How engaged are your team(s) in learning and development (L&D) initiatives?

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Chief Information Officer in Software, 1,001 - 5,000 employees
The level of engagement depends on the leader or manager of that group. Some managers are very engaged and passionate about employee learning and development, so they've defined levels within their roles and created a learning path for each one. That works out great because it gives their team a training path to be successful, which includes links to the relevant courses on Udemy. But for the hands-off managers who let employees develop on their own, learning and development depends on the team’s self motivation. From what I've seen, senior people or people in IC roles are more engaged and they tend to be the ones reaching out. Our adoption is around 30% but we want to get to 70%.
CTO, Management board member in Software, 2 - 10 employees
Leading a lean tech team building products actively every day, it goes out to every individual on the team in keeping up with the skills required to achieve the product goals. Tech trends are changing every day, and usually, organizing learning and sharing sessions every week is usually dedicated to team members to learn from their peers and also share the information they gather during their development. 
We also engage them in some of the online courses which would enhance their capabilities in the development of our product. 
Chief Information Officer in Manufacturing, 10,001+ employees
The team is engaged in learning new development platforms, they lack self motivation to keep it moving forward. 
CIO in Telecommunication, 1,001 - 5,000 employees
Very involved.  We've added a IT Training Specialist to our team to be focused on just this.  As many company's in all industries shift from home grown tools to COTS solutions and the Cloud, the organizations costs go down, but their differentiation declines as well because they are all using the same tools.  Where companies will be able to outperform their peers then, lies in how well their employee's can exploit these tools.  Going forward, it's not enough for the IT group to install the new "game changer" - they have to make sure everyone in the company is an expert in wringing every drop of value out of the tool.
VP of IT in Real Estate, 201 - 500 employees
While we don’t necessarily have much of a budget set aside for it (as much as I’d like, anyway), we do include multiple paid training opportunities as part of their annual review on top of whatever is necessary to continue to do their job during the year (learning new systems, technology, etc.).
Senior Director Of Engineering in Services (non-Government), 51 - 200 employees
We foster a learning environment using our mentorship model so our teams are very engaged in learning and continuously improving.  Our Tech Leads share knowledge daily and we also have subscriptions to Udemy and make recommendations for certifications to help everyone continue to progress towards their professional growth while keeping in mind what new technology and knowledge is necessary to support our clients.

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Very likely7%


Somewhat likely23%

Somewhat unlikely10%


Very unlikely6%



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Community User in Software, 11 - 50 employees

organized a virtual escape room via - even though his team lost it was a fun subtitue for just a "virtual happy hour"
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Director of IT, Self-employed
One thing I do is include them in the meetings about the changes that will take place and get their opinion.  I also lay out the pros and cons of the changes and how it will effect us as a team moving forward.

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