Building a Culture of Continuous Performance Training

Most teams don’t get better because they don’t take time to debrief. Last year, I had the honor of doing a bunch of leadership development work alongside my dear friend and amigo, Michael French. He’s a multi-time founder with successful exits, a fantastic family, and a heart of gold. One of the most powerful tools we taught together (really he, Michael O'Brien, and Admiral Mike McCabe taught, and I amplified in my sessions) was the concept of a Topgun-style debrief — and then we practiced it ourselves after every single session as a group. It’s a simple but transformative ritual. After every experience, we’d ask each other: What went well? What could have gone better? And what actions will we take to be even better next time? That’s it. Just three questions. But when asked in a space of trust, it opens the door to continuous improvement, honest reflection, and shared learning. The coolest part? Michael started doing it at home with his son — and now his son comes home from school excited to debrief the day with his dad. That’s when you know the tool is working. The origins of this approach go back to the Navy Fighter Weapons School — better known as Topgun. In the 1960s, Navy pilots were underperforming in air combat. So they changed the way they trained. But more importantly, they changed the way they debriefed. They created a culture of constructive, positive, inclusive performance reviews — grounded in trust, openness, and the pursuit of excellence. Led to a 400% improvement in pilot effectiveness. The philosophy was clear: the debrief is not about blame or fault-finding. It’s not about who “won” the debrief. It’s about learning. It’s about getting better — together. The tone is collaborative, supportive, and often informal. The goal is to build a culture of reflection where people feel safe enough to speak, to listen, and to grow. Most organizations only do debriefs when something goes wrong. But if we wait for failure to reflect, we miss all the micro-moments that help us move from good to great. Excellence isn’t a destination. It’s a mindset. It’s the discipline of always being open to improvement — even when things are going well. Especially when things are going well. So here’s my nudge to you: give this a try. Whether it’s with your team, your family, your partner, or just yourself at the end of the day — ask those three simple questions. What went well? What could have gone better? And what actions can we take to be even better next time? Let me know if you do. I’d love to hear how it goes.

You can't out-coach a toxic environment. But here's the other side: Broken talent systems and outdated people strategies hurt even the best performers. Last year, I worked with a tech company that understood this balance. They didn't just bring us in for leadership development. They brought us in WHILE they rebuilt their systems. Same timeline. Same urgency. Same commitment. Here's what that looked like: While our team at Perfeqta worked with managers on difficult conversations, we worked with HR to redesign their feedback processes. While we built inclusive leadership skills, they updated promotion criteria. While executives learned new ways to lead, the company addressed pay gaps. The magic wasn't in the coaching and training alone. It was in the alignment across people, process, and performance. Too many companies treat people development and culture as separate initiatives. They'll invest in their leaders in Q1. Then maybe look at systems in Q3. If there's budget left. But transformation doesn't work in silos. Your best people need both: • Skills to lead differently • An environment that supports their ability to do it Think about it: What's the point of teaching someone to innovate if your systems punish risk? Why develop inclusive leaders if your policies stay exclusive? How can new behaviors stick when old systems pull people back? The companies that get extraordinary results understand this: People change and system change amplify each other. They work together or they don't work at all. So yes, invest in your leaders. Development is imperative. But also: • Audit what behaviors you actually reward • Align your policies with your stated values • Hold everyone accountable to new standards • Measure both individual growth AND environmental shifts It's not either/or. It never was. — Hi, I'm Latesha, a workplace culture strategist who helps companies align people development with system change. Follow for guidance on leadership and building high-performing cultures.

I've talked to dozens of PX and L&D leaders who are struggling to up-level their managers. The deeper problem lies in this endless feedback loop👇 It's not fair (or accurate) to say "manager training never works." We have to ask WHY it isn't working. This is what we've heard from chatting with some of the brightest CPOs, L&D leaders, and HRBPs this year: 🏃♂️ "Managers are too busy." Great learning programs seem to always fight against time and bandwidth. While many companies say they prioritize learning, they're not always able to create environments where there's time for both driving outcomes and growth. 🤷♀️ "Content is hard to apply." When managers do attend a training, they often leave with more questions than answers. Many skills like feedback, expectation setting, and psychological safety aren't absorbed by reading but by doing. This can leave managers with the impression of wasted time or confusion. 🙊 Manager don't ask for help. When managers run into problems covered by the training, they don't always ask their bosses or HR for help. They may hope the issue blows over or that they're simply overreacting. (OR lots of managers go to HR, who don't have the bandwidth to properly support them!) 💥 Problems worsen, and more training is the solution! When trainings fail to stick and HR fails to catch problems in time, these issues blow out of proportion. A failure to give feedback may evolve into a performance improvement plan. HR is left to be clean-up crew, and told to do more trainings. It's a frustrating problem wheel, and it only builds on itself. The answer isn't more of the same training––PX leaders have to smash the wheel. 🛑 So how do you break this cycle? The answer is better manager development programs, that challenge each of the problems in the wheel. This might look like: 💡 Context-based learning in the flow of work 💡 Bite-sized, actionable learning modules 💡 Peer-based mentorship and discussions 💡 User-focused learning design and programs 💡 Executive-backed learning time and support 💡 Diverse avenues for manager support (not just HR!) 💡 Better data and analytics on what managers are struggling with Naming and breaking this cycle requires a lot of creativity and iteration. It's not enough to design the same modules for diverse populations of leaders, and that's why L&D leaders have one of the hardest jobs out there. But the effort is worth it. It's the difference between pouring L&D budget down the drain and growing managers into the leaders your organization needs. How have you noticed this cycle affecting your L&D programs? What cycle-breakers have you found? Let us know in the comments! #learning #learninganddevelopment #hr #management #training

