The Expanding Impact of Learning from Self to Society

The foundation of learning starts with the individual. Personal goals and progress are measurable, with clear paths to self-improvement. However, the journey of learning can be limited by external factors like access to resources, educational opportunities, and technological infrastructure.

Trudi West, Professor of Practice in Leadership and Psychology at Hult International Business School, emphasized that personal development requires self-exploration and a commitment to lifelong learning. She explains, "We have to put ourselves in uncomfortable situations that create learning that goes deeper and lasts longer." This openness to change and growth prepares individuals for future challenges.

On the other hand, many face barriers that hinder their learning progress, such as limited access to resources and educational tools. This is where technology, particularly AI, can play a significant role. Drawing from Bloom’s 2 Sigma problem, Lee Schuneman, President of EF EdTech, noted that personalized tutoring often outperforms traditional classroom learning, but is only accessible to a privileged few.

Finding new ways to break down barriers in education will continue to be a key role of technology companies, as well as L&D professionals.

The broader impact of learning is realized when organizations harness the power of individual growth and create a culture of learning. Sacha Luthi, VP of People and Organizational Growth at Grundfos, explained that HR leaders play a key role in channeling and augmenting individual learning. He argued that qualitative data, such as storytelling, is just as important as quantifiable results when assessing learning within organizations. These narratives engage employees, helping them internalize and apply new knowledge.

Patricia Hind, Professor of Leadership & Management at Hult International Business School, built on this idea by stressing the importance of measuring the value, not just the impact, of learning. She pointed out that leaders must ask, “What value are we looking for from the program, and how do we measure that value?” It’s not just about achieving results but understanding the long-term worth of those results for the organization.

In multinational organizations, cultural differences must be considered when designing learning programs. Dr. Christopher McCormick, Chief Academic Officer at EF Corporate Learning, discussed the need for L&D leaders to be mindful of the global cultural landscape to avoid a ‘headquarter blind spot’ that prioritizes the culture of the headquarters. He prompts L&D leaders to ask themselves: “What is the bigger picture of your organization’s learning culture? How do you design learning that suits individuals and teams from multiple cultures? And how do you make a case for learning to all employees?” Organizations thereby transform individual development into organization-wide impact, embedding learning in a way that resonates at all levels and with all relevant cultures.

The effects of learning extend beyond organizations, influencing the wider society. José Manuel Barroso, former Prime Minister of Portugal, 11th President of the European Commission, and Chairman of GAVI, The Vaccine Alliance, highlighted that society is undergoing a cultural and technological revolution. In times of change, opportunities emerge, and learning plays a crucial role in preparing individuals to adapt and innovate for the future.

A case study presented by Daniela Redondo, Executive Director of the Instituto Coca-Cola Brazil, demonstrated how businesses can leverage learning to positively impact communities. Coca-Cola's internal learning culture has empowered employees to tackle social issues, and through the Coca-Cola Foundation, the company connects business goals with societal needs. This initiative equips disadvantaged young people with employability skills, including through peer-to-peer training that fosters a culture where “everyone is a learner and everyone is a teacher,” as McCormick puts it. The result is a demonstration of the exponential power of learning, with the program helping thousands of young people enter the workforce.

By investing in employee development, businesses can create a workforce that not only drives organizational success but also contributes to societal transformation. The power of learning, when applied thoughtfully, has the potential to address global challenges, from education to social equity.