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Active Learning

Knowledge of methods and ability to grasp new concepts, acquire new ways of seeing things, and revise ways of thinking and behaving, with the understanding that this is an ongoing business necessity.

Behavior Statements

Proficiency Level 1 - Basic understanding

Describes the rationale, concept and need for continual learning.

Asks questions and seeks help when needed.

Knows how to access and use available learning and development resources.

Identifies different tools, techniques, and ways of learning.

Proficiency Level 2 - Working experience

Learns new concepts, processes and tools related to own immediate responsibilities.

Maintains network of contacts within own unit.

Identifies and explains own strengths and development needs.

Explains lessons learned from mistakes and failures as well as successes.

Makes use of journals, associations, and conferences in own professional specialty.

Proficiency Level 3 - Extensive experience

Learns new concepts, processes and tools applicable to the needs of the entire unit.

Applies feedback and changes behavior accordingly.

Develops and monitors programs that integrate learning with practice opportunities.

Demonstrates grasp of new information and its implications.

Helps others understand their learning styles and how to use them in self-development work.

Maintains a network of professional contacts, internal and external.

Proficiency Level 4 - Subject matter depth and breadth

Works to create a climate that values learning as a lifelong professional requirement.

Seeks opportunities to help others learn as teacher, coach, and mentor.

Leads in establishing a climate that views errors and failures as learning opportunities.

Creates incentives and rewards for learning the right things at the right time.

Contributes to the establishment of policies that support the value of continual learning.

Publishes or speaks about learning: its dimensions, challenges, and opportunities.

Interview Questions

  • Did your organization have formal mentoring programs in place? If so, how did these programs benefit the mentor, the mentee, and the organization as a whole?
  • When you needed specialized help on a topic, how did you know who to approach?
  • How did you identify areas for personal improvement, and what steps did you take to expand your understanding of these areas?

Titles with Shared Competencies