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The case for continuous learning: why leaders can't afford to stop growing

Recent [research](https://www.kornferry.com/insights/featured-topics/leadership/top-5-leadership-trends-2025) from Korn Ferry reveals just how critical continuous learning has become.

The Workforce 2025 Global Insights Report showed most global CEOs (71%) and senior executives (78%) believe AI will bolster their value over the next three years, and three-quarters of global business leaders are excited about AI's impact on their work.

To steer this transformation, leaders must be learning on a daily basis (ideally [learning in the flow of work](https://thegrowthfaculty.com/articles/learning-in-the-flow-of-work)); as learning is now a permanent requirement of a leader's role. 

Below we look at this imperative for leaders to develop a mindset of continuous learning, and all the benefits that come with it.

Learning "a permanent requirement" of  leadership

Continuous learning is the ongoing pursuit of knowledge and skills throughout one's career. For leaders, it means staying curious, [adapting](https://thegrowthfaculty.com/articles/key-insights-from-work-futurist-andrea-clarke) to change, and actively seeking new ways to grow both personally and professionally. It's not just about attending an annual conference or completing a certification; it's about the daily habit of learning.

As well as formal training, leaders will be [learning from failures](https://thegrowthfaculty.com/articles/typesoffailure), seeking and [giving feedback](https://thegrowthfaculty.com/articles/feedbackteamradicalcandor), staying informed about industry trends, and developing new competencies as business needs evolve.

What is continuous learning?

Continuous learning has an impact far beyond personal growth (and brain health, which is very valuable). Leaders who commit to ongoing development create ripple effects throughout their business.

*   **Enhanced Adaptability**: [Adaptability](https://thegrowthfaculty.com/articles/improveadaptability) helps leaders meet the challenges of dealing with disruption, shifting market conditions, and evolving workforce expectations. As executive coach John Spence once told our masterclass: _“Life doesn’t get easier or more forgiving, we get stronger and more resilient.”_
*   **Improved Decision-Making**: Learners stay more current with best practices, emerging research, and industry insights. A thicker foundation of knowledge (that's always being topped up) directly improves the quality of their strategic decisions.
*   **Increased Innovation**: The Korn Ferry study found that learning agility and curiosity are top priorities for the World's Most Admired Companies when hiring leaders. Learning leaders bring fresh perspectives and creative solutions to business challenges.
*   **Stronger Team Performance**: When leaders model learning behaviour, they create [psychological safety](https://thegrowthfaculty.com/articles/whatispsychologicalsafety) for their teams to experiment, take risks, and grow. This [culture of learning](https://thegrowthfaculty.com/articles/create-a-learning-culture-at-work) drives [high performance](https://thegrowthfaculty.com/articles/teamperformanceatomichabits) and innovation.

The benefits of continuous learning for leaders

It's no surprise that leaders who become complacent about learning face serious consequences. The most obvious cost is falling behind competitors who are more agile and innovative.

**Technological obsolescence**: With AI and digital transformation reshaping every industry, leaders who don't keep up will find themselves unable to make informed strategic decisions. Korn Ferry's research shows that CEOs with higher assessment scores in technological transformation achieved 8.7% annual revenue growth compared to just 3.2% for those with lower scores.

**Talent exodus**: In Korn Ferry’s survey, employees in India, the US, and the UK, 87%, 78%, and 74% respectively cited learning opportunities as a reason they stay with their organisation. Given that [talent density creates high performing teams](https://thegrowthfaculty.com/articles/the-talent-density-secret-for-creating-high-performing-teams), you want great people to stay onboard.

**Reduced competitiveness**: Companies with learning-resistant leadership often miss seeing patterns, market opportunities, and germs of innovative ideas, and they may gradually lose market share to more adaptive competitors. The pace of change means that what worked last year may be irrelevant today.

**Cultural stagnation**: When leaders stop learning, they signal to their organisations that growth and development aren't valued. This creates a culture of complacency that's difficult to reverse.

The hidden costs of learning complacency

The most effective leaders understand that their learning behaviour sets the tone for their team and the whole business. When leaders openly share their learning journeys, admit knowledge gaps, and seek input from others, they create a culture where continuous improvement becomes the norm.

This modelling behaviour is particularly important given that 43% of senior executives struggle with impostor syndrome, according to the Korn Ferry survey. Leaders who demonstrate that learning is ongoing and that expertise is always evolving help normalise the idea that no one has all the answers.

Successful leaders also recognise that they can learn from anyone in the organisation, regardless of hierarchy. They actively seek perspectives from younger employees who may have different technological skills or market insights.