𝗛𝗼𝘄 𝘁𝗼 𝗙𝗼𝘀𝘁𝗲𝗿 𝗮 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗼𝗳 𝗖𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 📚🚀 Are your employees still viewing learning as a one-time event rather than an ongoing journey? This common mindset can significantly hinder your organization’s ability to innovate and adapt to new challenges. When learning stops, growth stagnates, and your team may find it difficult to keep pace with industry advancements and emerging trends. Here’s how to transform that mindset and cultivate a thriving culture of continuous learning in your organization: 📌 Promote Ongoing Education: Foster an environment where learning is encouraged and valued. Make it clear that growth doesn’t end after initial training but continues throughout an employee's career. Share success stories where continuous learning has led to significant achievements within the organization. 📌 Provide Learning Resources: Give your team access to a variety of learning resources, such as online courses, workshops, webinars, and reading materials. Invest in creating trainings tailored to individual career paths and development needs of your employees. Encourage employees to take advantage of these resources and integrate them into their daily routines. 📌 Recognize Continuous Learning Efforts: Celebrate learning achievements to reinforce the importance of continuous education. Recognize employees who actively pursue learning opportunities, whether through internal communications, awards, or incentives. This not only motivates the individual but also sets a positive example for others. 📌 Embed Learning into Daily Processes: Make learning a natural part of the workday. Encourage team members to share knowledge during meetings, collaborate on problem-solving, and participate in peer learning sessions. A culture of continuous learning thrives when it’s seamlessly integrated into everyday activities. 📌 Foster An Open Feedback Culture: Create an environment where feedback is constructive and encouraged. Regularly solicit feedback on learning initiatives to continuously improve them. Ensure that employees feel comfortable sharing their learning needs and suggestions for new resources or methods. Adopting these strategies will help shift the perception of learning from a one-time event to a continuous journey. This cultural shift is crucial for fostering innovation, resilience, and adaptability within your organization. How does your organization promote continuous learning? Share your thoughts and strategies in the comments below! ⬇️ #ContinuousLearning #LearningAndDevelopment #EmployeeEngagement #CorporateTraining #Innovation #WorkplaceCulture

Throughout my career, I've had the privilege of mentoring and developing leaders across various industries. One thing has become abundantly clear: the strongest organizations prioritize leadership development at every level. It's not just about finding the right people; it's about continuously nurturing their potential and making learning and growth a part of the organizational DNA. This realization has profoundly shaped my approach to leadership, pushing me to invest time and resources into building robust leadership development experiences and learning to add value to leaders. Here's what I've found to be critical in successfully developing your leaders: ▶ Create a Culture of Continuous Learning: Great leaders are lifelong learners. As executives, we must create an environment that encourages and celebrates curiosity, growth, and development. This involves offering continuous development opportunities, supporting leaders to step out of their comfort zones, and rewarding those who seek new challenges and perspectives. ▶ Be the Leader People Want to Follow: Leadership development starts at the top. You must model the behaviors and values you wish to see to grow leaders within your organization. Lead with integrity, demonstrate a commitment to personal growth, and show resilience in facing challenges. Your actions set the standard for the leaders you're developing. ▶Mentor and Coach: Effective leadership development goes beyond formal training—it involves real-world experience, coaching and guidance. As executives, we mentor and coach emerging leaders, offering them insights from our experiences, helping them navigate complex situations, and supporting their professional and personal growth. This hands-on approach accelerates their development and builds a deeper connection to the organization's mission and values. 💭 #TakeBackYourMonday by igniting the future of leadership and reflect on the following: 1️⃣ How are you fostering a culture of continuous learning within your organization? 2️⃣ How can you become the leader others aspire to be? 3️⃣ What opportunities are you providing for mentoring and coaching emerging leaders? Remember, your leadership legacy is not just in what you accomplish—it's in the leaders you help create to lift the room. Your role in this process is invaluable, and your efforts in developing leaders will shape the future of your organization. Take action now, and lead with purpose to inspire and elevate those who will follow. #leadership #leaders #futureofwork #leadershipdevelopment