Learning at Work Week: Why Continual Learning Matters in Management

By Hazel Lott-Canning – Head of Operations, Professional Academy

As managers, we’re often seen as the ones guiding others; supporting development, leading through change, and keeping the bigger picture in mind. But to do that well, we also need to keep learning ourselves. Continual development isn’t just a personal ambition; it’s a core part of being a good leader.

Learning at Work Week is a timely reminder of that. This year’s theme, Learning Power, is all about how learning helps us grow, adapt, and succeed, not just as individuals, but as part of a team and organisation.

For me, continual learning is about growing with my company and team. It helps me stay adaptable when things shift, and more pragmatic in how I approach challenges. It also keeps my perspective wide. I’m not just reacting, I’m thinking ahead.

Recently, I’ve been exploring different tools to support productivity and time management. It might sound like a small step, but it’s already helped me work more efficiently and free up space for what matters most, listening, coaching, and leading by example. It’s a reminder that learning doesn’t have to be radical to be valuable.

For managers, learning often means building confidence in soft skills. For example, having better conversations, leading through change, navigating uncertainty. It also means staying open to the practical tools that make day-to-day work more manageable. Whether it's emotional intelligence, digital fluency, or simply new ways of working, every step forward counts.

If you’re new to Learning at Work Week, you don’t need a big programme to make it meaningful. Here are a few simple ways you and your team can get involved:

• Kick-off with a conversation: Start the week by talking about why learning matters. Share something you’re working on, and invite others to do the same.
• Mini skill shares: Encourage team members to give a 10-minute walkthrough of something they’ve learned or found helpful recently.
• Protected learning time: Block out an hour in everyone’s diary during the week for personal or professional development.
• Create a shared resource space: Use Teams, Slack, or a shared doc to gather useful tools, articles, or learning tips.
• End with reflection: Wrap up the week with a short team discussion. What did people try? What would they like to explore next?

What matters most is showing that learning is part of the job — not an extra task, but a natural way we grow as professionals. When managers embrace that, it gives others permission to do the same.

Ready to take your management skills to the next level? At Professional Academy, our management qualifications and apprenticeships offer structured learning to enhance your leadership abilities. From tackling real-world challenges to earning industry-recognised credentials, these programmes empower you to lead with confidence. Interested in learning more? Explore our offerings to see how we can support your growth journey.

We’re all working in fast-moving environments. The managers who thrive are the ones who keep learning — not just to keep up, but to lead with confidence, curiosity, and care.