This post examines the fifth element of the PEOPLE Change Management and Leadership Framework – Learning.
The framework integrates six mutually reinforcing disciplines:
P – People-Centric Leadership
E – Empowerment, O – Optimise
P – Purpose-Driven Vision
L – Learning
E – Embedding Change.
Learning is the discipline that sustains all others.
Organisations that learn continuously adapt continuously.
They reflect, improve, and evolve faster than their competitors.
A Learning Culture encourages curiosity, feedback, and reflection.
It makes improvement habitual, not occasional.
Research consistently shows that organisations with strong learning systems experience higher innovation, lower turnover, and greater agility.
Learning cultures share three defining traits:
– Psychological safety – people feel safe to question, challenge, and share ideas.
– Structured reflection – teams regularly review what worked, what didn’t, and why.
– Knowledge sharing – insights move quickly across teams, turning individual learning into collective progress.
Equally important is how learning is reinforced.
Wins, even small ones, are acknowledged, celebrated, and the people involved are recognised.
Failures are seen as normal and necessary.
The principle is to learn, build, measure, learn, and pivot – quickly, cheaply, and without blame.
At The Sixsess Consultancy, learning is treated as an organisational capability.
Tools such as Learning from Past Projects and the Continuous Feedback Loop help teams turn experience into improvement.
Find out how The Sixsess Consultancy helps organisations embed learning as a core competitive capability:
The Sixsess Consultancy About:
The Sixsess Consultancy Training:
The Just Great People Podcast:
https://www.youtube.com/playlist?list=PL1mLL4YkJ9LEUPsjaZwBLAjoR-h8YEXpu
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