Short answer
Learning and growth means seeking useful feedback, learning from evidence, and applying that learning to improve personal and team capability.
About Learning & growth
Seeks feedback, learns quickly, and continuously improves personal and team capability. Evidence comes from changed work and shared learning, not course attendance, enthusiasm, or claims about mindset.
Use this competency for
- Assessing how feedback and experience lead to observable changes in work.
- Setting expectations for closing skill gaps and making useful learning available to others.
Do not use this competency for
- Do not use it to score curiosity, intelligence, training hours, or access to development opportunities.
Important distinctions
Adaptability
Adaptability concerns changing the current approach when conditions shift. Learning and growth concerns building lasting capability from feedback and experience.
Knowledge sharing
Knowledge sharing distributes information. Learning and growth requires evidence that capability or future work changed as a result.
Expectations by level
IC1
Applies feedback to defined work
Builds skill in well-defined work by seeking guidance, applying feedback, and checking whether the change improved the result.
Observable behaviors
- Asks for feedback on a specific part of the work.
- Applies relevant feedback in the next comparable task.
- Records lessons from an error or unfamiliar assignment.
Examples
- Uses review comments to revise a checklist for the next task.
- Practices an unfamiliar workflow with guidance and then completes it independently.
IC2
Directs own capability growth
Independently identifies capability gaps in ambiguous work, tests ways to improve, and transfers useful learning to peers.
Observable behaviors
- Chooses a development goal tied to recurring work evidence.
- Tests a new method and compares its result with the previous approach.
- Shares a reusable lesson with the people who face similar work.
Examples
- Uses repeated review findings to choose and track a focused skill goal.
- Documents when a new method works and where it does not.
IC3
Builds capability across teams
Addresses complex capability needs across teams by creating learning loops, standards, or development opportunities grounded in work evidence.
Observable behaviors
- Identifies a shared capability gap from repeated outcome patterns.
- Creates opportunities to practice and receive feedback on complex work.
- Evaluates whether a learning intervention changed later performance.
Examples
- Builds a review practice after tracing recurring defects to the same skill gap.
- Updates a shared standard after comparing results from two approaches.