Team Development

How Lifelong Learning Drives Innovation (2/2)

Using learning to increase innovation


In part 1, we discussed how learning and innovation are intrinsically linked. Now let’s look at how learning plays out in business. And most importantly – how you can encourage and foster learning to increase business outcomes.


Onboarding new talent

As a whole, the education system isn’t preparing students for the world of work. It just isn’t set up that way.

Oftentimes, employers will have to provide complete on-the-job training through graduate schemes and apprenticeships. That’s just to get the basic job done – talk less of having competitive employees in the marketplace.

If you want your new hires to be competitive, you have to also ensure that they engage in self-study. A new hire who comes in and expects to be spoon-fed information won’t ramp up as fast as they could.

In the time they aren’t productive, you’re losing money.

It’s also important that your new hires learn through others in the organization – their peers and senior staff members. By creating a culture of peer-to-peer learning, you can save greatly on formal training programs. It will also help better integrate new hires and make them feel part of the team.

Typically, when organizations approach the topic of training their employees, there is a common reluctance. Why invest in training when they could get up and leave?

Worse, a competitor could poach them and give them an advantage.

This sentiment is understandable.

But there is a middle ground. This is where company-wide, lifelong learning has its place. If you make learning a part of the culture, you won’t need dedicated programs that build their soft or hard skills.

If you create the right culture, they will take it upon themselves and consider it a natural part of their job.


Upskilling mature workers


Source: IMF


As we live more healthily, our lifespan increases. Particularly in modern countries, we have an increasingly older workforce who are staying in employment for longer.

Although they have decades of experience and know-how, the rapid change of digitization means that older workers can no longer afford to remain stagnantEspecially in technology work. There is a rapidly changing knowledge framework that employees need to keep on top of.

There may be a point in time where your company needs to overhaul its IT suite to stay competitive. In this case, the skill sets of old will decline in value. If your team doesn’t welcome continuous learning, then they may have to go.


Solving problems

There is a military saying that states no strategy survives the first contact with the enemy.

When your team is running daily operations, they may find that some things aren’t working as well as they could be. Typically, there are two ways that learning on the ground happens:

  • Experiments – For instance, your marketing team may realise that certain types of campaigns aren’t resonating with your customers. In this case, they run different experiments and learn from the results to determine the best course of action.
  • Observation – Alternatively, your customer service team may realise that there are certain issues that keep on arising. In response, they work with the product team to develop a solution to it.
  • Pro-activity – In this case, your employees make a conscious effort to learn about and anticipate your customers’ changing situations.


In recent years, Salesforce and other SaaS companies pioneered a new approach to servicing their customers.

Source: Gainsight


They introduced a new role; ‘Customer Success’, which goes beyond what traditional account managers and customer service reps deliver.

This new role is about ensuring the customer is maximising value from your product. At the core of this role is the learning process. Customer success managers have to continuously be learning about the changing needs of your clients. Without active curiosity, they won’t be able to anticipate potential problems before they arise.


Industry evolution

In an ideal world, your industry will remain the same. You won’t have to worry about changes in the market or new competitors.

In reality, the market evolves.

You may have the best product at a particular time, but that may not be the case going forward.

How do you adapt to these changes?

You pay attention.

One of the best ways to do this is through your sales team.

Learning through sales – Your sales team is on the front line with new customers. This means that they get to learn deeply about your customers’ evolving problems. This is especially important for prospects you are yet to acquire – you get to learn about how the market sees your product.

If your reps have a positive attitude towards learning, you have the opportunity to uncover hidden demands and see how the industry is changing.

But you won’t be able to rely on just your sales team. Customer conversations are great, but sometimes you have to uncover needs and discover knowledge through your own means.

The most effective way to do so is through Design Thinking.

Design Thinking – This represents a method of innovation where you discover knowledge and uncover insights in the most efficient way. We touch on this in our article about why business leaders need scientific thinking, but here’s a quick overview. The Design Thinking process consists of 5 iterative steps:

  • Empathize
  • Define
  • Ideate
  • Prototype
  • Test

The Design Thinking methodology is typically executed by your product, design and marketing teams. Through the above methods, your whole team will be learning in real time.

But that’s only if they’re encouraged to do so.

Learning of this sort needs to be a permanent fixture of the culture. It’s a way of working, not just one-off experiments.