Leaders as learning role models

The most successful companies don't leave continuous learning to chance - they create a [learning culture at work](https://thegrowthfaculty.com/articles/create-a-learning-culture-at-work) to future-proof their business. This means creating systems, processes, and incentives that support ongoing development at all levels.

Organisations are increasingly integrating [learning in the flow of work](https://thegrowthfaculty.com/articles/learning-in-the-flow-of-work) rather than treating it as a separate activity. This includes incorporating learning goals into performance reviews, providing time for skill development during work hours, and creating knowledge-sharing platforms where employees can learn from each other (i.e. [social learning](https://thegrowthfaculty.com/articles/sociallearningleadershipdevelopment)).

The key is making learning practical and immediately applicable. Leaders need to see how new knowledge and skills directly impact their effectiveness and business results.

Building learning-centric organisations

Digital platforms and AI-powered learning tools are revolutionising how leaders can access and apply new knowledge. [The future of learning](https://thegrowthfaculty.com/articles/what-is-the-future-of-workplace-learning) will see traditional model of meeting room-based training giving way to more flexible, personalised learning experiences.

As Growth Faculty Head of Learning Barbara Harvey says:

“In a circular economy, what you have is that when an item enters into the economy, it doesn't leave. It's reused. It's recycled. It's repurposed. You go back to the roots of what works and what lasts and what endures.

“And I think we need to do that in learning. I think we need to go back to the origins of what remains in our minds and what's unforgettable.

“And that is community, that is [social learning](https://thegrowthfaculty.com/articles/sociallearningleadershipdevelopment), that is storytelling and deep human connection,” she says.

Innovative tools, such as e-learning platforms, make it possible for busy leaders to learn at their own pace (or with their team at a more social lunch and learn ‘watch party”).

#### Mindset is the driver

However, technology is just an enabler. The real driver of continuous learning is mindset - the belief that growth and development never stop, regardless of how senior or experienced a leader becomes.

Technology as a learning accelerator

To see this learning mindset in action you need only look to some of the world's most successful companies and leaders. 

**Amazon** has built continuous learning into its leadership DNA through their principle "Learn and Be Curious." Right back to the nineties when founder Jeff Bezos invited researcher [Jim Collins](https://thegrowthfaculty.com/articles/jim-collins-leadership-researcher-the-growth-faculty) in to explain his findings on [Turning the Flywheel](https://thegrowthfaculty.com/articles/JimCollinsTurningTheFlywheel) to his executive team, Amazon has demonstrated a commitment to learning.

**Google** advocates [peer-to-peer learning](https://thegrowthfaculty.com/articles/8benefitsofpeerlearning) with "Googler to Googler" (G2G) and structures its internal learning around a core belief that employees have the right to learn and grow, offering opportunities for them to upskill and advance their careers.

**Microsoft** has transformed itself from a traditional software company to a cloud-first, AI-driven organisation largely through its commitment to continuous learning. Microsoft CEO Satya Nadella brought about a shift from a "know-it-all" to a "learn-it-all" culture, and has role-modelled this behaviour.

**PepsiCo** former CEO and Chair Indra Nooyi in [_"My Life in Full"_](https://thegrowthfaculty.com/articles/Indranooyimylifeinfull) has spoken of how she de-risked the company by researching megatrends and learning new information to see what the company needed to do differently to continue to be a major player in a changing world.

Real-world examples

What about you? Are you committed to continuous learning? Do you role model good learning habits at work and at home? Try these ideas to add more learning into your life: 

**1\. Schedule learning time**: Block out dedicated time each week for learning activities. This might include reading industry publications, taking online courses, or engaging in peer learning sessions. Treat this time as non-negotiable, just like any other important business meeting.

**2\. Create learning partnerships**: Establish formal or informal mentoring relationships, both as a mentor and mentee. Seek out diverse perspectives from colleagues in different departments, industries, or backgrounds. Join peer learning groups or professional networks where you can exchange insights with other leaders.

**3\. Implement learning loops**: After every major project, decision, or challenge, conduct a learning review. Ask yourself and your team: What worked well? What didn't? What would we do differently? What new skills or knowledge do we need for next time? Document these insights and create action plans to address learning gaps.

Continuous learning keeps you current and competitive. In a world where change is the only constant, the leaders who thrive are those who never stop growing. The question isn't whether you have time to learn; it's whether you can afford not to.

Three actions for leaders

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The case for continuous learning: why leaders can't afford to stop growing

Build learning into the fabric of your daily leadership practice

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Stay Inspired

The case for continuous learning: why leaders can't afford to stop growing

Build learning into the fabric of your daily leadership practice

Keep informedStay Inspired

Keep informed
Stay Inspired