An excellent authority will have people – members and staff – who have a hunger to learn about themselves and about others, with the result that they hunt down others' views on their own performance and continually seek ideas, inspiration and insight from elsewhere.

This is not about constantly seeking approval – it's about wanting to do the best job you can. Nor is it about blindly copying others; rather it is about understanding what others do and why and then tailoring it to fit your situation.

How can I generate a hunger for learning in my team/authority?

• Create an atmosphere of mutual support and encouragement , through an effective appraisals system as well as feedback outside of appraisals. Establish that you expect people to be challenging each other in a constructive way (professional challenge not personal attack).
• Praise and reward staff as well as challenging them.
• Collect and use performance management data. This is not about ticking boxes for central government or superiors but aiming to understand what your team/authority is doing and how that can be improved.
• Focus on putting learning into practice. Question the value of training courses and get people to apply recent learning to something practical back at the ranch.

Case study: IDeA peer network

The IDeA's peer network is a great example of how hunger for learning can help to build capacity, confidence and sustainability in local government. Peers champion change by sharing knowledge and experience, challenging systems and behaviour positively and recognising and celebrating excellence in others.