Blog
January 27, 2022

Building a Learning Culture Cultivates Scalable Growth


Blog
January 27, 2022

Building a Learning Culture Cultivates Scalable Growth


Featured image for “Building a Learning Culture Cultivates Scalable Growth”

Imagine yourself as a leader of a thriving multi-million dollar business. You have a massive ROI, are always recruiting, and are  consistently acquiring clients. 

You’re acing it. Nothing can go wrong. Until something does.

Without warning, a crisis hits and knocks your entire business down. Everything that used to work no longer works. Your company is  at a crossroads. If we’ve learned anything in the last year and a half, it’s that circumstances like this are no longer just figments of our imagination.

With the onset of Covid-19, organizations were forced to take a hard look at their structure and processes, and make difficult decisions to stay afloat. We’ve seen countless ventures crumble while a select few thrived. Amid the global economic downturn, it’s the ones that continuously learned to adapt that found success.

Pivot or Perish?

Before COVID, we had a workforce dedicated to Mergers & Acquisitions. The business was thriving.

In March of 2020, our company and the M&A landscape changed overnight.

Businesses were so consumed with simply surviving that all our existing clients put their investment plans on hold. M&A became extremely risky in a pandemic that seemed to have no end.

We knew that we had to make a transition, but our team members were not equipped with the experience and skills to do so. Our team was heavily trained to work in M&A, but the pandemic deemed those skills irrelevant. Management was completely blindsided and had no experience in navigating a crisis as large as this.

A harsh lesson we learned at the onset of Covid-19 is that during a crisis, it’s either you pivot or you perish. 

How did we survive?

Instead of scrambling to make our current system work, we stepped out and explored the field. We sought ways to retrain and upskill the team to avoid redundancies as we shifted our business model. Those who were purely doing graphics broadened their creative skill sets, our copywriter adapted to training new hires, and a team member dedicated to clerical tasks and CRMs started strategic planning.

Many companies also found themselves in the situation we were in. As a team, we had to completely change our line of thinking, tap into our workforce’s undiscovered talents, and explore contemporary strategies. It was a cumulative effort backed by our team’s eagerness to thrive amid the crisis.

The takeaway? Incorporating continuous learning into the workplace culture and opening our doors to new possibilities allowed us to sustain our business and continue growing despite any roadblocks.

Learning culture breeds growth culture

While change is constant, it is controllable. You’ll never know when a  new market trend, agile competitor, economic downturn, or a global health crisis will arise.

But what matters is how prepared you are to respond to these changes.

As a leader with an obsessive thirst for learning, I knew that Learning & Development (L&D) would play a major role during this crisis.

L&D seems like a privilege that only multinational conglomerates could afford. Many executives have a perception that you have to pay for a massive program to build this learning culture. In the digital age, this is no longer the case.

There’s an infinite amount of resources available online. LinkedIn Learning offers different courses about a variety of business topics. If you’re resourceful enough, the whole internet could be your entire learning portal — with minimal costs.

And that’s exactly what we did. We leveraged the pause in our business to encourage learning among our workforce. If they were struggling with anything, we would immediately call for an L&D session.

Fast forward to almost a year later, we are reaping the rewards of injecting a growth and learning mindset into our culture. We’ve successfully transitioned our business, built a comprehensive training portal and self-paced onboarding process, quadrupled our profits despite the pandemic, and are about to hire more than a hundred employees at the end of the year.

Creating a learning landscape

Sustainable growth is the realistically attainable growth that a company can maintain without running into problems. Beyond that, it’s all about surviving and being ready for what’s to come.

There are a variety of methods and strategies that you can apply to cultivate a culture of learning. You might need to add a bit more effort and determination as you explore new ways of thinking, but the rewards of doing so are equally gratifying.

Innovate. Don’t be afraid to launch new learning environments. Be bold in trying new platforms and encourage your workforce to come up with ideas. Be nimble to adjust to not just a new set of tools but also a fresh pair of eyes. Prior to the pandemic, our idea of learning was limited to in-person meetings. Today, we have custom-built our own Learning Management System (LMS) platform at a shoestring budget. Now, we have a robust suite of tools that we have built in less than a year’s time. 

Diversify. Limiting your scope of learning eliminates your opportunity to grow. Expand your breadth by introducing a variety of learning methods. We used to believe training was limited to training videos built for our industry. Now we utilize a unique combination of training methodologies, ranging from videos and podcasts to recordings and self-paced tools—all used in both synchronous and asynchronous learning. 

