Leaders Should Model and Expect Learning Behavior

Introduction: The Need for Continuous Learning

“Leadership and learning are indispensable to each other.” — John F. Kennedy

Every great leader I’ve ever met has one thing in common—they love to learn. It’s not just something they do; it’s who they are. They’re curious, open-minded, and constantly searching for ways to get better.

What you already know won’t get you to the next level. The world’s changing too fast for that. Markets shift, technology evolves, people and generations have different needs, and what worked last year might not work tomorrow. Everything’s in motion.

So the real question isn’t what have you learned?
It’s what are you still learning?

That’s what separates the good from the great.

Learning Is Like Going to the Gym

I often tell leaders to think of learning like going to the gym.

If you go a few times a week, your muscles get stronger, your endurance improves, and you feel more capable. But if you stop showing up, you lose what you’ve built.

It’s the same with your mind and your leadership. You can’t do it once in a while and expect lasting results. You have to make it part of your routine.

If you want to lead effectively in today’s world, you’ve got to keep up with industry trends, technology, public policy, and what’s happening in your competitive space. It’s a workout for your professional fitness—and consistency matters most.

“Once you stop learning, you start dying.” — Albert Einstein

Make Learning a Daily Discipline

I make it a point to learn something new every day. Usually, that’s about 45 minutes of reading or listening—something that sharpens my perspective or refreshes what I already know.

As an executive coach and advisor, I read The Wall Street Journal every morning to see what might impact my clients’ industries. I stay current with strategy and leadership thinking through Harvard Business Review, MIT Sloan Management Review, McKinsey Quarterly, and Kellogg Insight.

But here’s the thing: not everyone learns the same way.

Some people love reading. Others prefer podcasts, TED Talks, or quick video clips. It doesn’t matter how you learn—what matters is that you make learning a habit.

“The capacity to learn is a gift; the ability to learn is a skill; the willingness to learn is a choice.” — Brian Herbert

Learning Doesn’t Have to Be a Solo Sport

You don’t have to do it alone.

Some of the best learning comes from talking to other leaders—through peer groups, industry associations, or professional roundtables.

When you surround yourself with people who challenge your assumptions, you get better. You grow faster. You stay humble.

That’s one of the reasons I believe so strongly in peer learning—it helps you see what’s coming before it hits.

“If you’re the smartest person in the room, you’re in the wrong room.” — Confucius (attributed)

Create a Learning Culture in Your Business

Learning shouldn’t stop with you—it should spread across your organization.

A true learning culture means everyone, from the front line to the leadership team, is growing together. It means curiosity is encouraged, mistakes are talked about, and people feel safe to experiment.

Here are a few ways to make that happen:

• Add a short “learning moment” to every team meeting.

• Share interesting articles or ideas across departments.

• Celebrate when people bring fresh thinking to the table.

• Talk openly about both successes and failures.

“An organization’s ability to learn, and translate that learning into action rapidly, is the ultimate competitive advantage.” — Jack Welch

How to Build a Learning Organization

1. Figure Out What You Need to Know
   Every business has knowledge gaps—start by identifying yours and prioritizing what matters most right now.

2. Stay Plugged In
   Make sure you’re following sources that keep you up-to-date on what’s changing in your field.

3. Invest in Development
   Support continuing education, peer groups, and certifications that keep your people sharp.

4. Share What Works
   Let your top performers teach others. Best practices shouldn’t stay locked in one department.

5. Learn from Mistakes
   Don’t hide failures—study them. Ask what you can learn, not who to blame.

6. Encourage Growth Beyond Job Titles
   Let people explore new skills. If someone wants to learn Spanish or dive into AI, give them space to do it.

7. Take Artificial Intelligence Seriously
   Every business needs someone leading the charge on how AI can improve productivity and operations.

8. Build Financial Understanding
   As people move up in responsibility, they need to understand the numbers. Financial literacy isn’t optional for leaders anymore.

Share the Load

Learning doesn’t have to be all on your shoulders. Give people ownership. Assign team members to track different topics—technology, market trends, or customer behavior—and have them share what they find.

This keeps everyone engaged and accountable. It also helps you test your assumptions to make sure you’re operating on facts, not outdated beliefs.

“The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn.” — Alvin Toffler

The Only Way Forward

The world’s not slowing down. The pace of change keeps getting faster, and the leaders who keep learning are the ones who stay ahead.

Learning isn’t just about adding new information—it’s about staying curious, questioning your assumptions, and seeing the world through fresh eyes.

“Live as if you were to die tomorrow. Learn as if you were to live forever.” — Mahatma Gandhi

So, what are you doing to learn today?

Final Reflection

When your people see you learning—reading, asking questions, challenging yourself—they’ll follow your lead. That’s how cultures shift and teams grow.

The best investment you can make in your company’s future is becoming a better learner yourself—and helping others do the same.