Hi

Many small business owners I meet accept, in theory at least, that learning matters. But they often assume a modern learning strategy is something only large businesses can afford—something that requires vast HR departments, expensive platforms, and full-time L&D specialists.

This couldn’t be further from the truth. In fact, smaller businesses are often better placed to build learning cultures because they can move faster, customise easily, and get closer to their team members’ real needs.

The trick is to be deliberate. So here’s how to create a learning strategy that suits your business, supports your team, and helps you stay ahead in a world where skills expire faster than ever.

1. Make Learning Part of Your Business Strategy

In too many businesses, learning sits on the margins—a training course here, a webinar there. But if you want learning to be effective, it needs to be integrated into your goals.

Ask yourself:

• What capabilities will my business need in the next 3–5 years?
• What skills gaps already exist in my team?
• How will we keep pace with technology and regulation?

When you’ve answered these questions, you can build a learning plan that’s anchored to your strategy, not floating alongside it.

If you are moving into advisory services, for example, technical CPD alone won’t cut it. You might need training in consultative selling, data analysis, or client facilitation.

2. Focus on Learning in the Flow of Work

Modern learning isn’t about pulling team members away from their desks for a day of PowerPoint slides. It’s about embedding learning into daily tasks. In a small firm, this can be as simple as:

• Using project debriefs as coaching moments.
• Encouraging team members to shadow you or more experienced colleagues on complex client work.
• Allocating time after big jobs to reflect: What went well? What could we improve?
• Giving team members small stretch assignments that build confidence without overwhelming them.

This approach costs nothing but a little time and discipline.

3. Use Technology Wisely

You don’t need an expensive Learning Management System. But you do need to make the most of simple digital tools. Consider:

• Curated content libraries – e.g., LinkedIn Learning, Xero training videos, or specialist CPD providers.
• AI assistants – tools like ChatGPT can help your team research technical questions, draft content, or simulate client queries.
• Digital skills trackers – even a spreadsheet can help team members record what they’ve learned and what they want to tackle next.

Remember: technology should enable learning, not swamp it. Start small, test, and adapt.

4. Champion Peer Learning and Knowledge Sharing

In smaller teams, everyone has something to teach. But knowledge often stays locked in team members’ heads because no one asks them to share it.

Try introducing regular sessions where team members present a topic they’ve researched or a recent project they’ve completed. Keep it informal and short—15–20 minutes is plenty.

Not only does this build confidence, but it also creates a habit of sharing and reflection. Rotate who leads. When everyone takes a turn, learning feels shared rather than imposed.

5. Make Learning Visible and Recognised

Team members are more motivated when they see that learning counts for something. Some ideas:

• Celebrate learning milestones—passing exams, completing a course, mastering a new process.
• Reflect achievements in appraisals and progression discussions.
• Publicly recognise those who go out of their way to develop new skills or help others learn.

Recognition doesn’t have to be grand. A simple thank-you in a team meeting goes a long way.

6. Plan for Recuperation, Not Just Growth

It’s tempting to think more learning equals better performance. But your team also needs time to absorb new ideas and rest. Build breathing space into your workflow:

• Avoid back-to-back training and big project deadlines.
• Encourage team members to take breaks and step away from their screens.
• Allow time for reflection.

High performance isn’t a sprint—it’s sustained by balance.

7. Start Small, But Start Now

One reason small businesses delay learning strategies is the fear of having to do everything perfectly.

Here’s the truth: you don’t need a perfect plan to begin. You only need to:

• Be clear about the skills you value.
• Make time and space for development.
• Model curiosity yourself.

As you get feedback from your team, you can refine your approach.

8. Lead by Example

Your attitude sets the tone. If you talk about learning but never prioritise your own, your team will notice.

Show that you’re still learning too. Create a library of business books. Share what you’re reading. Tell team members when you’ve tried something new. Admit when you don’t know the answer and go and find it.

This signals that learning is a shared journey, not a performance test.

You don’t need a big budget to create a modern learning culture. You need intention, consistency, and the belief that learning is essential for your business’s success.

Arthur Andersen& Co. invested heavily in learning because they understood that knowledge was their most important asset. For smaller firms today, the principle still holds—only now, the tools are cheaper and the expectations higher.

So start where you are. Be curious. Build a culture where learning is part of the job, not an interruption to it. In a fast-changing world, that might be your most valuable competitive edge.

Noel Guilford