Purpose. This can be the most effective strategy to achieve sustainable growth. It’s understanding how your people contribute to the bigger picture and letting them know why their workmatters. Allowing your team to see its impact empowers them to learn harder and work better. Purpose is a silent driver and leader for growth 

The shift to a learning mindset

Many business owners get blinded by growing their ventures at top speed. The faster, the better. But a quick pace does not guarantee success.

A business can shoot up and then get stuck midway. Some plateau and stay stagnant when leaders are not prepared for explosive growth. Unpreparedness turns the best of usinto bottlenecks. 

As leaders, we naturally wear multiple hats. Aside from investing in L&D and diversifying our skill sets, we also need to accept that imbalance will be a natural price to pay to achieve business-driven goals. 

This pandemic has taught us to look at all possible occurrences and risks—social, political, economic, cultural, and environmental—and be prepared for anything that might be thrown our way. We need to learn to weather-proof our business for any kind of storm, and that may take larger amounts of investment in non-revenue-producing areas of the organization. 

“Leaders must continuously honor a growth mindset and invest in learning and development to hone a culture of learning. A business that learns is a business that grows.”

–  Cybill Juarez, VP of People & Operations, Staffing Venture Capital

While there are many other parts to our story of triumph apart from learning and development, it’s this relentless commitment to learning that gave us the jumpstart to succeed.

When we breed this type of culture, we sustain not just growth, but also individual performance. When combined, those individual successes lead to a substantial positive impact on the business.


Image

About Author


Armed with a passion for motivational leadership, Cybill drives the team towards operational excellence. When she’s not helping people push past their limits, she is busy living life to the fullest—trying everything from scuba diving to kitesurfing.

Cybill Getgood

VP of People & Operations, Staffing Venture Capital


Image

About Author


Armed with a passion for motivational leadership, Cybill drives the team towards operational excellence. When she’s not helping people push past their limits, she is busy living life to the fullest—trying everything from scuba diving to kitesurfing.

Cybill Getgood

VP of People & Operations, Staffing Venture Capital


Image

About Author


Armed with a passion for motivational leadership, Cybill drives the team towards operational excellence. When she’s not helping people push past their limits, she is busy living life to the fullest—trying everything from scuba diving to kitesurfing.

Cybill Getgood

VP of People & Operations, Staffing Venture Capital

About Author


Image
Armed with a passion for motivational leadership, Cybill drives the team towards operational excellence. When she’s not helping people push past their limits, she is busy living life to the fullest—trying everything from scuba diving to kitesurfing.

Cybill Getgood

VP of People & Operations, Staffing Venture Capital

Imagine yourself as a leader of a thriving multi-million dollar business. You have a massive ROI, are always recruiting, and are  consistently acquiring clients. 

You’re acing it. Nothing can go wrong. Until something does.

Without warning, a crisis hits and knocks your entire business down. Everything that used to work no longer works. Your company is  at a crossroads. If we’ve learned anything in the last year and a half, it’s that circumstances like this are no longer just figments of our imagination.

With the onset of Covid-19, organizations were forced to take a hard look at their structure and processes, and make difficult decisions to stay afloat. We’ve seen countless ventures crumble while a select few thrived. Amid the global economic downturn, it’s the ones that continuously learned to adapt that found success.

Pivot or Perish?

Before COVID, we had a workforce dedicated to Mergers & Acquisitions. The business was thriving.

In March of 2020, our company and the M&A landscape changed overnight.

Businesses were so consumed with simply surviving that all our existing clients put their investment plans on hold. M&A became extremely risky in a pandemic that seemed to have no end.

We knew that we had to make a transition, but our team members were not equipped with the experience and skills to do so. Our team was heavily trained to work in M&A, but the pandemic deemed those skills irrelevant. Management was completely blindsided and had no experience in navigating a crisis as large as this.

A harsh lesson we learned at the onset of Covid-19 is that during a crisis, it’s either you pivot or you perish. 

How did we survive?

Instead of scrambling to make our current system work, we stepped out and explored the field. We sought ways to retrain and upskill the team to avoid redundancies as we shifted our business model. Those who were purely doing graphics broadened their creative skill sets, our copywriter adapted to training new hires, and a team member dedicated to clerical tasks and CRMs started strategic planning.

Many companies also found themselves in the situation we were in. As a team, we had to completely change our line of thinking, tap into our workforce’s undiscovered talents, and explore contemporary strategies. It was a cumulative effort backed by our team’s eagerness to thrive amid the crisis.

The takeaway? Incorporating continuous learning into the workplace culture and opening our doors to new possibilities allowed us to sustain our business and continue growing despite any roadblocks.

Learning culture breeds growth culture

While change is constant, it is controllable. You’ll never know when a  new market trend, agile competitor, economic downturn, or a global health crisis will arise.

