Michelangelo’s tomb in the Basilica of Santa Croce in Florence bears the inscription “Ancora imparo”—“I am still learning.” Whether or not these were truly his words, I don’t know. And whether or not he is still learning… I also don’t know. When I get to the other side of the dirt, I’ll update you.
More seriously, I do know that the idea of lifelong learning is especially relevant in the workplace. I believe learning is one of the most powerful forms of motivation and team member engagement. Over the years, I’ve had many conversations with leaders who question whether their team members are interested in personal or professional development. My approach has been to explore this with curiosity. When I speak with team members, I ask about their hobbies, passions, and activities outside of work. What I find is remarkable: people love to learn and grow, often in ways they don‘t chalk up to “I’m learning….”
The same person they report is not interested in learning more about mold flow, marketing analysis, or financial model is passionate about learning more about hunting. When I ask about their choice of equipment or techniques, they enthusiastically share how they’ve researched guns manufacturers, ammunition types and hunting field techniques. They have often sought advice, and refined their skills over time. Or consider someone involved in a community organization—they’ve often taken on new challenges, built relationships, and developed leadership abilities. Even those who unwind with TV often share thoughtful insights about their favorite shows, genres, or creators, demonstrating a natural curiosity.
These conversations reveal a universal truth: people are inherently wired to learn and improve. The key question for leaders is not “Do people want to grow?” but rather, “Why do they not express that same natural desire in their work?” The workplace is brimming with opportunities for learning—both personal and professional. It’s not that work stifles curiosity; rather, it’s up to leaders to find and remove the barriers to the natural desire to learn.
People naturally strive for mastery—they want to get better at what they do and feel a sense of ownership and pride in their work. When leaders align these personal ambitions with organizational goals, the results are powerful. It might mean creating mentoring opportunities, offering specialized training, or simply encouraging someone to take on a challenge outside their comfort zone. These moments of growth not only benefit individuals but also strengthen the team as a whole.
By fostering curiosity and encouraging learning, leaders create environments where everyone can say, “I’m still learning.” It doesn’t mean pushing people toward lofty degrees or big promotions; it does however mean checking from time to time, expecting everyone to get better at their job and supporting their natural desire to be more capable, no matter the scale.
Michelangelo’s words remind us that learning doesn’t end—it evolves. As leaders, we have the privilege of guiding that evolution within our teams, helping others discover how their passions and potential can thrive in the workplace.
Let’s embrace the mindset of “Ancora imparo” and create workplaces that celebrate and nurture lifelong (and if Michaelangelo is right, post lifelong) learning. What a great service we can provide to our team members.