Leadership Toolkit | From Classroom to Conference Room: how managers facilitate a culture of learning

Alexandra Pflaumer

4 May 2026

Teacher Appreciation doesn’t stop in the classroom

This week in the United States is Teacher Appreciation Week.

While teachers play a critical role in how we learn, grow, and understand ourselves in school, at some point, that responsibility shifts.

When we leave school and enter the workplace, learning moves from the classroom into real-life application. Employees own their development, and managers share responsibility in continuing that growth.

Whether we call it that or not, managers step into a teaching role, too.

---

The baton handoff we don’t always think about

We tend to assume development becomes fully self-driven once someone enters the workforce.

That is only part of the picture. Managers still play a big role in:

• Reinforcing strengths

• Creating opportunities to learn

• Providing honest feedback and co-creating development plans

• Helping employees see things they may not recognize in themselves

Just like great teachers did for us.

The challenge is that in the pace of day-to-day work, this often gets pushed aside or saved for formal performance conversations. The payoff of making space for learning is not always as immediate or visible as focusing on daily operations and KPIs.

Investing in development upfront leads to stronger, more capable teams that are better equipped to deliver on those same goals.

---

A simple exercise that builds both appreciation and insight

This is one of the easiest and most effective activities I’ve used with teams across different levels.

In person:

• Give each person a sheet of paper (or a paper plate) and taoe it on their back

• Draw a line down the middle

• Each person gets a marker or pen

Tell everyone present (you will participate as well)

Column 1: Write one word you associate with that person at work. Think of it as their “work superpower”

Column 2: If this person were not in their current role, what would they be their alternate career?

Encourage people to be a little creative here. This is where things get fun and unexpectedly insightful.

Virtual version:

• Use a shared whiteboard or digital workspace

• Give each person a section with their name

• Have the team fill it out the same way

  
  

Why this works

On the surface, it feels simple. You will find that people walk away with:

• A clearer sense of how others experience them

• Reinforcement of strengths they may overlook

• A feeling of being seen and valued

• Some ideas (for them and you) of how they might be able to use their strengths more at work

The second column especially tends to spark insight. It shows how others interpret someone’s strengths beyond their current role.

---

The leadership takeaway

If teachers helped shape how we learned, managers help shape how we grow at work.

Learning doesn't have to come only from complex programs or activities that require extensive preparation. Sometimes, all we need is the space for others to reflect, recognize each other, and connect the dots. As a leader, you have the opportunity to build a culture of learning for your team and yourself. With simple activities like the one above, you are encouraging both learning and recognition. When employees feel that they are valued and have an opportunity to learn and grow, they are more likely to be engaged, motivated, and productive. When you participate alonside them, you also experience the same benefits.