Continuous learning
Keep Moving or Get Left Behind: Who Owns Continuous Learning?
Just like a shark must keep swimming to survive, we need to keep learning to grow—whether that’s advancing our careers or picking up new skills to tackle everyday work challenges.
But who’s really responsible for setting up an individual’s learning path? Is it the employee, the manager, or both?
Let’s break it down using a RACI model (Responsible, Accountable, Contribute, Informed) and consider both workplace and personal learning.
Continuous Learning at Work: Shared Responsibility
Responsible: Employee
Accountable: Manager
Accountable: Manager
Why?
- Employee: Every team member should be proactive about learning. Seeking out new knowledge, skills, and ways to improve is key to job satisfaction and productivity. If you’re not growing, you risk stagnation and disengagement.
- Manager: It’s up to leaders to make learning accessible. While budgets may not always allow for conferences or formal courses, managers can curate low-cost (or free) resources—think YouTube tutorials, online articles, or internal lunch-and-learns. Managers are accountable for creating a knowledge-sharing environment and supporting their team’s growth, but employees should still take the initiative to find and share valuable content.
A healthy learning culture is one where everyone contributes, shares, and takes some ownership. This not only boosts satisfaction but also helps identify future leaders.
Personal Learning: You Drive, Manager Supports
Accountable: Employee
Informed: Manager*
Informed: Manager*
When it comes to personal learning—whether it’s for career growth or pure personal interest—the employee holds the reins.
- If the learning is career-related, it’s wise to keep your manager informed. They can offer support, resources, and guidance to help you reach your goals.
- If it’s for personal enrichment and doesn’t impact work, sharing is optional. However, if your learning journey might impact your productivity, open communication can help your manager support you and find solutions that benefit both parties.
Build a Knowledge-Sharing Culture
Ultimately, the best organizations foster a culture where both managers and employees are invested in continuous learning. Managers make resources and support available, employees take ownership, and everyone benefits from shared knowledge.
Bottom line: Continuous learning is a team sport. Employees should stay curious and proactive, while managers are responsible for building an environment where learning is encouraged, accessible, and celebrated.
Ready to create a culture of growth in your team or organization? Let’s discuss practical ways to establish knowledge sharing and continuous learning that work for everyone.
https://www.hrdive.com/news/6-learning-trends-to-watch-in-2020/569103/
AUTHOR
Riia O'Donnell@RiiaOD
"I help create ecosystems that become legendary.”
- Jeremy Berriault
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