Are your leaders incentivized to support learning?
We all know that leadership support can make or break organizational learning. But for leaders to really get behind it they need a reason － internal or external.
We all know that leadership support can make or break organizational learning. But for leaders to really get behind it, they need a good reason to do so.
Some leaders are naturally motivated—they’ve seen firsthand how learning has paid off for them, whether it’s by helping them grow their skills, improving their performance, or advancing their careers. Because of this, they’re all in when it comes to supporting learning, no matter what.
But not every leader has thought about how learning has played a role in their own success. Without that reflection, the internal motivation just isn’t there. That’s when external motivators come into play.
When leaders can see the clear connection between learning and real business results—like better processes, happier customers, or even increased revenue—they’re much more likely to back it. Sharing some solid data or compelling stories from employees or the L&D team can help show them just how powerful learning can be.
And sometimes, the external environment speaks up. Feedback from customers or competitors can highlight skill gaps, giving leaders that extra push to invest in learning.
So, if you’re looking to get more leadership support for learning, try to make sure at least two of these three motivators are in play: personal passion, a clear link between learning and business results, or regular checking of what’s happening out there in the world (ex. customer feedback, competitors).
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