When was the last time you actively set out to learn something new while at work? Now, what would you say is one of the most significant challenges faced by organisations today? And what do these two questions have to do with one another? Well – let’s explore.One of the most significant challenges facing organisations in today’s climate is the attraction and retention of people. The number of jobs outweighs the number of people available to fill them, creating huge competition for the same pool of applicants. While offering more money is one way to tackle the challenge, mature organisations realise that investing in people and the culture of the organisation is a more sustainable pathway. Genuine investment in the development of our people sends a message that the organisation cares for them, not just for what they are now, but for what they could be in the future. Psychologists have long known that one of the key needs people have is for the development of mastery – in short, we not only like to learn, but we also need to learn and are energised by our own development and achievement. So, let’s explore a bit about learning and how it can contribute to improved culture and performance.

Learning can be either formal or informal. Formal learning typically takes place within structured environments, such as schools, workplaces, and even classes such as for dance or sport, where there are designated teachers or trainers who are responsible for imparting knowledge and skills. Informal learning, on the other hand, takes place outside of these structured settings, often through everyday experiences and interactions. This could look like discovering a quicker route home that you could have been taking the last five years (thanks Google!), or the name of someone you just met. Finally, some research suggests that the bulk of our learning (70%) takes place through our everyday experiences (through life/work tasks, projects, etc.), while the remaining takes place within our relationships (20%) and by formal training (10%). This is important to consider, as we can place a lot of emphasis on learning through formal channels, while the bulk of our learning across our lifetime (90%) happens outside of these.

So, why is learning so important, especially when it comes to brain health?

Both formal and informal learning has a significant impact on the brain. Formal learning has been shown to activate areas of the brain, such as the prefrontal cortex and hippocampus, that are involved in cognitive processes like attention, memory, and problem-solving. While informal learning, requires the brain to process new information, make connections between different concepts, and engage in problem-solving and critical thinking. This improves cognitive flexibility and creative thinking. Additionally, when we learn a new motor skill such as a sport, instrument, pottery etc., we activate specific motor regions in the brain that are responsible for planning, executing, and coordinating movement. Together, these factors build the brain’s cognitive reserve, which refers to the brain’s ability to compensate for age-related cognitive decline or damage. Cognitive reserve is built up over time via formal and informal learning, as well as through socialising. The idea behind cognitive reserve is that individuals with a higher level of reserve have a greater ability to cope with brain damage or changes associated with aging or disease. In essence, cognitive reserve acts as a buffer against cognitive decline, allowing the brain to maintain cognitive function even in the face of age-related changes. Because of this, research shows that individuals who engage in regular learning activities experience a slower rate of cognitive decline compared to those who do not.

As we learn new things and practice new skills, we also enhance our cognitive flexibility. Cognitive flexibility refers to the ability to switch one’s thinking between multiple concepts, perspectives, or strategies in response to changing situations or information. It also allows us to regulate our emotions effectively and shift our focus away from negative thoughts and feelings. We improve our cognitive flexibility as we learn and practice by building new neural connections in the brain, strengthening existing ones, and ‘pruning’ unnecessary connections to enhance efficiency (which is why we become quicker, and things become easier the more we do them). This is important because individuals with high levels of cognitive flexibility tend to be better equipped to deal with stress, handle ambiguous situations, and cope with challenges. They are also more likely to have better social skills, be more adaptable to change, and be more creative in their thinking – which is beneficial to both our work and personal lives.

Lastly, as we learn we get a nice hit of dopamine which is a neurotransmitter involved with motivation, reward, and pleasure. Dopamine is a ‘feel-good’ hormone, and it plays a crucial role in regulating the brain’s pleasure and reward centres. When we learn something new, dopamine is released in the brain as a reward signal, making us feel good, which reinforces the behaviour and encourages us to continue learning (while also aiding in the formation of new memories). Studies have shown that dopamine is essential for several cognitive processes, including attention and motivation, as well as regulating our mood and the brain’s stress response. As such, by engaging in activities that stimulate dopamine release, we can help to improve our cognitive function, mood, and overall well-being, as well as work to reduce the risk of age-related cognitive decline.

What does this mean for organisations?

Firstly, in one word – innovation. When organisations value lifelong learning and provide opportunities to learn and grow, employees are not only expanding their knowledge, skills, and experience; they are also enhancing their critical thinking, problem-solving and creative thinking abilities (which are essential for innovation). Encouraging employees to engage in both formal and informal learning, not only improves the individual’s skillset, health, and wellbeing, it assists organisations to foster a culture of innovation and drives the development of new and inventive solutions to challenges faced both inside and outside of the workplace.

Secondly, offering professional development opportunities can be a game-changer when it comes to staff retention. When employees feel like they have room to grow and develop new skills, they’re more likely to stay with the company long-term. It shows your employees that you value them as individuals and are invested in their growth and success within your organisation, and their lives outside of work. At a time when staffing is the number one issue facing most organisations, offering learning opportunities can be a key factor in retaining and attracting top talent.

Lastly, informal learning can be a great source of fun. Research tells us that when we engage in play and allow space for relaxation and imagination, we reduce stress, improve our capacity to regulate our thoughts and emotions and thereby enhance our ability to think creatively and flexibly. These components are essential for not only our health and wellbeing but also innovation, particularly when it comes to generating new ideas and connecting seemingly abstract concepts to create new meaning.

So, regardless of where you sit on the corporate ladder, adopting a mindset of continued and never-ending learning can benefit you at a personal level, particularly as you age, as well as at a professional and organisational level. If you are finding yourself stuck in a rut with a problem at work or home, maybe get up, get out and go learn something new.