Creating a strong learning culture is no longer a luxury - it's a necessity for nonprofit leadership development and sustainable mission impact. In this episode, I sit down with leadership coach and author Yogi Mueller to explore how nonprofits can foster curiosity, promote vulnerability, and embed learning into their everyday operations.

Whether you're facing high turnover, stagnant performance, or disengaged teams, building a learning culture can be the catalyst for change.

▶️ Key Points:

[03:14] Introducing Yogi Mueller and his leadership journey

[06:01] Defining a learning culture

[09:25] Creating a desire to learn

[12:26] Building a strategic learning culture from the top down and bottom up

[19:25] Shifting leader mindsets around learning

[22:28] The challenges organizations face when building a learning culture

[27:43] Advice for L&D professionals building learning cultures

The Foundation of a Strong Learning Culture

Building a learning culture sounds complex and possibly expensive, but on episode 145 of Learning for Good, my guest Yogi Mueller shares the foundation of a learning culture is something simple: curiosity and connection.

Yogi is a leadership coach and author with 20+ years designing talent programs for major brands like Disney. He also has deep roots in storytelling and comedy.

We kicked off with a story about my kids asking endless questions during car rides. Yogi pointed out that their uninhibited curiosity is the essence of a learning culture: people feel safe to ask questions, express uncertainty, and seek understanding without fear of judgment. When leaders model that vulnerability (“I don’t know” can be a powerful phrase), it sets the tone for a culture of ongoing learning.

It’s about creating psychological safety in the workplace so people can be curious.

Creating a Strategic Learning Ecosystem

Organizations need leadership support and buy-in. Too often, L&D efforts stall because they’re introduced without leadership buy-in. To build a true learning culture, learning needs to be aligned with strategic goals and championed by leaders at every level. Yogi encouraged listeners to ask, “What’s the why behind this training request?” If learning isn’t tied to mission or strategy, it’s unlikely to stick.

At the same time, culture isn’t just dictated from the top. While executive support is critical, Yogi also emphasized the importance of empowering frontline staff. When learning opportunities are accessible and relevant, people are more likely to opt in. Creating an “ecosystem of learning” means meeting people where they are and giving them a voice in how they grow.

This also might mean a mindset shift for your organization. With high staff turnover, many organizations are afraid they will invest in their staff, and then they will leave. Even if staff leave, your investment in their development can pay off. They may become advocates, donors, volunteers—or simply leave with a stronger connection to your mission. That’s a long-term win for your organization.

Building a Learning Culture on a Budget

Whether you are counting the cost of fancy tech, consultants, or formal programs, Yogi emphasized that some of the most powerful learning tools like mentorship, coaching, reflection are low-cost or even free. Instead of focusing on what you don’t have, think creatively about what’s possible with the resources you do have. Leadership development doesn’t have to be expensive to be effective.

Learning Culture: How to Get Started

A learning culture isn’t about having all the answers or expensive tools. It’s about asking the right questions, creating safe spaces for growth, and aligning learning with your organization’s purpose.

To learn more about building a learning culture, tune into episode 145 of the Learning for Good podcast.

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