Latest news with #continuouslearning
Forbes
23-07-2025
- Business
- Forbes
Enhancing Your Leadership With Continuous Learning
By Kendra MacDonald, CEO of Canada's Ocean Supercluster. When I started my first degree fresh out of high school, I was flooded with advice about what to study and what career path to follow. The most significant piece of guidance was from one of my professors, and it has always stuck with me: Make sure you have 25 years of experience—not one year of experience 25 times. In the beginning, I didn't consciously plan my learning. I was absorbing everything at once—technical knowledge, communication skills, team dynamics. But what I learned is that while being technically competent is essential, it's the soft skills you don't tend to focus on in school—how you communicate, collaborate and motivate others—that are often more critical to success. The discipline of continuous learning is as valuable as any official designation. It can lead you to seek growth not just in new skills but also in new contexts. It led me to challenge myself to work and lead in different countries and cultures, and those experiences taught me how to listen better, adapt faster and lead more inclusively. Over time, I had to become more intentional about what came next. Learning was no longer scheduled in semesters—it had to be self-driven. That shift led to several key lessons that I believe can help anyone amplify their leadership abilities. 1. Learning has never been more accessible. Technology has democratized access to knowledge. We now have access to university-level courses, thought leaders and industry experts at our fingertips. If you're like me, the challenge is no longer access—it's focus. Narrow your topics, choose credible sources and set a time limit so you don't get lost in the content. More importantly, push yourself to consider how new concepts apply to your world. In my experience, that reflection can help you maximize impact. 2. Learning must be prioritized. Many of us are now familiar with the analogy of 'big rocks' in a jar—you have to place the most important ones into the jar first, or they won't fit. Learning is one of those big rocks. It's easy to deprioritize learning as we get comfortable and busier, both professionally and personally. But when we stop, we start coasting. And that's not where innovation—or leadership—lives. Early in my career, a supervisor left their role because they didn't want to learn a new system. I never forgot that. I didn't want to become someone resistant to change simply because it was unfamiliar. 3. Learning doesn't have to be formal. Much of your most valuable learning can happen outside of a classroom. Leadership, motivation, negotiation, conflict resolution, resilience—these lessons often come from experience, reflection and, yes, a few hard-earned mistakes. In my own case, I learned what energizes me and what doesn't, where I'm willing to compromise, and where I draw the line. I have had the opportunity to work with leaders around the world, and engaging with them and understanding their motivations and approaches has influenced my own leadership style. Two people can deliver the same message, but their delivery style can make the difference between motivating and confusing a team. 4. Learning is a tool for resilience. Across different roles, geographies and industries, the ability to adapt isn't just about flexibility—it's about mindset. Continuous learning can give you the tools to navigate complexity, uncertainty and even failure with greater confidence. When faced with unfamiliar challenges—doing something new or leading in a space where you are not the subject matter expert (which happens a lot when you work across sectors)—a learning mindset can reduce the fear factor. That lack of knowledge now becomes an opportunity for growth. Leadership isn't about having all the answers; it about learning to ask better questions and seeking out those who have the relevant knowledge. 5. Learning keeps us humble—and human. All leaders should eventually transition from being learners to being mentors. That's an important shift, but don't stop learning. The pace of change—especially in innovation, sustainability and technology—is accelerating. When you're surrounded by brilliant people from diverse backgrounds, disciplines and generations, sometimes the best thing you can do is stay quiet and listen. Recently, I returned to university—this time as a mature student. It was humbling and energizing. I wasn't studying for a promotion or certification—I was learning for the sake of learning. It gave me a new appreciation for my parents, who also returned to school later in life (although not as late as me), and it reminded me that curiosity doesn't have an expiration date. The Leadership Imperative In times of uncertainty, it can be tempting to dig in, maintain the status quo and ride things out. But I've found that learning—even learning something small—can give you a sense of momentum and agency. It can turn anxiety into action. One of the biggest barriers to innovation is often leadership itself. When leaders resist learning, they signal to their teams that maintaining the status quo is acceptable. That can stifle creativity, progress and growth. On the other hand, when leaders model curiosity, openness and the courage to stretch, their teams are likely to follow. We are living in a time where new technologies, new mindsets and new ways of working are redefining entire industries. So continue to evolve and pivot throughout your career, and encourage others to do the same! Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?
