As kids are heading back to school (at least here in Georgia), it brings to mind the question of “Are you ever too old to stop learning?” The answer, of course, is no. The notion that the CEO of a business should “know all” is a relic of the past. Given the rapid pace of change in today’s digital world, the CEO needs to be a person who embraces the ideal of lifelong learning and realizes that they “don’t know what they don’t know.” 
Some of the best leaders consider themselves constantly learning and they never want to stop learning. This should not just resonate at the top level of leadership but also throughout an organization. Creating this type of environment is one of the qualities that sets “great” companies apart from “good” companies, according to Jim Collins’ classic Good to Great.
How do you set up an environment to model lifelong learning? One method I have seen successfully implemented is the CEO who models the behavior of self-improvement. I have met leaders who are at the pinnacle of their careers, and they have engaged with seeking out mentors and coaches to improve themselves. In 2015, Harvard Business Review did a study of 45 CEOs with formal mentoring relationships and found that through these relationships their company performed better financially. They also made better decisions and an demonstrated an improved ability to meet the needs of its stakeholders.
The mentor or coach is not necessarily senior to you and can run across generational divides for the person to gain insights from a wide range of perspectives. I have been a part of a business roundtable, Vistage, for over 15 years and engage monthly with other local peers who are both senior and junior to me. I learn from all of them because they help me understand issues from many different perspectives. I have also recently engaged a personal business coach to help me better understand my blind spots and where I need to focus to improve my skills.
These relationships helps facilitate the exchange of ideas and information that I may not otherwise get exposed to. I know of companies who hold regular offsite learning meetings with the sole purpose of providing their teams with information that helps them improve their leadership.
There is also no substitute for accountability. Meeting on a regular basis with a coach, mentor, or mastermind group that holds you accountable can make the difference between success or failure both professionally and personally.
Cheers to a lifetime of learning!
Mike