contribute to and learn from a shared repository of information. This promotes peer-to-peer learning, enabling teams to solve challenges collaboratively and efficiently.
Additionally, we run a monthly Learning Day across all teams. On these days, normal operations are minimized to allow employees to focus on professional development. Sessions often feature guest experts, interactive workshops, and cross-team training, fostering innovation and collaboration. For instance, our DevOps team might lead automation workshops to inspire creative solutions for recurring tasks.
To support leadership development, we’ve partnered with the Entrepreneurs’ Organization (EO) to provide ongoing leadership training, giving our leaders access to cutting-edge strategies and tools. This ensures they not only grow themselves but also mentor their teams effectively. Finally, we host Lunch-and-Learn events and provide a yearly personal development budget for every employee, empowering them to pursue external courses, attend conferences, or subscribe to online learning platforms like LinkedIn Learning.
These initiatives reflect our belief that when our people grow, our company thrives. By investing in continuous learning, we ensure our team is motivated, skilled, and ready to deliver exceptional value to our customers.
Adrian Ghira
Managing Partner & CEO, GAM Tech
Knowledge Bounties System for Micro-Learning
We’re huge on continuous learning—after all, our platform is built around making knowledge easier to consume. One initiative we’re particularly proud of is our “Knowledge Bounties” system.
Here’s how it works:
- Bounty Posts: If an employee wants to learn something new—say, mastering a new JavaScript framework or exploring a fresh marketing channel—they post a bounty in our dedicated Slack channel.
- Peer-Led Workshops: Anyone on the team who has expertise in that area can “claim” the bounty by hosting a micro workshop (usually 30 minutes) and sharing resources, demos, or code snippets.
- Bounty Rewards: Once the workshop is done, the person who ran it earns a small “bounty reward”—sometimes it’s a gift card, sometimes extra PTO hours, but always recognition.
This approach does three things:
- Flips the Script on Traditional Training: It’s not top-down. Instead, it empowers team members to request precisely what they want to learn and to share expertise when they have it.
- Creates Micro-Learning Moments: Instead of a long, one-size-fits-all training, we have bite-sized sessions that target exactly what people need in real time.
- Makes Teaching Fun and Rewarding: By gamifying knowledge-sharing, we’ve seen employees get excited about creating mini-curricula and hands-on demos, which keeps the learning energy high.
It’s one of those programs people don’t expect—most folks think of “lunch-and-learns” or big training manuals, but we’ve found that having employees literally post, “I want to learn X—who can teach me?” drives a level of engagement that’s both fresh and sustainable.
Derek Pankaew
CEO & Founder, Listening.com
Marketing Mastery Mondays for Digital Trends
Fostering a culture of continuous learning isn’t just a value—it’s a strategy for success. We believe that staying ahead in the fast-evolving digital marketing space requires constant growth, and we’ve designed initiatives to ensure our team thrives in this environment.
One of our key initiatives is Marketing Mastery Mondays, a weekly session where the team comes together to explore the latest trends, tools, and strategies in digital marketing. During these sessions, team members present case studies, share insights from courses or webinars, and collaborate on innovative ideas to apply to our client’s campaigns. It’s not just about learning—it’s about implementation and impact.
Programs and Initiatives:
- Professional Development Budget: Every team member receives an annual allowance to invest in courses, certifications, or conferences that align with their professional goals.
- Internal Knowledge Sharing: We’ve created an internal knowledge hub where team members can share their learnings, best practices, and favorite resources to keep everyone up to date.
- Guest Expert Sessions: We regularly invite industry leaders to host workshops, ensuring our team has access to cutting-edge strategies and insights.
- Learning Challenges: To encourage hands-on learning, we host challenges where team members apply new skills, such as testing emerging ad platforms or creating innovative email strategies.
This culture of continuous learning has directly contributed to our ability to deliver exceptional results for our clients. It ensures our team remains innovative, informed, and excited about tackling even the most complex challenges.
Continuous learning is not just an initiative—it’s how we stay at the forefront of the digital marketing world and help our clients achieve extraordinary results.