Forbes
21-07-2025
- Business
- Forbes
Cultivate Growth From The Inside: A Guide To Leadership Development
A passionate HR Executive with over 25 years of experience, Claudine Kourkoumelis currently leads the people team at Enova. Empowering and cultivating your leaders is important to the success of your organization. It is crucial that your leaders have the soft skills needed to step into the role and lead a team. Annually, organizations allocate more than $46 billion to leadership development initiatives, so they need to ensure the initiatives are effective. Leadership development shouldn't be confined to the executive suite. It must nurture both emerging and experienced leaders from the bottom up. An employee's day-to-day attitude and engagement are directly tied to their manager; in fact, 70% of a team member's engagement is determined by their direct manager. I want to explore the importance of establishing a structured leadership program so that all managers receive the same training. In this article, I'll discuss the role mentorship plays and how to develop a multilevel mentorship program. Lastly, I'll discuss the significance of promoting growth and a continuous learning culture. By following this approach, your organization can develop junior leaders and continue cultivating executive leadership. Establish A Leadership Development Program Sometimes, new or emerging leaders have no direct experience managing teams, whether in past roles or at your organization. With a strong leadership program, you can teach them the key, transferable skills that will contribute to their success. At Enova, for example, we host a quarterly 'Manager Ramp-Up' cohort so new managers can explore foundational topics around managing and leading people and teams. When building a leadership program, you must create a curriculum with sessions focused on leadership effectiveness, emotional intelligence and building trust with team members. If your organization already has a leadership program, ensure there are clearly articulated goals in place to determine effectiveness. You should track quantitative data like performance, promotion and retention rates across program alumni. Equally important is collecting qualitative data. Distribute feedback surveys at the program's midpoint and conclusion, and monitor any employee opinion survey data that measures a manager's effectiveness. Be sure you're tapping into team members with growth potential, not just current or new managers. Providing an early opportunity to learn leadership skills encourages top talent and reinforces your company's commitment to supporting career growth. This is vital because employees are more likely to stay with an employer that invests in their learning and development. Offer Mentoring Opportunities While structured leadership programs lay the groundwork, mentorship provides crucial one-on-one guidance and real-life modeling. Beyond gaining more practical knowledge, employees with mentors (even informal ones) are more engaged at work and often are easier to retain. These connections can even extend beyond the shared workplace; Harvard Business Review once reported that 84% of successful CEOs still turned to their mentor when facing tough decisions. An official mentorship program needs clear goals and objectives that tie directly to your overall company goals and values. For example, at Enova, one of our core values is Top Talent and Teamwork, and our mentorship program reflects this by having an objective to increase internal mobility. We aim to prepare high-potential team members for leadership roles by pairing them with experienced managers from different departments. It's important that your mentorship program has a formal process and structure that fits your company's culture. Our program, which requires a one-year commitment minimum from all parties, pairs an executive with three mentees at the director level, each of whom then gets three mentees of their own from the manager and senior associate levels. We chose this structure so team members at different levels could interact with each other and build connections throughout the company. To participate, our employees must complete an application that gathers what they hope to learn and what they're looking for in a mentor. Once mentees and mentors are matched, they attend a kickoff training that explains the program and sets expectations. From there, it's up to each pair to schedule their own meetings. While resources are provided to support the relationship, each pair's relationship may look different. Promote A Growth Mindset Growth and continuous learning are essential for employee success, especially among future leaders. Here are a few strategies for developing this mindset within your organization. • Encourage strategic goal setting. Have employees establish professional goals that tie back to business goals. For example, joining a stretch project would allow an employee to step outside of their comfort zone, learn new skills and contribute to business outcomes. • Host company learning sessions. In-person presentations, like tech talks or lunch-and-learn sessions, are an informal way for leaders to share their knowledge. Presenters could discuss their current projects, offer key takeaways from a recent conference they attended or teach employees how to leverage different tech tools. • Provide online resources. Designing online coursework is another way to encourage continuous learning. Lessons can cover a broad subject matter or focus on specific department topics or skill sets. For example, we have lessons centered around allyship. • Support continuing education. External resources can reinforce a learning culture. Encourage participation in virtual training courses, and support attending conferences or obtaining certifications. Our technology teams offer employees a yearly stipend to advance their career skills by attending conferences, joining webinars or taking certification courses. Cultivating leaders at every level of your organization is not just a strategic investment. Holistic leadership development is a necessity that drives engagement, retention and performance. When you prioritize the growth of your people, you create a culture where current and future leaders can thrive. In turn, your organization can remain resilient, innovative and future-ready. Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
Forbes
02-07-2025
- Business
- Forbes
Harnessing Continuous Learning For Smarter Healthcare Systems
