Commitment to continued learning and development is a core element of professionalism and is, therefore, critical for all people professionals. This behaviour focuses on how we as people professionals ensure our own and others’ continuing professional development.

Alongside workplace learning and development in our roles, we also need to connect with – and contribute to – the wider people profession, and be curious about external practices and trends to inform our own learning.

Connected to this is the importance of seeking opportunities to test new ways of doing things and new approaches to improve and innovate in our work.

Liquid Personnel case study: creating fluid progression

How a passion for developing people and a CIPD Diploma helped Liquid Personnel to transform its culture – and become a more attractive employer. Read Liquid Personnel's story.


'In our fast-changing world, a passion for learning is non-negotiable. Whilst learning and curiosity is a natural inclination for children, it’s something that can wane in adulthood. However, if we neglect our commitment to learning we choose stagnation. A passion to learn ensures we stay at the forefront of knowledge and practice, enables us to leverage opportunities, drive innovation and achieve fulfilment and purpose.'

Andy Lancaster, Head of Learning and Development Content, CIPD


Things to start thinking about

Use these prompts to reflect on your understanding of Passion for learning and uncover areas for future professional development.

  1. What formal and informal methods do you use for your professional development and reflection?

  2. In your role, what opportunities are there to test and learn from new approaches or insights?

  3. When did you last benchmark your practice externally and scan the horizon for emerging trends and developments?

  4. How do you network, support and contribute to the development of other people professionals and the wider people profession?

CIPD Course: Future Focused Learning and Development

The demand for business alignment, the use of data and metrics, influences of neuroscience, the requirement for agile in-the-flow of work learning often using digital-mobile devices, the place for socialised learning and the need for effective learning measurement place an unprecedented need for all L&D functions to transform. This two-day course explores these fundamental shifts in organisational learning.

View the course
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