What is work-related lifelong learning?
Lifelong learning at work is the continuing pursuit, application, and review of knowledge and skills as roles, evidence, and environments change.
See how consistently you turn curiosity and feedback into deliberate learning that changes your work.
Answer as you are today
Choose the answer that best describes your recent behaviour at work. No email required.
What does work-related lifelong learning mean?
Lifelong learning at work is the continuing pursuit, application, and review of knowledge and skills as roles, evidence, and environments change.
Why it matters at work
Learning is more than consuming information. Development depends on believing improvement is possible, seeing relevant value, having support, practising behavior, and using feedback to adjust.
What this assessment measures
Learning orientation
Treating capability as developable and noticing useful gaps without making them threats to identity.
Deliberate application
Using active practice and progressively harder tasks rather than relying on passive consumption.
Feedback & transfer
Seeking evidence, revising the approach, and transferring learning into normal work.
How to interpret your score
Your overall result is normalised to a 0–100 scale. Use it to choose a practice area, not to compare your worth with somebody else.
Build your work-related lifelong learning foundation
Your answers suggest a few recurring situations where a small, repeatable habit could make this capability more dependable.
A developing work-related lifelong learning pattern
You already use this capability in some situations. Strengthen the dimension that becomes least reliable under pressure.
A strong work-related lifelong learning pattern
Your answers suggest a reliable pattern. Keep testing it in harder contexts and compare your view with evidence from other people.
Designed for reflection, not diagnosis
The ten behaviour-based statements cover 3 practical dimensions. Responses run from “Never” to “Almost always”; negatively worded items are reverse-scored. Overall and dimension results are converted to a 0–100 scale. The assessment is educational and has not been psychometrically validated.
Read the full assessment methodology and editorial standards.
Research that informed this page
Todd J. Maurer, Elizabeth M. Weiss, and Francisco G. Barbeite (2003), “A Model of Involvement in Work-Related Learning and Development Activity”, Journal of Applied Psychology.