Prasanna Parthasarathy is the CEO of Medvantx, a non-commercial dispensing pharmacy. The world is undergoing rapid transformation. Artificial intelligence (AI), cloud computing and robotics are reshaping industries while evolving consumer expectations and a rapidly shifting global economy demand adaptability. Dynamic geopolitical shifts, trade tariffs and societal changes further complicate the landscape, requiring businesses to exhibit flexibility. Adapting to and thriving amid rapid change requires more than a mindset. To stay ahead, organizations need to constantly refine their approaches, driven by both technological advancements and an understanding of shifting market dynamics. I've seen within my own company how innovation driven by continuous learning can serve as a framework for improving patient care through data, analytics and human insight, enhancing outcomes and personalizing the experiences we provide customers and patients. The Principles Behind Continuous Learning Continuous learning is the pursuit of excellence through ongoing refinement, reflection and reinvention. It's taking a proactive approach to change and staying ahead by upgrading your internal capabilities, leveraging emerging technologies and anticipating market shifts to unlock smarter, faster and more future-ready ways to solve problems—both internally and for your customers. One way to bring continuous learning to life is by implementing a structured quality management methodology. Tools such as Lean Six Sigma, root cause analysis, value stream mapping and DMAIC (define, measure, analyze, improve, control) can help improve consistency by minimizing variation across processes to emphasize waste reduction, efficiency and data-driven decision-making. They can also enable teams to identify bottlenecks and make decisions grounded in data rather than assumptions. By training your employees in these types of systems, you cultivate a workforce that's capable of driving change from the ground up while reducing time waste, enhancing workflow design and automating manual tasks. Your own data is a powerful tool for identifying areas for improvement, but your team still needs the ability to turn data-derived business intelligence into on-the-ground changes, whether they be changes to processes, products, service offerings, pricing or other facets of your operational or commercial strategy. Since it is not always obvious what changes will work best for each unique company, A/B testing can help you gather measurable data on what improvements will achieve the best results. Lessons In Leveraging Continuous Learning Continuous learning is a practical strategy that, when applied intentionally, can improve nearly every operational aspect of a business. For us, such initiatives transformed everything from our workflow for order entry to how medications are packaged and delivered. I recommend focusing any changes you make on three audiences: your team, whose dedication to continuous improvement is required to power the engine of change; your customers (in our case, pharmaceutical companies); and their customers, which may include both patients and providers. At its core, continuous improvement asks, "How can we do this better, more efficiently and with less risk?" Whether you're implementing a management methodology or updating your marketing strategy, these optimizations shouldn't stop at one-off fixes—they should evolve as technology advances, in order to create sustainable and scalable ways of pursuing excellence. Create a mindset of challenging yourselves to continually improve. Leveraging the skills and expertise of your own staff can allow you to unlock new ways to improve operations, harness automation and integrate AI into your workflows. Implementing these changes can directly benefit employees and customers. For example, we streamlined the manual process of account managers compiling and sending monthly service reports by implementing a cloud-based platform that gave customers real-time access to key performance metrics. Now, account managers have more time to build relationships, and customers get better data access. Customers in any industry want their vendors to be strategic partners who can anticipate needs and enable growth. In a rapidly changing economy, an ongoing commitment to continuous improvement—leveraging data as the backbone—can help you better support your customers. Any type of business can benefit from leveraging frontline learnings and data in product development. Our recent overhaul of our cash-pay product workflow illustrates this well. Cash-pay programs enable pharmaceutical companies to more easily serve customers for prescription drugs that are not typically covered by insurance, such as weight loss drugs, sexual health products and ophthalmological and dermatological treatments. Previously, our process depended on fragmented data from a third-party vendor, which slowed down our ability to fulfill customer orders. Our continuous learning mindset helped us reinvent the product from the ground up, addressing the shortcomings of the prior version from the customer and end-user perspective. You can also leverage continuous learning, facilitated by robust data and analytics, to predict the behavior of your customers' customers (i.e., patients) and to match your service offerings to their preferences. This approach draws inspiration from the omnichannel strategies used by e-commerce companies to create personalized user experiences. For example, some patients may desire a staffed phone line, while others will see more value in AI-driven self-service tools such as chatbots. I've seen the success of this approach and the benefits of planning for a future where AI solutions streamline currently manual processes. By offering a convenient and efficient self-service model, you can help your customers empower their patients and digitize their experience. Looking Forward Implementing continuous learning isn't an instantaneous choice. It requires a long-term investment in seeing through cultural, structural and educational shifts—moving beyond the desire for 'quick wins' and project-based improvements and toward a mindset of ongoing improvement across the organization. It's also not a series of one-time investments, but rather building a workplace culture of constantly innovating and iterating, leveraging data to guide business decisions and rallying teams to improve measurable outcomes. Investing in professional technical competencies and a quality management methodology can enable your teams to think systematically about change and to develop soft skills such as communication, teamwork and leadership. Building this foundation takes time, but when done right, it can result in an organization well-equipped to meet the challenges ahead. Forbes Business Council is the foremost growth and networking organization for business owners and leaders. Do I qualify?
