The next CEO Catalyst begins October 2, 2025... Are You In?
The Engagement Crisis: Why Learning Can’t Wait
Only 31% of U.S. employees were engaged in 2024—the lowest in a decade (Gallup, 2025). Pair that with the fact that only 26% strongly agree their organization encourages them to learn new skills (Gallup/Workhuman, 2024), and you see the problem: talent is stagnating while the pace of change accelerates.
I’ll be blunt: this frustrates me. I sit in rooms with leaders who spend millions on strategy decks, yet when asked how they develop their people, they shrug and point to a once-a-year training day. That’s not learning—it’s checking a box. And it’s leaving capability (and growth) on the table.
A Simple Framework for Continuous Learning
The good news? We don’t need to reinvent the wheel. Harvard Business Review’s “Three Building Blocks of a Learning Organization” (Garvin, Edmondson, & Gino, 2008) lays out a timeless blueprint that works whether you’re 20 or 20,000 people strong.
Continuous learning isn’t an event. It’s an operating rhythm. Here’s how to hardwire it into your culture:
1. Supportive Learning Environment
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Ritualize Learning Wins/Near-Misses (2 minutes per meeting).
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Leaders model curiosity and recognition tied to learning.
2. Concrete Learning Processes & Practices
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Run After-Action Reviews (AARs) on key projects (15 minutes, captured + searchable).
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Ship micro-experiments; log outcomes; recycle into playbooks.
3. Leadership that Reinforces Learning
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Embed bite-size learning nudges in daily tools (CRM, code reviews, standups).
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Track business impact: promotion rates, retention gains, time-to-productivity, and rework reduction.
Real World Example
A client I advised recently faced a frustrating turnover spike—talent was walking out faster than they could hire. The instinct was to throw cash at retention. Instead, we designed a “learning cadence”: weekly AARs, a visible “Lessons Learned” board, and a recognition program for the best “fail forward” story.
Within six months, retention improved by 5 percentage points, and productivity ramp time dropped by nearly 20%. The kicker? Their managers finally felt confident coaching instead of just supervising. The cultural shift was visible: people stopped hiding mistakes and started turning them into reusable playbooks.
Real Strategies. Real Results.
Continuous learning is not about stacking more content or chasing the next LMS platform. It’s about embedding feedback, reflection, and curiosity into the way you already operate. When you get it right, you don’t just teach people—you scale your entire organization’s capacity.
Sam Palazzolo
Real Strategies. Real Results.
PS – Here’s how I can help right here/right now:
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Catalyst Audit – Identify if your growth plan is globally ready (and where it’s likely to break) – 5 questions/3 minutes: Take the Audit -> https://www.sampalazzolo.com/assessments/2148521795/
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CEO Catalyst Program – The next CEO Cohort is forming for an October 2 launch – Get the details -> https://www.sampalazzolo.com/ceo-catalyst/
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Exclusive NYC Executive Dinner – On October 7th, I’ll be hosting an exclusive dinner in NYC. One word: Transformational. – RSVP here -> https://docs.google.com/document/d/1XITvZ_AGcTj0prJq300cGhTx6MnY5g2U7_Vd5sVy5DI/edit?usp=sharing/
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