The alternative risk is that you discover the market has shifted too late and you aren’t able to adapt. This is an issue that companies who are undergoing digital transformation may face.


How to foster learning

We’ve spoken about practical ways that learning can improve business outcomes through:

  • Onboarding and training
  • Your sales team identifying changing customer needs
  • Solving customer problems through support teams
  • Developing new products through design thinking

These are important channels for learning. But this assumes that your team actually cares.

After all, some people view learning as a form of work. What if your team members aren’t on the same page as you?


Employee engagement


Source: Dale Carnegie


If your team isn’t engaged, learning won’t happen.

It may happen by natural occurrence, but it won’t be utilized to effectively help your business. They may be learning things that could help you, but aren’t motivated enough to speak up about it.

If there’s no engagement, they likely aren’t going the extra mile to really understand how to improve your processes. In this case, the engagement of your employees will be a bottleneck in utilizing learning to increase innovation.

This is a huge topic in itself, but as a general rule of thumb to improve engagement you could try the following:

  • Ensure team members understand and internalize your vision
  • Foster team building and employee bonds through extracurricular activities
  • Ensure all team members feel valued and their work is recognized


Internal feedback

A large part of employee engagement is creating a healthy feedback culture. You need to set up lines of communication from the most junior employee all the way to the shareholders.

If you subscribe to the management philosophy of the past, you may come from the perspective that there isn’t anything you can learn from a junior. You may think a junior employee won’t be able to contribute to higher level decision making. They in no way can replace you, but all members of your team will have their own insights about what’s happening on the ground.

After all, it’s not you that’s talking to customers every day. You’re not the one building the product either. That means you’re probably missing a lot of key information about the execution side of things. Information that can help you more efficiently achieve your vision.

Creating employee feedback channels achieves two things:

  1. Increases your learning for strategic decisions – Learning from every member of your team gives you practical insights which you can use for strategy.
  2. Increases engagement, leading to better learning – Your employees will feel that they have influence on how the company moves forward, regardless of their position. This creates a sense of ownership which stimulates the desire to learn and solve problems.


Source: Glint


Once you have established a culture that is more conducive to learning, you have to ensure that they have the right tools. Employee engagement and feedback apps such as Glint or Insights ensure that every team member is heard.


Stimulating curiosity

You also need to think beyond operations when it comes to lifelong learning. Think about how to stimulate your company’s curiosity in general. Naturally, the best way to do this would be to hire curious people. But it’s still possible to create a more curious culture.

A few things you could do include:

  • Lunch and learn – Set up recurring events where industry leaders come in to talk. This could also be a great way to build stronger relations with your client network.
  • Subsidized books – The best way to stimulate curiosity is through interesting books – both audio and text. See if you can work out a deal with retail outlets for subsidized books.
  • Incentivize learning – You could set up company-wide bonuses or recognition for employees who share interesting ideas.

A lot of what curiosity is about involves following the ‘itch’. For different reasons, there are things that we are curious about at a particular time. If you go against this ‘itch’, then it doesn’t create the right environment for learning.

For that reason, you should expand the scope of learning to include things outside of your traditional business. It doesn’t even have to be about business. Just find interesting things in general that can feed their curiosity.


Next steps

Argopreneurs offers a 2 day transformation boot camp that can help you create a culture of lifelong learning. Our team of experts will study your situation and carefully guide you through best practices in corporate strategy, innovation, and leadership. Get in touch immediately for a consultation.

How Lifelong Learning Drives Innovation (1/2)

How to increase innovation


Innovation isn’t a magical phenomena.

Yes, there is such a thing as the Eureka effect or the ‘Aha-Erlebnis’. But what you don’t see are the countless hours – sometimes months and years – that have led to that moment. Hours spent reflecting, experimenting and learning.

Innovation is both a cumulative and sudden effect. The temperature rises to a slow boil until the tipping point is reached. But the tipping point will never be reached unless there is sustained effort.


Source: GCN


At the heart of that effort is the learning process.

For innovation to happen, it is essential that the person – be they an entrepreneur, engineer or scientist – be continuously learning. You need to be acquiring new knowledge so that you can make connections that isn’t obvious. It’s also important to be learning from changing evidence on the ground. If something isn’t working, what direction should we move in?


Lifelong learning in business


Business is a competitive endeavour. In a competition, competitors have to perform at their best to win.

