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Lack of current skill sets: Businesses will lose opportunities as they will not be able to keep up with the competition. 

Decreased motivation: Employees want to do a good job but if they do not have the learning opportunities available that will lead to dissatisfaction. This may lead employees to seek other employment opportunities. In turn, it is harder for businesses to retain good employees and seek new ones. 

Slows long-term growth: An important part of innovation is continuous learning. It creates an environment that allows people to solve problems collaboratively, seek innovative ideas, and deal with changes. If businesses do not have a learning culture that supports them the consequences may be a lack of success and growth. 

Not enough time: Businesses are always trying to meet business goals but at the expense of not scheduling time for developing their employees and communicating the importance of continuous learning. 

Not seeing the value of continuous learning: Many organizations cut back on training and do not offer training or educational opportunities because they do not see the value or return on investment. 

Culture does not create a place of continuous learning: When this happens, the businesses lose out because the skill sets of the employees become stagnant and do not change with the market.  

Make learning a part of an employee's everyday journey: Help employees see mistakes as an opportunity to gain experience and be open-minded to trying new things. Leaders need to lead the way by learning new skills and sharing what they have learned. Hold short learning events every day or week. Online classes, webinars, podcasts, or in-person classes are many ways to learn new skill sets. 

Having a growth mindset: This approach will help improve the performance of employees and help instill confidence to set them up for success and adapt in a world that is changing rapidly. 

Provide the right tools and resources: Make learning easily accessible, relevant, and most importantly engaging. Organizations can do this by focusing on coaching, mentoring, and providing technology platforms. 

Promote innovation and risk-taking: Allow time to evaluate and learn in a safe environment where risks are minimized. Set guidelines and boundaries so employees know what is acceptable and unacceptable and the parameters on which they can work. Also, allows employees to experiment with new processes and ideas. 

Lessons learned: Foster a “no-blame” culture, create recognition programs, and hold sessions where employees can discuss what works and what does not. 

Track participation in training courses. 

Assess skills through pre- and post-training. 

Monitor changes in quality of work and performance. 

Monitor employee turnover.  

Conduct employee surveys. 

Provide ongoing feedback in real-time.