Continuous self-development is a key aspect of modern workplace learning – but this does require a new organisational learning culture and mindset where continuous learning is seen as everyone’s responsibility at work, and is much more than continuous training.

The key to its success comes from a change of attitude and approach by L&D practitioners – i.e. a shift from controlling what and how people to learn to enabling and supporting them to do so in the ways that best suit them. Managers are clearly the lynchpin in bringing about this culture change, and individuals need to have a new approach to learning. We’ll look at the case for continuous self-development for both managers and their people.


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