Currently, we are in a knowledge economy and we are gradually transitioning into a creative one. In both of these economies, it is the intellectual capital of the individual and group that determines how well a company will perform. The only way to increase that intellectual capacity and be competitive is through lifelong learning.


Innovation and learning


Source: Faculty Focus


If our goal is to increase innovation through learning, we need to first do three things:

  • Unravel what constitutes the core of learning
  • Establish the link between learning, curiosity, creativity and innovation
  • Explore how curiosity and creativity can be fostered


The core of learning


Learning has different aspects, but it’s most commonly associated with our memory. Memory is important, but it’s not at the root of all learning. To find the root, you simply have to look at how the best learners in the world operate –  babies.

Babies have an insatiable appetite to learn. They explore the feel, taste, and smell of different objects around them. They want to figure out how things work. They’re interested in practically everything, even the mundane. As they get older, they become interested in human relations. They want to find out why things are the way they are.

This desire to know is called curiosity.

This innate trait is a means by which humans use to collect information about their environment. And it’s a trait that’s essential for learning. In order to learn effectively, you have to first have the desire to know and to understand. Memorizing facts comes after.

With this desire, you have the motivation to seek out answers to your questions.

Without this motivation, you won’t feel inclined to do a deeper investigation into the true nature of something.


The curious link


We know curiosity is what informs learning – that’s the first link in the chain. If our end goal is innovation, what comes before it?

Before innovation happens, there is a creative process that is used to produce insights and solve problems.

In other words, creativity is what informs innovation. Creativity and innovation are linked.

The next logical question is what produces creativity?


Source: Case Camp


To produce new insights and solve problems (or be creative), a person has to to do a few things:

  1. Identify the true nature of the problem
  2. Explore current knowledge about how to solve it
  3. Develop different perspectives to tackling the problem (insights)
  4. Test and experiment


At all 4 of these stages of creativity, the individual or group has to be continuously learning. They have to be acquiring knowledge, both through the written word and by what they produce through experimentation.

This shows how learning and creativity are linked. You can’t have creativity without learning.

Creative problem-solving demands that you acquire the relevant knowledge. When you go a step further, you see that curiosity is also an essential part of creativity. Without a deep fascination towards a problem and the desire to solve it, it’s unlikely that you will produce relevant insights.

Often times, it is the moments when one is not engaged in active work that these insights appear. But that only happens when an individual is fixated on solving the problem – that is, they are highly curious about it.

So the way learning and innovation are linked is as follows:

Curiosity about a problem > Learning and experimentation > Creative solutions > Innovation


Fixed vs growth mindset


Source: Bersin by Deloitte


When it comes to learning – be that in academics or business – you will come up against the idea of ‘growth’ vs ‘fixed’ mindset.

Pioneered by Carol Dweck, a growth mindset represents the idea that an individual can learn anything.  What we are capable of isn’t genetically fixed – particularly when it comes to knowledge work or developing skills. This type of mindset is positive and optimistic about an individuals potential. It sees intelligence and the human brain as a flexible canvas that can be built and improved on. Instead of intelligence and learning being genetic, it’s more about:

  1. How much effort an individual puts into study
  2. Deliberate practice – learning in the most optimized way
  3. Having character traits such as grit, persistence, and the desire to learn


Typically, someone with a growth mindset will:

  • See problems as an interesting challenge – A complex problem is seen as something that can be solved, it’s just about figuring out how. It’s also seen as an opportunity for growth as opposed to a roadblock.
  • Be more interested in learning – Learning comes best when an individual is curious about something. But if they believe they are unable to learn, they won’t be likely to pursue it.
  • Be more ambitious – A growth mindset represents the idea that it’s possible to learn anything. This empowers individuals with a means to achieve their potential.


The fixed mindset represents the opposite.  More negative in its nature, the fixed mindset argues that our ability to learn or be intelligent is innate or determined in early childhood.

People with a fixed mindset to learning have these qualities:

  • Have a negative attitude towards learning – They don’t believe learning is possible for them and feel demotivated about it.
  • Manifest other negative traits – A fixed mindset goes beyond learning new skills. If an individual believes they can’t change themselves, they won’t be growing as a person. This means they may have character flaws that go unaddressed.


Proponents of the fixed mindset believe people can’t learn certain things – at least nowhere as fast as others. This is a problem you may contend with, particularly when it comes to new hires or reskilling mature workers.  

