This area involves cultivating an aptitude and an expectation for continuous improvement within every employee. This is typically the responsibility of each individual, but supported by their supervisors and the performance/learning group.

“Innovation comes from tapping into the power of people, communicating, and collaborating. This can be left to chance, but I want to suggest that this is a role L&D could, and should, be playing! Who else should know more about how people think, work, and learn? To put it another way, when you’re problem-solving, researching, designing, you don’t know the answer when you begin, so these activities too are learning. It’s a huge need and opportunity to facilitate the actions that will lead to organizational success.” – Clark Quinn

Informal Learning: Your Essential Guide

https://medium.com/xeneta/how-to-gain-new-skills-at-work-923bb088a352#.cm3d5r15o

http://www.inc.com/empact/why-constant-learners-all-embrace-the-5-hour-rule.html

https://www.linkedin.com/pulse/performance-campaigns-towards-future-workplace-learning-david-becker

http://qaspire.com/2015/10/29/what-creating-sketchnotes-taught-me-about-learning/

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http://www.inc.com/betsy-mikel/three-60-second-hacks-to-becoming-a-constant-learner.html

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http://modernworkplacelearning.com/magazine/top-down-implementation-of-social-learning-doesnt-work/