In addition to facilitating behavioral change, creating a cycle of continuous learning helps to address other human capital business challenges such as:

Meeting professional potential: According to a TeamStage employee training survey, 74% feel they aren't reaching their full potential at work due to a lack of development opportunities.
Upskilling: The survey also found that 76% of employees say that a company would be more appealing if it offered additional skills training to its staff.
Mastery of skills: According to the Harvard Business Review, 70% of employees report that they don't have mastery of the skills needed to do their jobs.
Workplace learning: Executives agree that a people-centric strategy is essential for success.
Ensure greater inclusion in hybrid workplaces: According to EY's Future Workplace Index, more than 70% of employees are working from home at least two to three days a week, which means training needs to be equitable in content and delivery for those in fully remote settings.

How to ignite a cycle of continuous learning

Pre-training, formal learning and activating values within the flow of work is the type of sustained continuous learning cycle needed to fully embed behaviors for cultural transformation. Steps that HR executives should consider include:

Inclusion is a 'journey'—and continuous learning must be a key driver

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