Naturally, employees with a growth mindset will make better workers.

So what’s the truth? As always, somewhere in the middle.

We do have genetic limitations to our memory, ability to concentrate and neural processing speed. But at the same time, most people don’t take the necessary steps to put in the work that allows them to reach their limits. There is a genetic limit to ‘intelligence’, but it shouldn’t hold somebody back from learning. Our brains have an amazing capacity to learn and improve, and we’re only just starting to discover it’s potential.

If you have team members that have a fixed mindset, the most important thing you can do for them is to increase their confidence and help transition them to a growth mindset.

The best way to help them do this is through:

  1. Showing them the science behind it
  2. Creating a pressure-free environment – If you try to force learning onto someone with a fixed mindset, they can become more entrenched in their beliefs. You need to give them the space to develop the mindset themselves.
  3. Easing them into learning – A huge part of the growth mindset is your confidence in your ability to learn. Sometimes, people need to slowly regain their confidence through positive, incremental experiences.
  4. Recognising their learning milestones – Ensure that they are recognised for their progress so that they develop positive feelings towards learning.


Creating a culture of learning


In this part, we spoke about how learning drives innovation. In the next part, we will take a look at practical strategies to achieve this in a business context. We’ll touch on how your different teams should be learning, increasing engagement and creating channels of employee feedback.

If you would like hands-on help, we offer a 2 day transformation boot camp. We will help you develop your corporate strategy and show you how to create a culture of learning.

Peers suing together on mountain top

The Power of Peer Networks (1/2)

Since the beginning of the human experience, your survival depended mostly on the people around you.


As trade and commerce evolved, this continued to be of importance.


The most successful traders throughout history are those that set up networks around the globe.


We’ve all heard the saying, ‘it’s not what you know, but who you know’.


Although an exaggeration, there is a lot of truth to it.


Whether it’s applying for work, breaking into Hollywood or acquiring customers – who you know matters. Talent and value can take you far – but to go further and get there faster you need to surround yourself with the right people.


You likely already know the value of having smart team members, aligned investors and advisers who are experienced in your industry.


But there’s another type of network you should invest in – your peers.

People vs product



Depending on your background, you may scoff at the idea of investing in your network.


It’s easy to think about cultivating networks from the stereotypical ‘schmoozing’ perspective.


For founders and executives who come from a technical background, this is more prominent.


Your focus is likely on delivering excellent value through your product offerings.


Founders and leaders from business, marketing, and sales backgrounds may have the opposite view. You may inherently realize the value of strong network building as you are more people-oriented.


Looking at the two perspectives, it’s obvious that you need a combination of both.


Business is about building things people want. It’s fundamentally a human domain. You aren’t building products for your own satisfaction. The aim is to get your product into the hands of people that need it. And one of the best ways to commercialize your products is through the networks you cultivate.


At its best, your network represents your platform for accessing the world of commerce.


Business networks


Before we talk about the benefits of a peer network, it’s important to take a look at the other types of business networks. That way, you can clearly see the unique value peer networks provide and how it amplifies your other networks.


Source: Business Advice


  • Investor networks – Having people that understand your vision is essential when giving up part of your company. You want a robust investor network to be able to find the few investors that are the right fit. And importantly, to keep them close in case you need an injection of cash.
  • Talent networksHaving a pool of talented professionals who can actualize your vision is the first network you have to build. But it’s an ongoing process – especially when you need to expand rapidly.
  • Supplier/partner networksYour partner network is essential to the processes and distribution of your products. These relationships are a mix of exchanged value and cultivated relationships. The strength of these networks affects your expansion and bottom line.
  • Customer networksThe customer network you build is the most important. It’s what we’re all in business for. Strong customer networks amplify your products reach through word of mouth.


Peer networks – the difference


When you take a look at the different types of business networks, there is one thing that binds them together.


These networks are conditional. 


What does that mean?


Your ability to cultivate these networks is purely about the results and value that you can provide. For the most part, the nature of these relationships are selfish.


Customers want the best product. Investors want a big return. Employees want to work for a market leader with growth potential. Partners are only loyal to the money you are helping them make.


Nothing said here should be surprising.


Although business is a human domain, the nature of the beast means that it can be cold and ruthless.


 If you aren’t meeting somebody’s needs, they don’t want to hear from you.


