What challenges do you typically encounter when it comes to promoting continuous learning on your teams? How do you address these issues effectively?

I like to encourage my team to block out time for training in small increments.  This way they have time to absorb the training and still get their work done.  I also like to gear training towards new initiatives and solutions were implementing so that they get hands on experience to go along with the training.

The common issue is typically expressed by most staff is that they are too busy with their current workload and are not interested/incentivized to complete learning on their own time. 

To address that we look at the continuous training needs as an enterprise risk so I can be prioritized and mitigated. The foundation was to re-organize teams and shift workloads to ensure the right teams align with the correct tasks. As that made things more efficient time was provided to expand skillsets and once completed opportunities were provided to incentivize the effort.

1. Continuous learning sometimes is confused with knowledge gaps. The learner needs to have some fundamental domain knowledge to begin the continuous learning journey. For example, an organization transitioning into Agile development processes or implementing CI/CD pipelines, needs to account for training on fundamentals before embarking on continuous learning (best practices, optimization opportunities, value recovery etc.)
2. Focus on acquiring insights rather than knowledge and transfer to actionable and measurable outcomes that drive business value. 
3. Continuous learning is viewed as compliance activity where the learner looks to check-the-box  for 20 or 40hrs, with very less reflection on what is learnt and how it applies to their environment.
4. Not aligned with business road-map and getting trained in areas that may be irrelevant.

People "complaining" about investing their own time in learning and insisting that they will only do it during working hours. 

Wanting to ensure the connection of training that has the highest potential to drive towards solving or enabling the business outcomes we are working on vs individual wanting to upskill in areas we are not applying that skill or tech.  Have to have a transparent conversation to ensure that time dedicated for learning is mutually beneficial -- value to employee & company.