Great startup teams can be found in unusual places because they are less likely to be looking for a standard career path. Yes, the purpose of a business is to make a profit, retain customers, be sustainable, and, for some, make a difference in the community. But, none of this is possible without a collaborative effort; continually gathering intellect to become smarter, better and more effective.

Remote work is no longer work these days. We catch up for quick meetings and coffee breaks online. In a company that manages minds, people need to take responsibility for learning what they need to know and do. This means that they need to be aware of what they’re doing now and what they may be called upon to do in the future. They need to know what is relevant for them to learn and be empowered to learn what is necessary today and in preparation for tomorrow. They need to understand that what they learn will help the company meet its business goals. They must be able to develop and maintain their own learning plans and portfolios, and be prepared to act as teachers and mentors for other people in the company. Independent learners are capable of successfully meeting the requirements of learning projects they choose, whether it’s completion and a passing grade, measures of competency, or an actual project deliverable.

Learning is not the result of a program; it is ingrained in the culture of an organization. A learning culture is expressed in the assumptions, values, environment, and behaviors of the organization. To learn, people must have a growth mindset. Learning must be valued and advocated throughout the organization. Learning must be reflected in the routines and rituals of employees. The physical setting must create an environment that supports learning. Asking questions, giving feedback, and encouraging debate and alternate viewpoints must be the routine activity of the organization. This is even more powerful when its leaders and managers ask questions, listen deeply, and follow-up with action. Sharing successes and failures are done openly and without disapproval. Employees tell stories to draw lessons and learn from their experiences. Action-learning is essentially part of how people do their work. Managers encourage their direct reports to acquire new knowledge and skills and apply that learning throughout the organization. They advocate for collaboration in teams that promote psychological safety. The work environment is one of respect and trust and transparency. People do not feel harassed, teased, and bullied. They are not ignored and marginalized. Importantly, people deeply listen to each other. Feedback is considered an opportunity to develop and grow; an occasion for learning. A learning culture is all of this and more. An organization that is creating and maintaining a learning culture, is truly ready to compete in the world today.

These are the bonds that held us together. Being respectful of each other, reaching out for help and being reliant on one another.