Why does (adult) learning matter?

If you Google the word "learning," you're likely to see images of children in classrooms or students hunched over textbooks. It's no surprise - learning is often associated with the early stages of life. We know how vital education is for young people, shaping their futures and laying the foundation for a successful life. However, learning for adults often goes under the radar.

Adults learn in a variety of ways, often without even realising it. It can happen through the work we do, the conversations we have with others, and the experiences we encounter in our daily lives. Think about the influence of social media - each piece of information, consciously or unconsciously, contributes to shaping our perspective. Formal education, structured training courses, and self-directed learning can be ways to engage with new knowledge, but much of our learning occurs subconsciously as we adapt to changing environments, learn from mistakes, and grow through life’s little lessons.

In the workplace, adult learning often stops at the point where an employee is deemed capable of performing their job. Initial training, continuing professional development (CPD), and support when things go wrong are all important, but tend to focus more on a person performing a function. The aim is to ensure people can do their jobs, solve problems when they arise, and meet the minimum requirements. It's often a reactive approach, addressing specific needs without necessarily fostering a culture of continuous learning or growth.

But what if learning could go beyond this basic level of competence? Imagine a workplace where everyone not only knows their job but is constantly looking for ways to improve and innovate. Imagine a team where managers are highly skilled in understanding and nurturing the people they are responsible for. Picture a company where every individual pulls together in the same direction, where everyone knows the goals and how to achieve them. And think about senior leaders who understand the needs of their customers, employees, and the market, seamlessly able to balance their responsibilities to all three .

It may sound utopian, right? A place where everything clicks into place might seem like an ideal that’s impossible to achieve. And yes, we are all perfectly imperfect, after all. But what if we could get 80% or even 90% of the way there? What impact could this have on productivity, morale, and growth? The result could be a highly functional, collaborative, and adaptable workforce, equipped to face challenges and thrive in a dynamic environment.

This is where learning comes into play. It's not just about acquiring technical skills, it's about creating a culture where people continuously evolve, think critically, and collaborate effectively. When organisations embrace and invest in learning, they unlock the full potential of their workforce. The question is not why adult learning matters, but how can we build systems to ensure we continue to grow and thrive throughout our lives and careers?

This is why I’m passionate about great learning. The impact it can have on the individual, the team, and the workplace is immeasurable. When we invest in learning, we empower people to grow, develop new skills, and reach their potential. A focus on learning helps create environments where individuals feel valued and supported, teams collaborate effectively, and organisations thrive. Deprioritising learning, on the other hand, means deprioritising people - and that’s a strategy that's very unlikely to end well. People are at the heart of any successful workplace, and by investing in their learning and development, we lay the groundwork for long-term success and sustainability.