Most corporates have a dedicated budget for developing its staff through continuous learning, whether it be through in-house training or other service providers. If they don’t, then they are ignorant to the fact that a business is only as good as it’s people. It is also very likely that continuous learning forms part of employees’ KPI’s, but is making it a KPI enough to ensure a commitment to continuous learning by the employee?

From an employee’s point of view, a commitment to continuous learning is the desire to continually improve one’s skillset by gathering new knowledge. Those who aspire to continuous learning naturally take the initiative to learn and implement new ideas. They understand that there is always more to know, and have a practical commitment to increasing aptitude.

Tomorrow’s leaders must embrace continuous learning as both a personal and an organisational value in order to create a culture of growth and innovation.

From an employer’s point of view, successfully fostering a culture of continuous learning is a critical success factor.  Continuous learning at work has never been more important. In fact, it’s not just important, it’s imperative if you want to grow as a business.  It helps organisations tap into the full potential of its employees, but it also helps them tap into their full potential as individuals. For employees, studying the latest trends, keeping up with technological advances, undertaking research an