Al Bawaba
22-06-2025
- Business
- Al Bawaba
KIB signs strategic partnership with IE Business School under Waed program
Kuwait International Bank (KIB) announced the signing of a strategic partnership with IE Business School to provide mid-level management employees with year-round training. The initiative reflects KIB's strong commitment to fostering a culture of continuous learning, strengthening the skills of national talent, and empowering the next generation of leaders. The official signing ceremony was held at the Bank's headquarters, attended by senior representatives from both organizations, including Feras Al-Darmi, General Manager of the Human Resources Department at KIB, and William Davila, Global Head of Corporate Relations at IE new collaboration is part of KIB's Waed talent program, which aims to develop Kuwaiti talent across all levels of the Bank. Under this program, a select group of Kuwaiti employees from various departments are chosen to enhance their skills and prepare for effective leadership roles. This comprehensive approach reflects KIB's ongoing commitment to talent development and its dedication to driving positive, sustainable change within the Business School, a globally renowned institution and part of Spain's IE University, was founded in 1973 in Madrid. It is recognized as one of Europe's leading business schools and was ranked among the top 10 in its field in Europe by the Financial Times in on the partnership, Al-Darmi said: 'Our collaboration with IE Business School aligns with KIB's comprehensive strategy to develop employee competencies and skills across all areas of Islamic banking. Investing in the training, education, and development of our talent plays a vital role in elevating the quality of service we provide to our customers and strengthening the Bank's overall performance within Kuwait's banking sector. Empowering our people with knowledge and skills is a key pillar in driving our continued success and achieving our long-term objectives.'He added: 'The carefully designed Waed program aims to enhance the capabilities of national professional talent by equipping them with the knowledge and skills needed to lead effectively with confidence in an industry undergoing rapid change and development. Strategic partnerships such as this one further support the goals of the Waed program, representing a direct investment in Kuwaiti human capital and focusing on preparing leaders who are adaptable, resilient, and innovative.'Al-Darmi emphasized that the partnership with IE Business School, renowned for its deep expertise and advanced programs, adds momentum to KIB's education and development initiatives and aligns seamlessly with the Bank's global outlook, spirit of entrepreneurship, and leadership approach centered on personal and professional growth. He further noted that this collaboration reflects a shared commitment to excellence, innovation, and continuous learning, stressing that 'the knowledge and expertise offered by IE Business School, combined with its innovative teaching methods, will be pivotal to the success of the Waed program and in achieving its ambitious objectives.' It is worth noting that KIB remains firmly committed to investing in the future of Kuwait's banking sector and strengthening its position under its main slogan 'Bank for Life' through strategic partnerships with leading institutions in education and development. Through the development of Kuwaiti talent, the Bank aims to ensure its workforce is fully equipped to meet the evolving demands of the banking sector and to contribute effectively to the realization of Kuwait's economic vision. KIB also places strong emphasis on building a highly skilled, innovative, and forward-thinking team capable of driving economic growth and contributing to the country's ongoing development.