But what matters is how prepared you are to respond to these changes.

As a leader with an obsessive thirst for learning, I knew that Learning & Development (L&D) would play a major role during this crisis.

L&D seems like a privilege that only multinational conglomerates could afford. Many executives have a perception that you have to pay for a massive program to build this learning culture. In the digital age, this is no longer the case.

There’s an infinite amount of resources available online. LinkedIn Learning offers different courses about a variety of business topics. If you’re resourceful enough, the whole internet could be your entire learning portal — with minimal costs.

And that’s exactly what we did. We leveraged the pause in our business to encourage learning among our workforce. If they were struggling with anything, we would immediately call for an L&D session.

Fast forward to almost a year later, we are reaping the rewards of injecting a growth and learning mindset into our culture. We’ve successfully transitioned our business, built a comprehensive training portal and self-paced onboarding process, quadrupled our profits despite the pandemic, and are about to hire more than a hundred employees at the end of the year.

Creating a learning landscape

Sustainable growth is the realistically attainable growth that a company can maintain without running into problems. Beyond that, it’s all about surviving and being ready for what’s to come.

There are a variety of methods and strategies that you can apply to cultivate a culture of learning. You might need to add a bit more effort and determination as you explore new ways of thinking, but the rewards of doing so are equally gratifying.

Innovate. Don’t be afraid to launch new learning environments. Be bold in trying new platforms and encourage your workforce to come up with ideas. Be nimble to adjust to not just a new set of tools but also a fresh pair of eyes. Prior to the pandemic, our idea of learning was limited to in-person meetings. Today, we have custom-built our own Learning Management System (LMS) platform at a shoestring budget. Now, we have a robust suite of tools that we have built in less than a year’s time. 

Diversify. Limiting your scope of learning eliminates your opportunity to grow. Expand your breadth by introducing a variety of learning methods. We used to believe training was limited to training videos built for our industry. Now we utilize a unique combination of training methodologies, ranging from videos and podcasts to recordings and self-paced tools—all used in both synchronous and asynchronous learning. 

Purpose. This can be the most effective strategy to achieve sustainable growth. It’s understanding how your people contribute to the bigger picture and letting them know why their workmatters. Allowing your team to see its impact empowers them to learn harder and work better. Purpose is a silent driver and leader for growth 

The shift to a learning mindset

Many business owners get blinded by growing their ventures at top speed. The faster, the better. But a quick pace does not guarantee success.

A business can shoot up and then get stuck midway. Some plateau and stay stagnant when leaders are not prepared for explosive growth. Unpreparedness turns the best of usinto bottlenecks. 

As leaders, we naturally wear multiple hats. Aside from investing in L&D and diversifying our skill sets, we also need to accept that imbalance will be a natural price to pay to achieve business-driven goals. 

This pandemic has taught us to look at all possible occurrences and risks—social, political, economic, cultural, and environmental—and be prepared for anything that might be thrown our way. We need to learn to weather-proof our business for any kind of storm, and that may take larger amounts of investment in non-revenue-producing areas of the organization. 

“Leaders must continuously honor a growth mindset and invest in learning and development to hone a culture of learning. A business that learns is a business that grows.”

–  Cybill Juarez, VP of People & Operations, Staffing Venture Capital

While there are many other parts to our story of triumph apart from learning and development, it’s this relentless commitment to learning that gave us the jumpstart to succeed.

When we breed this type of culture, we sustain not just growth, but also individual performance. When combined, those individual successes lead to a substantial positive impact on the business.


Image

About Author


Armed with a passion for motivational leadership, Cybill drives the team towards operational excellence. When she’s not helping people push past their limits, she is busy living life to the fullest—trying everything from scuba diving to kitesurfing.

Cybill Getgood

VP of People & Operations, Staffing Venture Capital


Image

About Author


Armed with a passion for motivational leadership, Cybill drives the team towards operational excellence. When she’s not helping people push past their limits, she is busy living life to the fullest—trying everything from scuba diving to kitesurfing.

Cybill Getgood

VP of People & Operations, Staffing Venture Capital


Image

About Author


Armed with a passion for motivational leadership, Cybill drives the team towards operational excellence. When she’s not helping people push past their limits, she is busy living life to the fullest—trying everything from scuba diving to kitesurfing.

Cybill Getgood

VP of People & Operations, Staffing Venture Capital

About Author


Image
Armed with a passion for motivational leadership, Cybill drives the team towards operational excellence. When she’s not helping people push past their limits, she is busy living life to the fullest—trying everything from scuba diving to kitesurfing.

Cybill Getgood

VP of People & Operations, Staffing Venture Capital