Learning is often described as a priority - until calendars fill up, deadlines stack, and 鈥渞eal work鈥 takes over.

Yet across teams, regions, and roles, some managers and advisors consistently make learning visible, protected, and real. During Global Learning Weeks, we asked colleagues to share how they support learning in everyday work - not as a one鈥憃ff initiative, but as a mindset and a practice.

What emerged was not a checklist, but a pattern: learning鈥慺riendly managers don鈥檛 wait for perfect conditions. They create the conditions.

Below are real perspectives from across our teams on what learning鈥慺riendly leadership looks like in practice聽- even when work is intense.

Learning is not extra work 鈥 it is the work

Wenzhuo, Head of Client Servicing, APAC Switzerland

For Wenzhuo, learning starts with a simple belief: if learning isn鈥檛 embedded into daily work, it won鈥檛 happen at all.

In his role leading a client servicing team - while also welcoming apprentices, interns, and colleagues from diverse backgrounds - learning isn鈥檛 optional. Client needs evolve. Policies change. Cultural nuances matter. Staying current is essential to delivering excellent service.

That鈥檚 why learning is built into his team鈥檚 rhythm.

Every month,聽Wenzhuo sits down with each team member to discuss performance, identify knowledge gaps, and proactively plan learning - whether through one鈥憃n鈥憃ne coaching or small group sessions. Weekly meetings go beyond updates: team members share best practices, learning from one another in real time.

But structure alone isn鈥檛 enough. What truly makes learning visible is ownership.

"Don鈥檛 be shy - you鈥檙e in charge of what you want to learn and how much you want to learn."

Wenzhuo actively encourages team members not only to learn, but to share what they know. This dual approach builds confidence and helps people recognize the value of their own expertise - while creating a culture where learning is collective, not top鈥慸own.

Sometimes, learning also means letting people try - even if the outcome isn鈥檛 guaranteed.

When work is busy, Wenzhuo gives team members space to 鈥渏ump into the cold water.鈥 The results often reveal resilience, adaptability, and growth that wouldn鈥檛 surface in a controlled environment. Support is always there, but so is trust.

His message is clear: learning is continuous, shared, and deeply connected to doing the job well.

Portrait of Wenzhuo

Development deserves time - no matter your role

Diego, Practical Advisor for Apprentices
Portrait of Diego

As a practical advisor for apprentices, Diego鈥檚 focus is simple and consistent: learning must be part of everyday work, not to push off until 鈥渓ater.鈥

For him, continuous learning builds confidence, expertise, and readiness for future challenges. It鈥檚 not just about technical skills - it鈥檚 about helping apprentices grow into capable professionals who feel supported and motivated.

That support starts with structure. Diego holds weekly one鈥憈o鈥憃ne meetings with apprentices to talk through progress, set learning goals, and provide targeted feedback. These conversations create space to reflect, adjust, and stay aligned - even when workloads fluctuate.

Equally important is accessibility.

Diego maintains an open鈥慸oor policy, encouraging apprentices to ask questions or raise concerns whenever they arise. When someone asks for learning time, his response is always supportive.

He sees those requests not as interruptions, but as signals.

"Your development is just as important as your daily tasks - never hesitate to ask questions and take time to learn."

Rather than shielding apprentices from responsibility, Diego assigns meaningful tasks that challenge them. Growth comes from doing work that matters - not from being limited to routine assistant tasks. By combining trust, availability, and clear expectations, Diego reinforces a powerful message: learning is part of the job description from day one.

Curiosity is a daily practice

Noemi, Client Service

Noemi鈥檚 approach to learning starts with mindset. She describes herself as naturally curious - and intentional about staying that way. For her, learning is what enables independence, strong performance, and confidence in client service.

"Continuous learning and studying are always the best investment for the future."

In fast鈥憄aced environments, dedicating time to learning isn鈥檛 always easy. When work is intense, Noemi doesn鈥檛 force it - she captures it. She notes down topics she wants to explore later, ensuring curiosity doesn鈥檛 get lost in the rush.

She also builds small, consistent habits into her day. Every day, she sets aside time to read updates and stay informed - making learning a routine rather than a one鈥憃ff effort.

Learning, in her view, doesn鈥檛 require permission. If she hears colleagues discussing an unfamiliar topic, she asks them to explain it. These informal moments often lead to the most practical insights.

When others ask for time to learn, Noemi is genuinely pleased.

She sees learning pay off directly in higher鈥憅uality work - and as a sign of commitment.

Her message is honest and direct: If you stand still, you fall behind - whether you鈥檙e 20 or 80. Learning isn鈥檛 tied to age, role, or tenure. It鈥檚 a lifelong responsibility.

Portrait of Noemi

Learning plus reflection is where growth happens

Stefanie, Initiative Manager
Portrait of Stefanie

Stefanie believes that learning must be intentional, protected, and paired with reflection.

She actively creates an environment where learning is visible and structured. Platforms like Coursera, certified programs, and initiatives such as Global Learning Weeks all play a role - but learning doesn鈥檛 stop at role鈥憇pecific knowledge.

Stefanie deliberately explores topics beyond her immediate responsibilities, because she believes cross鈥慸isciplinary learning creates stronger professionals. Insights gained in one area often become unexpectedly useful elsewhere.

But learning alone isn鈥檛 enough.

Reflection is what turns experience into development.

Stefanie regularly pauses to ask:

  • What worked?
  • What didn鈥檛?
  • What would I take forward next time?

This habit helps transform everyday work - including mistakes - into meaningful growth.

To make learning realistic when work is busy, Stefanie blocks two fixed learning slots per week聽in her calendar and treats them like any other priority meeting. Learning time is protected time.

For apprentices, she combines structure with freedom. During a rotation, they鈥檙e expected to complete predefined courses and earn at least one certified badge - with the option to go further if motivated.

Her message to them sets the tone: You don鈥檛 need to know everything, but you do need to be willing to learn, reflect, and grow. Skills will follow. Confidence will grow. Learning will never really stop.

What learning-friendly managers have in common

Across all these perspectives, a few themes stand out:

  • Learning is part of the job, not something done on top of it
  • Time for learning is protected, not justified
  • Curiosity is encouraged - and modeled
  • Reflection matters as much as content
  • Ownership sits with the learner, but support is always available

Learning鈥慺riendly managers don鈥檛 wait for quiet moments. They build learning into busy ones.

And that鈥檚 what makes the difference.

Interested in joining our team?

Visit our job board and you may find something perfect for you. We鈥檙e committed to disability inclusion and if you need reasonable accommodation/adjustments throughout our recruitment process, you can always contact us.