A different type of business network


A peer network is about cultivating the people who are walking the same path as you.


This could be other founders, entrepreneurs and executives. 


Peer networks are unique in the sense that they bring out the human side of business. It’s no longer purely about driving results and adding value. Peer networks are more unconditional in their nature.


Why is there a difference?


With peer networks, you aren’t beholden to produce for anyone.


Instead, you are all producers, and you are on the same journey together.


There’s no underlying tension with your peers. You will find people who want to help you. Not because they want something in return, but simply because they understand where you are coming from. And likewise, you would want to help them for the same reason.


These networks differ from other business relationships in many ways:


  1. The group is comprised of people in the same position as you
  2. There’s no underlying tension to deliver
  3. They are more open and authentic
  4. You can talk about and solve problems relevant to your role
  5. You can use these networks to amplify your other networks


Examples of peer networks




One relevant example for business leaders is the Young Presidents’ Organization.


As the name suggests, it is an organization for entrepreneurs and leaders under the age of 45 who are executives that meet a certain threshold in each industry. This threshold is typically quantified in terms of total employees or annual revenue.


To give you some perspective, the YPO has been operating since 1950, with 24,000 members in 130 countries. It’s one of the oldest peer networks for business leaders. Some notable members include:


  • Charles Schwab – Founder and CEO of the Charles Schwab Corporation
  • Sheryl SandbergCOO of Facebook
  • Robert Wood Johnson llPresident of Johnson and Johnson
  • Penny Pritzker – US secretary of commerce


How they work


Networks such as the YPO typically operate in a decentralized way, with local chapters in each city. 


The chapter serves as your home where you will meet regularly, learn, socialize and share ideas. With local chapters,  you get the benefit of meeting people who operate in your local economy.


This is particularly useful if your business relies on locality. The locality of your peers also goes a long way to creating lasting bonds that you can rely on.


Peer networks also provide ways to connect at regional, national and international levels through forums and conferences.


There are also means to connect based on interests and industry through online networking and webinars. A combination of which can give you access to people you wouldn’t have met under normal circumstances.


Benefits of peer networks


In part 2, we will go into detail about the benefits of peer networks and how they can drive results. If you would like to learn more about different peer networks, inquire today about the Argonauts Club. It’s our exclusive network for successful entrepreneurs where you can meet your peers, learn, grow and succeed.

Strong peer network help you climb every mountain

The Power of Peer Networks (2/2)

In part one, we introduced the different types of business networks. We spoke about how peer networks such as the YPO are distinctively different from other networks. Let’s now take a look in detail about the benefits you can receive from peer networks.


Amplification of business networks

Driving business results is the most tangible reason to have a strong peer network. In the previous article, we looked at the different types of business networks which were:

  • Client networks
  • Partner/supplier networks
  • Investor networks
  • Talent networks

Your peer network has the capability to increase the effects of your other business networks. You could view it as the ‘network of networks’ in the sense that it sits at the heart of everything else.


Amplifying client networks


The strength of your business networks affects your outcomes.

The larger your client networks, the more customers you have access to. When joining a peer network like YPO or EO, you could make friends with people who could become customers.

Is there a big account that your team has struggled with? What if you could have face time or get a referral to somebody in their leadership team? That’s the power that being part of a peer network can give you. It can give you the ability to reach into accounts that you would not have access to traditionally. 

As it’s a shared environment, there is also more trust as the relationship begins in a more lighthearted setting. It’s the closest thing to being part of a modern ‘old boys club’.


Amplifying partner networks

You are also likely to run into people who could be lucrative business partners. 

This could be in the form of

  • Distribution
  • Suppliers
  • Technology partners

By building close relationships through a peer network, you can expand your reach by finding common ground in a trusted environment.


Amplifying investor networks

Source: Favilla World


In a peer network, you will find leaders of companies both large and small. Some of these companies could be important financial partners: both in terms of raising capital and company restructuring. If you join an executive peer network, many of these leaders will have access to their own broad investor network. And if there is ever a time when you need to inject new capital in your business, your peer network can be the first place you look for new introductions.


Amplifying talent networks

Leaders in your peer network will likely also have access to a wide pool of talent they have worked with. If you are headhunting for a hard to fill role, it may be difficult to do so through conventional means. Often times, talented executives can be picky. They are usually coveted and can join any company they wish. But through a peer network, you can get direct introductions to people who would be a great fit for your company.

