Learning Culture
Learning Culture refers to how well an organisation encourages, enables, and embeds continuous learning at the individual, team, and organisational levels.
It includes access to training, time for reflection, sharing of knowledge, and fostering curiosity — all of which are essential to adaptability, innovation, and long-term excellence.
Level 1 – Initial (Ad Hoc)
Learning is informal, underfunded, and often left to individual initiative.
It is seen as separate from work, not an integral part of delivery.
- Little to no time is allocated for learning
- Training is limited to compliance or onboarding
- Mistakes are hidden rather than explored
- Knowledge is siloed and rarely shared
- Learning is not recognised or rewarded
Level 2 – Managed (Emerging Practice)
Learning opportunities start to emerge, often led by motivated individuals or pockets of the organisation.
- Teams occasionally share knowledge via demos or lunch & learns
- Access to training platforms or courses may be available
- Individuals are encouraged (but not enabled) to learn
- Learning is seen as a “nice-to-have” when delivery pressure allows
- Some leaders champion learning, but not systematically
Level 3 – Defined (Standardised)
Learning is embedded into the fabric of team practice.
There are structured opportunities and support for skills growth, reflection, and shared learning.
- Teams dedicate time for training, retrospectives, and experimentation
- Learning goals are part of development plans and team OKRs
- Internal communities of practice foster cross-team knowledge sharing
- Mistakes and failures are used as opportunities to learn
- Learning is aligned to both current delivery and future capability needs
Level 4 – Quantitatively Managed (Measured & Controlled)
Learning effectiveness is measured and aligned with outcomes.
The organisation actively manages skill development and knowledge flow.
- Metrics track learning participation, skills growth, and application
- Time for learning is protected and reviewed at team level
- Learning is tracked across technical, behavioural, and leadership dimensions
- Knowledge management systems enable discoverability and reuse
- Learning outcomes inform team structure, resourcing, and hiring
Level 5 – Optimising (Continuous Improvement)
Learning is continuous, culturally embedded, and strategically aligned.
It drives innovation, engagement, and resilience across the organisation.
- Teams learn from each other and from the market in real time
- Learning is accelerated through experimentation and feedback loops
- Internal experts are empowered to teach, coach, and mentor
- Learning systems evolve based on business, tech, and team needs
- The organisation becomes a learning organisation — adaptable, curious, and future-ready