The LinkedIn team surveyed approximately 4,000 professionals globally on LinkedIn with the goal of providing a holistic view of modern workplace learning.

They found that is it more vital today - due to the short shelf life of skills and the tightening labour market - that organisational leaders need to create learning opportunities to enable employee growth and achievement.

Learning at its best and purest is messy and non-linear. Learning with its multi-layered, idiosyncratic relationships, with its messy edges and complex trajectories. Learning that is not standardised, never experienced the same way by two individuals, never timed the same way, and is always most insightfully understood in the context of the learner. Learning as a process, not a product. (Ings, 2018).

How can organisations cater and empower such a diverse and complex thing such as learning?

A one size fits all model - we know - is ineffective. Learning is an incredibly personal journey. Everyone's journey is different and takes many different pathways if it is to be relevant and impacting on the learner.


The key to pursuing excellence is to embrace an organic, long-term learning process, and not to live in a shell of static, safe mediocrity. Usually, growth comes at the expense of previous comfort or safety.
— Josh Waitzkin

In many cases, learning in organisations and high impact learning cultures in organisations are centred around process and outcome. However, where the focus is human centred and designed specifically around learning and the learning process itself,  the desired results happen. Learning that happens is transformative and sustained. A human-centred learning culture is positioned and focused around learning, about the learning process and the elements of the learning process.

When organisational learning is lensed within a human-centred learning culture, the impacts are increased, and there is an increased uptake of learning.

So what is a human-centred learning culture? - and how can we begin to build on in our organisations?

Culture is a complex thing. Made up of many elements and components. A complex mix of values, conventions, processes and practices. I believe there are four main drivers for human-centred learning cultures. These drivers are:

  • Learning Leadership (Knowledge Building)
  • Focusing Direction (Purpose)
  • Capability Building (Skills and Dispositions)
  • Language of Learning (Learning Dialogue)

Over the next few weeks, we will unpack what each of these human-centred learning culture drivers, and identify actions that are required to enable and grow human-centred learning cultures in your organisation.

After all - If your organisation has a learning culture - who owns it? - it should be everyone!

Tabitha Leonard