Introduction to Continuous Learning

In Section 1 of MWL 2021 we looked at how individuals learn in different ways (the 4 D’s of Learning) and the frequency of those activities. Here’s a reminder about what continuous learning actually means for an individual:

So how can organisations support continuous learning? Whereas they can provide a range of modern training opportunities, there are two other key ways to do that in the workplace

  1. Supporting continuous learning from the work – ie ensuring that individuals get the most out of their work and that work-based learning experiences don’t go to waste
  2. Promoting continuous self-learning and self-development – ie empowering individual to do much more for themselves in the ways that suit them best.

These areas of work are not solely the responsibility of the L&D team but also involve the manager and the individual themselves. The table below provides a breakdown of what this involves.  There are a number of points to reiterate:

  • As work continues to take place remotely, these activities are also likely to take place remotely
  • Technologically, they will be underpinned by the very same platforms and tools that have been established for remote working (ie collaboration platforms and video meeting tools) – they won’t require any additional “learning technologies”
  • Individuals will use other consumer/Web based tools for their own personal and professional learning purposes – this won’t be constrained to enterprise technologies
  • The effectiveness of these activities will be measured in terms of performance outcomes rather than learning outcomes.
Individuals Managers L&D
Takes responsibility for learning continuously – both FROM and FOR work Takes responsibility for the growth and development of his/her team Supports both managers and individuals to learn continuously
  • becomes self-sufficient and self-reliant
  • manages their managers
Foster modern workers
  • understands what continuous learning means and his/her role in it
  • leads the way
  • becomes more of a coach than a boss
  • recruits for, nurtures and rewards learnability
  • provides time and space for learning FROM the work
Inspire modern managers
  • takes time to reflect on their daily work experiences and what they have learned from them (ideally in a work journal)
Encourage reflective practices
  • shares their knowledge and experiences effectively with other team means
  • understands the importance of building a safe knowledge sharing culture
  • understands the levels of participation and engagement they can expect
  • rewards sharing
Support knowledge sharing
  • builds a daily learning habit
  • develops effective modern learning skills
  • provides time and space for planned self-learning
Promote a daily learning habit and builds modern learning skills
  • sets own professional goals
  • identifies approach resources and activities
  • records progress and achievement of goals
Adopt a formal process of self-development


Last updated: May 26, 2021 at 14:55 pm