Abstract
Abstract This article examines traditional methods of learning at work and explains something of the rationale behind a self‐learning programme which has recently been introduced for young career staff at NatWest Bank. It explains how the programme has been developed and its success to date, and shows the emphasis placed on the development of self‐knowledge and the support provided by the introduction of personal development advisers (mentors) as key factors in the programme's success. Readers are encouraged to explore the possibility of supporting such programmes with assigned mentors at the place of work. The views expressed in the article are personal and may not necessarily reflect official company policy.
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