3 Steps To Build A Learning Culture Like Netflix’s

One of the most critical challenges leaders face today in guiding their organization is how to help their teams be responsive and adaptive to on-going change. And unlike in the past, addressing this challenge won’t come down to technological advances or cutting-edge strategies.

Rather, it will come down to how well leaders can promote and support a culture of learning and growth that is integral to how the organization achieves its shared goals.

A Real-World Example: How Netflix Built a Learning Culture

A good example of such a learning culture can be seen in how Reed Hastings guided Netflix through several transformations, from a DVD-by-mail service to a media streaming platform. From purchasing content from major studios to generating their own platform-exclusive films and TV shows.

Not to mention how Netflix transformed the way we consume content by releasing entire seasons at once, leading to the familiar habit of ‘binge-watching’ a series.

Key to Netflix’s success in undergoing such dramatic and successful transformations was Hasting’s efforts to transform the organization’s approach to learning and innovation.

Specifically, Hastings promoted Netflix’s “Freedom and Responsibility” culture under which employees were granted significant autonomy to innovate, experiment, and take strategic risks while being open to owning up to their failures and participating in offering genuine and constructive feedback.

Hasting’s efforts to create a learning culture was critical to Netflix’s ability to not only adopt faster than their competitors to evolving customer needs, but to their ability to repeatedly treat disruption as opportunities for growth and continued success.

3 Steps to Build a Learning Culture in Your Organization

Taking inspiration from some of the insights I share in my keynotes on how leaders can foster a continuous learning culture, here are three steps for how you can foster a similar kind of learning culture in your organization.

1. Create Formalized Knowledge-Sharing Structures

For starters, it’s important that you create formalized structures to allow your employees to share their expertise and insights with regular frequency. Some examples of such formalized structures include knowledge-sharing sessions, creative problem-solving forums, or digital platforms where ideas can be exchanged and ad hoc teams created to try out new initiatives.

2. Invest in Aligned Skills Development

Next, provide your employees with opportunities for skills development that is aligned with both the organization’s needs and employee professional development goals. Investing in your employees’ career aspirations so they become even more valued contributors to your shared purpose will strengthen employee commitment as well as retention.

3. Model the Learning Behaviors You Want to See

And finally, it’s important that you model the behaviours you want your employees to adopt. There’s no better way to promote and encourage a learning culture than for your employees to see you actively pursuing opportunities to learn (like reading this newsletter) and applying new insights to the way you lead.

Why This Matters Now

The fact is change will always be a part of our lives … it’s just occurring at a faster pace than in the past. And that’s why your ability to promote a learning culture is increasingly critical to your organization’s ability to succeed and thrive.