Through this network, you have an advantage over companies who are using impersonal headhunting techniques to attract them. If you can get a strong recommendation from one of your peers, then all the better.



Source: Total Mastery


Whichever organization you choose to join, you will find lifelong learning to be at the forefrontThere is only so much you can learn from books and your own experience. Sometimes, the best way to learn is from people that have been there already. 

It’s almost like a cheat code to life. 

You get access to the right answers in the shortest space of time.


Other’s mistakes

Through your peers, it’s possible to avoid costly mistakes. More often than not, the path we are on has been walked before. Most challenges in each generation of business are experienced by the majority of companies. Whether that’s digital transformation, dealing with globalization or getting hiring right. Through a strong peer network, you can achieve your vision faster through fewer bottlenecks. It allows you to avoid the common mistakes that you may have been blind to.


Problem solving

You may have a particular problem that you are finding difficult to solve. It may be strategic or process-oriented. Either way, sometimes a problem is best solved when you bring new perspectives to the table. This way, you can escape the often one dimensional way of seeing things.

Your peers can help you with this in three ways:

  1. They can bring different perspectives to solving the problem
  2. They aren’t emotionally invested so are unbiased
  3. They may have experienced the problem themselves and can tell you the solution directly


Organized initiatives


Besides an MBA, there isn’t any formal education on how to be a business leader. And even an MBA doesn’t always reflect the practicalities of the situation on the ground. For the most part, business leaders learn their job through experience, self-study and reaching out to peers.

Organizations like YPO and EO create structured learning initiatives. These are based on their network’s collective experience. And unlike an education from a university, the knowledge shared has all been thoroughly tested. It’s not just theory.

These learning programs are practical ways to help you become a better leader. You no longer have to figure it out yourself or manually reach out to people.


Emotional support

Aside from acting as an amplifier and a fast-track to learning, peer networks are unique in that they are unconditional. 

Although there is typically an entry requirement, the nature of the relationships within the organization isn’t based on what you can provide. This creates an environment which is much more open and authentic.

Your peers are also all on a similar journey. They can empathize with your experience. 

This means that your peer network is probably the only place where you can really open up. This network provides you with the opportunity to discuss:


  • Your business problems – No matter how good your relationships are, there are simply some things you can’t discuss with your business network. It’s always expected that business leaders put on a strong face and act like everything is running smoothly.
  • Personal problems – In a similar vein, you may have personal problems that you can’t discuss with either business acquaintances or family.
  • Fears and anxieties – Mental health in business is something that takes a backseat in the presence of our results-orientated culture. You can’t speak about it openly, but that’s the only way to deal with it. A peer network allows you to speak through your emotions.


But it shouldn’t only be about you.

It’s also important to be the listener among your peers. It’s helpful to understand the problems that others are facing. This way you gain more perspective into your situation. Listening also helps you build stronger relationships with people as they allow themselves to be vulnerable with you.


Genuine friends

A side benefit of the emotional support and shared experiences is that you will start to develop genuine friendships with your peers.

Friendships are typically made when people see each other repeatedly with common interests. The strength of the friendship is deepened when people are able to open up and be themselvesLocal chapters and even online networking can achieve this. Some groups such as the YPO even have spousal or family retreats. These retreats allow business leaders to integrate their personal lives into the network. This strengthens the bonds between members even further.


Next Steps

Ultimately, peer networks have two main benefits:

  • Increasing business outcomes – This is achieved by amplifying your existing networks and solving your business problems through learning.
  • Humanize business relationshipsAs peer networks are more unconditional in their nature, you can relate to other business people on a more personal, genuine level.


Being a YPO member myself, I can tell you from a personal perspective that being part of a strong community of peers is a valuable experience, both professionally and personally.

Why Leadership is at the Core of Entrepreneurship

If you’re looking to achieve excellence for your business consider this: your success will rise and fall on your ability to understand the importance of leadership. You don’t have to be Elon Musk to effectively lead, but it does take a focused effort of reflecting on your own leadership.

hr dollar bill pic

Why Money Can’t Buy Loyalty

The question of how to keep talent engaged within a company and prevent them from walking to the competition is increasingly important. Monetary benefits alone will not improve loyalty, engagement, and productivity. Successful business leaders find that the key to keeping your A people engaged is something else: Culture.