This informal CPD article, ‘Wellness and Learning: The Complete Approach to Professional Growth’, was provided by iAM Learning, who are transforming the way your workforce trains and retains, using high-end animation, lovable characters and captivating stories to make even the most serious subjects appealing and unforgettable.
Ever been in a situation where you’ve been trying to learn a new skill (or several). Maybe you’ve put in too many hours this week, but you’ve hit a wall. It’s just not sinking in anymore. You’re feeling, well, burnt-out, and seriously fed up with this studying. The whole thing is stressing you out.
You’ve got the skills – after all, you’ve got access to top-tier learning resources - but nothing is currently sticking. Are more courses the answer? Well, no. But how else are you supposed to grow, professionally?
Professional development isn’t just about adding new skills to your CV. It’s about creating the right conditions for that growth, and that starts with wellness.
Why wellness matters
Why does wellness matter? When we’re stressed, anxious or burned out, our brain’s ability to process and retain new information takes a serious hit. Think of it like trying to install new software on a computer that’s already maxed out it’s CPU usage: you’ve got to sort the hardware out first.
Studies show that chronic stress can reduce our ability to concentrate in a big way.1 However, when we’re mentally well, we absorb information better, think more creatively and make stronger connections between ideas.2
Wellness within Organisations
What does that mean for organisations? Forward-thinking companies are already changing their approach. Instead of treating wellness and learning as separate boxes to tick, they’re combining them. How? Ensuring breaks are being taken between learning modules, spreading out a workload more evenly so no-one gets to the burnt-out stage, and making sure mental health courses are a key part of development programs.
The best part is that these can be done without the need for huge budgets. Regular breaks, such as 25 minutes of focused work followed by a short rest help maintain attention during learning sessions. Quick breathing exercises before meetings can improve focus and retention, and even something as basic as encouraging your team to take a proper lunch break, away from their desk can boost afternoon productivity.
Emotional Intelligence plays a key role, too. Understanding and managing our emotional state isn’t just about feeling better, it’s about learning better. When we’re more emotionally aware, we’re more open to feedback, resilient to setbacks and more likely to apply the things we’ve learned to real-life situations.
For managers and leaders, this means considering how they support their teams’ growth. You’ll need to create an environment where it’s okay to say: “I need a break”, or “I’m struggling, and I need help”. Checking in regularly shouldn’t just cover their work progress, but also their wellbeing. And those training programs that they’re on? They need to include stress management and other well-being courses.
Practical steps for organisations
Let’s look at some practical steps organisations can take if they want to help their people learn and grow.
1. Make well-being part of the conversation. Regular team discussions about stress management and mental health shouldn’t be unusual.
2. Build buffer time into learning programs, just as you would with their workload. No one can learn constantly.
3. Offer flexible learning options so your people can take training at their preference, with their natural rhythms. Hey, some people just work better in the mornings.
4. Provide the tools and resources that your people need. That could range from eLearning courses about stress management to meditation apps and a quiet space to learn in.
The long-term benefits of this approach can be considerable. When companies combine wellness and learning, they are likely to see improved retention rates, higher engagement scores, and stronger performance metrics. Employees who feel supported in their professional and personal growth tend to stay longer and are often motivated to deliver their best work.
As companies plan their L&D strategies for the future, this combined approach will become essential. The ones that understand this (and act on it) will be the ones to flourish. Don’t keep treating wellness and learning as separate issues; they’re two sides of the same coin.
We hope this article was helpful. For more information from iAM Learning, please visit their CPD Member Directory page. Alternatively, you can go to the CPD Industry Hubs for more articles, courses and events relevant to your Continuing Professional Development requirements.
References:
1. Liu Q, Liu Y, Leng X, Han J, Xia F, Chen H. Impact of Chronic Stress on Attention Control: Evidence from Behavioral and Event-Related Potential Analyses.
2. Yerkes, R. M., & Dodson, J. D. (1908). The Relation of Strength of Stimulus to Rapidity of Habit-Formation. / Colzato, L. S., et al. (2012). Meditation-Induced States and Creativity. Frontiers in Psychology.