Tahawul Tech
19-06-2025
- Business
- Tahawul Tech
'We have an opportunity to unleash a human renaissance by helping our people reach their full potential.' – Jacqui Canney, ServiceNow
ServiceNow has introduced ServiceNow University, an innovative learner experience to empower individuals to grow, develop, and build skills that matter the most. The new world of work is as much about a human transformation as a technological one, and for humans to transform, a safe space is needed outside of one's comfort zone and it is why the science of play in learning is at the core of the ServiceNow University vision. Unlike other learning environments with static, one‑size‑fits‑all programming, ServiceNow University builds skills for the future, flexes with the world's needs, and unlocks full talent potential through a customized learning toolkit—no matter an individual's needs and interests. ServiceNow University is available to organizations and individuals throughout the entire ServiceNow ecosystem—employees, customers, and partners—connecting people to the learning they need to contribute with impact. 'In the age of AI, we have an opportunity to unleash a human renaissance by helping our people reach their full potential, simplify their lives, and focus on the meaningful, innovative work that drives business success,' said Jacqui Canney, chief people and AI enablement officer at ServiceNow. 'The speed of change also demands an agile learning and development approach that focuses as much on how people learn in the flow of work as it does on the right skills people need to thrive. That's why we designed ServiceNow University to foster a culture of continuous learning and adaptation with our people at the center.' According to the third annual research report from ServiceNow and Pearson that will be published in September, agentic AI is set to disrupt millions of jobs, both technical and non‑technical, fueling the demand to upskill. In fact, more than 8 million roles are estimated to transform because of agentic AI in the U.S. alone. Additionally, significant tech workforce growth is expected in all surveyed regions by 2030—from 27% in Germany to 36% in the U.S. to 95% in India. ServiceNow University leverages cutting‑edge AI and a personalized development toolkit to set all learners up for success, whether their role is evolving, or they are diving into a technology‑focused role for the first time. The vast curriculum covering human and technical skills helps talent future‑proof their careers and enable organizations to remain competitive. 'As technology continues to transform the workplace at an unprecedented pace driven by AI, there is a learning imperative that leaders need to address. ServiceNow University is uniquely positioned to help them do just that,' said Jayney Howson, SVP of global learning and development at ServiceNow. 'Built around you and your unique learning journey, it combines the power of AI with the science of play to create an experience that brings together an individual's background, talents, and goals. Whether you're looking to learn a quick new skill or make a complete career change, ServiceNow University delivers learning that is accessible—creating a safe space where people can step outside of their comfort zone, try new things, experiment, fail, and learn.' ServiceNow University equips learners to grow with purpose and contribute with impact Historically, organizations have harnessed a fixed approach to growth and development with scheduled programs, such as 30‑60‑90‑day onboarding cycles, periodic online courses, and mandatory compliance trainings. However, as ever‑evolving technology impacts the way we work, learning experiences must evolve as well. ServiceNow University addresses this need by offering the space to turn skill‑building into a dynamic journey to help ensure learners not only excel today but create resilient career paths for the future, too, broadening the breadth and depth of learning and experiences. Key features include: Completely FREE and gamified with hundreds of on‑demand courses and hands‑on performance‑based assessments in which learners can earn credentials and receive points, badges, and ranks to not only reward personal development but help them advance skills needed for this digitally transformed workforce. with hundreds of on‑demand courses and hands‑on performance‑based assessments in which learners can earn credentials and receive points, badges, and ranks to not only reward personal development but help them advance skills needed for this digitally transformed workforce. AI‑powered unified profile that connects a person's skills, experiences, and achievements in one place to create the 'University of You' with curated content and a free on‑demand catalog, to cultivate engagement and drive tangible growth. that connects a person's skills, experiences, and achievements in one place to create the 'University of You' with curated content and a free on‑demand catalog, to cultivate engagement and drive tangible growth. Comprehensive learning curriculum with intuitive, bite‑sized content for varying skill levels that helps ensure information is easily consumed and retained. ServiceNow University offers a wide range of content across multiple disciplines, including a robust AI learning pathway designed to help learners know, use, and lead with AI in today's rapidly evolving workplace. ServiceNow University also strengthens ServiceNow's existing RiseUp initiative, which helps underrepresented and underserved communities gain better access to technology, knowledge, and opportunities. RiseUp aims to create meaningful career pathways in the tech industry and meet the talent demand for customers and partners. Through ServiceNow University, the company plans to reach 3 million learners by the end of 2027. Availability ServiceNow University is generally available now to ServiceNow employees, customers, partners, and individuals. Learn more about ServiceNow University here.