Toccara Karizma
CEO, Karizma Marketing
Mentorship-Driven Development and AI Learning Tools
Fostering a culture of continuous learning is more than just a nice-to-have—it’s a core part of how we operate. One of the key initiatives we’ve implemented is a mentorship-driven development program that pairs experienced leaders with rising talent. It’s not just about sharing technical skills; it’s about passing on the soft skills, industry insights, and leadership qualities that help people grow holistically.
We’ve also invested heavily in training platforms that focus on both technical and personal development. For example, we’ve introduced AI-driven learning tools that allow employees to upskill at their own pace, whether it’s in areas like customer engagement technologies, data analytics, or leadership development. It’s all about making sure they have access to the resources they need to stay ahead in a rapidly evolving industry.
One program I’m particularly proud of is our “Grow from Within” initiative. It focuses on promoting people internally by giving them the tools and opportunities to take on bigger roles. Just recently, we saw an agent who started on the frontline progress to a leadership role in one of our key teams. That kind of upward mobility motivates not just the individual but the entire team.
This commitment to learning doesn’t just benefit employees—it’s helped us stay innovative as a company. When people feel encouraged to grow and bring new ideas, it creates a dynamic, forward-thinking environment that benefits everyone.
Ruben Moggee
CEO of Nutun International, Nutun
Weekly Cybersecurity Reminder Videos
My company actually creates continuous learning in the field of cybersecurity awareness. While we focus on providing regular instructor-led workshops (e.g., quarterly), a key tool we use for continuous learning is weekly reminder videos.
The issue here, of course, is that while live workshops guarantee attendance and participation, videos do not! As such, requirements for these videos are that they are short (averaging a minute in length), incredibly easy to understand, and they provide information that is valuable to the viewers, on a personal level.
Mike Ouwerkerk
Fun, Engaging Cyber Security Awareness Trainer & Cultural Transformation Consultant, Web Safe Staff
Monthly Case Debrief Sessions and Lunch and Learn
We host monthly case debrief sessions where our team analyzes complex cases. Each lawyer presents unique challenges and innovative solutions applied during their cases. These sessions encourage open discussions, fresh ideas, and shared expertise among colleagues. It’s an opportunity to learn from both successes and setbacks collaboratively. This culture ensures our team stays sharp and adaptive to evolving legal landscapes.
We’ve developed a “Lunch and Learn” series featuring external experts and thought leaders. Topics range from advanced legal strategies to emerging technologies in personal injury law. These informal, engaging sessions encourage questions and foster a deeper understanding among attendees. By learning over shared meals, we create an open and relaxed environment. It strengthens camaraderie while ensuring professional growth remains enjoyable and relevant.
Jason B. Javaheri
Co-Founder & Co-CEO, J&Y Law
Comprehensive Career Training for All Departments
We offer a comprehensive career training program tailored to the needs of each department.
For our pest control technicians, we start with an apprenticeship program where new hires work alongside experienced professionals, learning the ropes while gaining hands-on experience. Each technician is eventually assigned their own set of customers, allowing them to develop expertise and build relationships. This approach ensures a gradual but thorough development of skills and confidence.
Our sales team benefits from both on-site and off-site training to refine their knowledge of our services and customer engagement techniques. Meanwhile, our special services department, which handles termite and rodent control, receives focused training to address the unique challenges of these areas.
On the management side, we focus on leadership development. Our leadership team, including myself, my business partner, and our quality control and business managers, all contribute to mentoring and coaching employees. This ensures that our team grows not only technically but also in their ability to lead and innovate.
By offering structured, department-specific training programs, we have been able to create a workplace where employees feel supported in their professional growth. This commitment to learning and advancement inspires loyalty, builds confidence, and ensures that our customers consistently receive the best possible service.
Jason Napolski
President & CEO, A-Tex Pest Management Inc.
Learning Fridays and Quarterly Knowledge Sharing
We strive to build a workplace that supports ongoing learning. One way we do this is through our Learning Fridays program. Each week, employees set aside time to explore courses on our LMS platform. This helps them develop new skills and gives us useful feedback to improve the platform.
