Making Learning Conscious — How and why to build a learning culture
summary
Advocates dedicating 10% time (or 20% where possible) and running internal training like a paid 12-week academy or apprenticeships to seed XP practices, TDD and pair/mob programming; uses hands‑on technical coaching—refactoring live codebases, ensemble sessions, lunch-and-learns and Saman coaching materials. Argues companies cut blame, elitism, mocking laughter, blind deadlines and impatience. Promised outcomes: measurable increases in innovation, collaboration, deep expertise, flexibility and product quality because psychological safety and on‑the‑job learning make change manageable.
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chapters (10)
- 0:00Building a learning culture
- 5:56Why learning in tech
- 8:23Barriers to learning
- 14:02Benefits of learning culture
- 21:30Obstacles to learning
- 23:16Fostering learning at work
- 33:23Learning methods beyond courses
- 41:05Psychological safety for learning
- 42:50The 10,000 and shared ignorance
- 44:38Q&A
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