I agree. To
learn is to grow, it is to evolve, it is to master. These are all things
leaders should be doing.

Leaders set the
tone for an organization. As a leader, you must be agile in your responses to
the ever-changing marketplace and business climate. You’re charged with growing
organizations. Learning is a huge part of this growth process.

This
growth-focused learning can take various shapes within an organization. It can
be organic, formalized, personalized or on-demand. Whatever the shape, learning
needs to be part of a leader’s commitment to improving both personally and
professionally.

Leaders who
value the impact of learning on growth and talent retention drive an
organization where learning is part of the organizational DNA. When you set the
example in your commitment to learning, you create organizations that are
serious about learning. How you are able to use failure to learn can set a good
example for others to use these important lessons for improvement. It’s about
how you view failure is what can either encourage progress or hinder future
success.

There’s a
reason we call it “lifelong learning.” Learning should never end. It
is an investment in time and money. Many leaders give excuses of why they
cannot take time to learn. Learning should be a priority, not an option.
Professional development is an investment that successful leaders embrace.

If you want be
an incredible leader in your industry, learning is where you should start.