We offer a wide range of courses on topics like leadership and compliance. We also support their growth by sponsoring certifications and online courses tailored to their roles.
To encourage knowledge sharing, we hold quarterly sessions where team members share what they have learned to inspire others.
This reflects our belief that continuous learning drives innovation and helps us serve our customers better.
Kamy Anderson
B2B Writer | Assistant Manager, ProProfs Training Maker
Employee-Led Informal Training Sessions
A culture of continuous learning is the foundation of the innovation our company strives for. In the technology industry, stagnation over time becomes regression. That is why when we built our team, it was important to have shared values that include development and a desire to learn.
First, we focus on the needs of the team. We conduct surveys and online meetings to find out what a particular employee’s gaps are, what their interests and hobbies are. It is important to give employees the opportunity to learn something new in different areas and to listen to the general opinion.
I would also like to emphasize the importance of access to training. This can be courses, team building, or individual meetings. Our company has an informal training initiative where the trainers are the employees themselves. Each month, a team member chooses a topic in which they specialize and share their knowledge with others. This not only allows you to gain new experience and learn something interesting for yourself, but it also brings the team closer together and reminds you how professional it is. I advise you to pay attention to such a training option, which can be adapted to your company, and add workshops or tests to it. We are in the process of improving this initiative.
In conclusion, continuous learning should be the foundation of any company that wants to move and improve. It doesn’t matter who you involve in the work—beginners or long-term specialists—every employee can improve and strive for more. This approach not only supports our competitiveness, but also creates a space where people feel challenged and satisfied.
Alex Osmichenko
CEO, IT Monks
Creative Onboarding with Animation Activity
We champion continuous learning by designing activities that engage and inspire participants while embedding key organizational messages. A standout example is our collaboration with an FTSE250 client, where we support their quarterly onboarding program for around 50 new starters.
To transform what is typically a dense, content-heavy onboarding session, we created an Animation Activity—a hands-on, immersive experience that sparks creativity and fosters cohesion among new team members. This activity not only builds camaraderie but also breathes life into the employer’s visions and values. By gamifying the onboarding process, we turn essential but often challenging material into something fun, memorable, and impactful.
The result? Fresh hires leave the session aligned with the company culture, more engaged with the organization’s goals, and better connected to their peers. It’s a fantastic way to ensure new employees hit the ground running, with creativity and collaboration at the core. Our approach demonstrates that continuous learning isn’t just about training sessions or e-modules—it’s about creating environments where people can explore, innovate, and connect in meaningful ways.
Andy Wells
Co-Founder, Zing Events
Phygital Insights Learning Program
Continuous learning is a key driver of both innovation and organizational agility. One standout initiative is the Phygital Insights Learning Program, designed to merge the latest breakthroughs in AI, RPA, and analytics with practical, hands-on applications. The program emphasizes not just technical knowledge, but also fosters a mindset of curiosity and resilience. It encourages employees to explore new ideas, engage in collaborative problem-solving, and take ownership of their learning journeys.
By offering access to expert-led sessions, mentorship, and cross-functional team initiatives, Invensis creates an environment where every challenge is seen as an opportunity to learn and grow, ensuring teams are always equipped to lead change and adapt to future demands.
Anupa Rongala
CEO, Invensis Technologies
Specialized Seminars and Continuing Legal Education
We encourage team members to attend specialized legal seminars and industry conferences regularly. Afterwards, they share insights through interactive workshops tailored for the entire firm. This not only broadens individual knowledge but also enhances collective growth and collaboration. Continuous learning becomes contagious when everyone contributes to each other’s development actively. It creates a firm-wide ripple effect of growth and innovation.
Our Continuing Legal Education (CLE) sponsorship program supports team members pursuing specialized certifications. The firm covers costs for courses that enhance expertise in personal injury law. In return, participants share their new knowledge with colleagues in structured training sessions. This initiative builds expertise while cultivating a culture of generosity and shared learning. Investing in our team’s growth strengthens both individuals and the firm collectively.
Jeffrey A. Preszler
Partner, Preszler Law Alberta
