Event report
Past Event | Culture of Learning: Why Building a Learning-Centric Organization Drives Business Impact
Our recent Human Resources Committee Meeting focused on how building a culture of learning is essential for resilience, innovation, and growth.
The session sparked an insightful conversation among industry leaders on what a strong learning culture truly means, beyond traditional training programmes.
Thank you to our esteemed speakers: Maryline Borri, People Development & Learning Director SAPMENA at L'Oréal; Monica Chia, Vice President, Human Resources, East Asia at Schneider Electric; Benjamin Croc, Co-founder & CEO at BrioHR; and our moderator Claire Kolly, Director, HR Consulting & Executive Coaching at EDLT.global.
They shared practical insights on how to build a learning culture that empowers people, drives business impact, and fosters engagement through dynamic discussion with the audience.
Key takeaways:
1. Learning Ownership Starts with the Individual
A true culture of learning begins when employees take full ownership of their growth — seeking learning in every interaction, setting personal goals, and driving their own development journeys. Empowerment and self-starting behaviors turn learning from a mandate into a mindset.
2. Leaders as Role Models and Enablers
Leaders play a pivotal role in shaping learning culture — by role-modelling curiosity, holding regular career conversations, and coaching their teams. When leaders prioritize development, it signals that learning is valued and essential for both personal and business success.
3. Skills as the New Currency
Skills now define employability and strategic agility. A dynamic, continuously updated skills library enables personalized learning paths and helps align employee growth with evolving business priorities. Companies that invest in upskilling safeguard their relevance and competitiveness.
4. Connection, Community, and Mentorship Fuel Growth
Strong learning cultures are built on connection — through mentorship, peer coaching, and learning communities. These networks foster belonging, collaboration, and cross-generational exchange (e.g., reverse mentoring), enhancing both engagement and retention.
5. Embed Learning in Everyday Work
Learning should be part of the workflow — from onboarding to monthly check-ins. Bite-sized, AI-powered, and personalized learning experiences make development accessible anytime, anywhere. Small, continuous steps compound into meaningful growth and a sustainable culture of learning.
For more information on Human Resources Committee, please contact Vanessa Hobbs at vhobbs(@)fccsingapore.com
