A Harvard Professor Says High-Performing Teams Make More Mistakes. Here’s How to Let Your Team Have More Mistake Moments |
A Harvard Professor Says High-Performing Teams Make More Mistakes. Here’s How to Let Your Team Have More ‘Mistake Moments’
The need to learn at work isn’t new, but the need to rethink how we learn is.
EXPERT OPINION BY HELEN TUPPER, CEO, AMAZING IF
Many people are operating with an outdated approach to learning—they think of it as courses and qualifications, something that happens outside their everyday work.
But, AI shifts that paradigm. It is increasingly embedded in everything we do. It shapes our projects and processes, and it is changing the way we communicate and operate. Unless we rethink how learning happens, we risk leaving many people behind.
In my work with global organizations, I see a lot of focus on what people need to learn: new systems, new products, new skills. What I see much less of is a focus on how people can actually incorporate that learning into their workflow. And this gap matters.
Better Learning Means More Productivity
If people cannot close the skills gap, they risk a lack of career resilience. Their skills cannot keep up with the pace of change happening in most professions and, if organizations do not find a way to increase the flow of learning, they will start to fall behind their competition. LinkedIn’s Work Change Report estimates that around 70 percent of the skills used in most jobs will change by 2030, with AI acting as a major catalyst.
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Research on learning cultures shows that organizations that close the learning gap are more productive and more innovative. Deloitte’s research into high-impact learning organizations found that companies with strong learning cultures are 92 percent more likely to innovate and 52 percent more productive than their peers. They perform better today and are more able to respond to the inevitable changes that come.
Building learning into everyday work is a win for everyone. For individuals, learning should be integrated into workflows. This builds adaptability and confidence as roles and skills evolve. When learning is part of the work itself, people become more comfortable experimenting, asking questions and developing new capabilities as they go.
For organizations, the benefits extend beyond productivity. Learning in the flow of work also supports internal mobility and retention. When people can see opportunities to develop and move within a company, they are significantly more likely to stay and grow their careers there.