Quiet Learning: The Power of Self-Directed Growth

Heather Torres, Director of Learning and Development, Brown & Brown

Not all learning is loud. Some of the most meaningful growth happens quietly—and it’s time we started noticing it.

Quiet learning is the kind of learning that happens outside formal programs. It’s self-initiated, often invisible to leadership, and frequently occurs in the flow of work. It might look like:

• A quick Google search to figure out a formula in Excel

• A podcast during a commute

• A YouTube video explaining negotiation strategies

• A certification completed during evenings or weekends

It includes side projects, personal development books, online courses, and more. It’s not assigned. It’s not tracked. But it’s very real—and it’s on the rise.

Why Quiet Learning Is Growing

Several factors are fueling the growth of self-directed learning:

• Flexible and hybrid work has increased autonomy and blurred the lines between formal and informal development.

• On-demand tools like LinkedIn Learning, Coursera, YouTube, and podcasts have made high-quality content accessible to everyone.

• Employees want ownership of their careers. When formal development support is lacking—or too slow—they take matters into their own hands.

For example, an employee might earn a UX design certification for personal growth. But when they apply that knowledge to improve a team process at work, the whole company benefits—even if no one formally asked them to do it.

What Traditional Metrics Miss

Most L&D reporting tracks formal programs: what’s been assigned, attended, or completed. That gives us part of the story—but quiet learning lives in the gaps.

We won’t always see what teammates are learning, but we can still foster a culture that recognizes and celebrates it. And we can take steps to bring it out of the shadows.

What Leaders Can Do

Managers and leaders play a critical role in surfacing and supporting quiet learning. Start by:

• Asking better questions. “What’s something you’re learning right now?” or “Is there a skill you’ve been developing lately?”

• Listening for curiosity. When someone mentions an article, a book, or a podcast they found interesting, follow up. Dig into what resonated and why.

• Offering encouragement. If someone’s learning something new—especially on their own—celebrate it. Encourage them to share what they’ve learned with others.

These simple conversations help teammates feel seen, valued, and supported. And they create a flywheel for even more learning.

How Companies Can Support It

Organizations don’t have to formalize every moment of development—but they can create room for it. Here are a few ideas:

• Allow self-reported learning during development planning and performance reviews. If someone’s earning a certification or taking a course on their own, make space for it.

• Offer stipends or reimbursements for relevant self-paced learning. Even $100 a year can go a long way toward encouraging personal growth.

• Promote learning culture moments. Start a book club. Highlight a “resource of the month.” Create informal Slack channels for skill sharing.

• Reward big milestones. Did someone earn an advanced designation or complete a rigorous program? Give them a shout-out in a team meeting or newsletter.

At our company, we curate and promote a wide range of development resources—from podcasts and blogs to certifications and full-length courses. We’ve learned that when teammates know where to start, they’re more likely to take initiative.

L&D’s Evolving Role

As learning professionals, our role is shifting from gatekeepers to guides. We don’t need to control every aspect of learning—we need to enable it. That means:

• Providing curated, relevant content

• Encouraging learning in all its forms

• Telling the story of learning impact—even when it’s informal

We don’t need to see every instance of growth to know it’s happening. But we do need to create a culture where it’s safe, celebrated, and shared.

Final Thought

Self-directed learners are growing your business—whether you realize it or not. They’re building skills, solving problems, and raising the bar. And often, they’re doing it in silence.

Let’s not mistake quiet for passive.

Let’s not overlook growth just because it’s untracked.

Let’s make sure the learning that happens in the margins still makes its way to the spotlight.

Because the best kind of learning doesn’t always come with a certificate. Sometimes, it just comes with curiosity.