Passion for learning course
This course explains the importance of passion for learning. It will help you to develop this key behaviour to achieve positive outcomes in your role
Core behaviours
Passion for learning
Demonstrating curiosity and making the most of opportunities to learn, improve and innovate
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
Passion for learning standards
Each standard progresses through four levels of impact. Which level do you most embody in your day-to-day work?
Foundation level
At this level you will:
- Remain inquisitive about issues and developments in the people profession and the wider world of work
- Be open to trying new ideas or approaches to improve and learn
- Demonstrate a proactive approach to developing your professional knowledge, skills and experience
- Seek feedback and use it to learn and develop
- Seek to understand yourself better
Associate level
At this level you will:
- Keep up-to-date with external trends and developments and consider how they will impact on your work
- Seek opportunities to test new ways of doing things to make improvements
- Demonstrate a proactive approach to developing your professional knowledge, skills and experience
- Regularly ask for and act on feedback to learn and develop
- Demonstrate awareness of your own strengths and development areas, and the limits of your expertise
Chartered Member level
At this level you will:
- Connect with internal and external peers regularly to benchmark, share good practice and anticipate future trends to inform future priorities and practice
- Pursue opportunities to test insight, develop new approaches and innovate
- Enable own and others' continuous professional development using a range of methods
- Reflect on experience, seek feedback and apply your learning
- Seek to have a deep understanding of yourself and your impact on others, and of the limits of your own expertise
Chartered Fellow level
At this level you will:
- Connect with a network of leaders to share leading practice, understand external influences and anticipate future trends to shape the people agenda
- Foster a culture that encourages learning through the development and testing of new and innovative approaches
- Demonstrate a strong commitment to the development of people professionals and the wider people profession
- Visibly role-model your own continuous professional development and promote a learning culture
- Coach and mentor others to have a deep understanding of themselves and their impact on others
Things to start thinking about
Use these prompts to reflect on your understanding of Passion for learning and uncover areas for future professional development.
- What formal and informal methods do you use for your professional development and reflection?
- In your role, what opportunities are there to test and learn from new approaches or insights?
- When did you last benchmark your practice externally and scan the horizon for emerging trends and developments?
- How do you network, support and contribute to the development of other people professionals and the wider people profession?
Take the course
Resources to guide your work, career planning and development, available on the CIPD's main site.
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