Hi, I'm Helen and I'm Sarah. And this is the final day of our squiggly skills sprint. And before we

dive into our topic for today, which is leading your own learning, we just wanted to say a massive

thank you for being involved in the sprint. We have had thousands and thousands of people who have

got involved in learning like lobsters and we are really, really grateful and also just want to

recognise that it's a big commitment that you have made to your development too. So thank you

for joining us and well done for making the commitment. And as a reminder, just in case you missed

day four, you've still got that one to catch up on. Final fascinating fact about lobsters,

they eat the old shells that they get rid of as part of being an incredible self-sustaining growth system.

They're actually packed full of calcium, so really good for helping them to grow

and means they're not reliant on, I don't know, some passing crab or fish that they want to eat,

whatever it is, lobsters love to eat.

But actually they can almost sort of guarantee their growth. And that's what we're really trying to help you to do to be able to be lobster like with your learning. So yesterday, when we talked about lead your own learning, we talked about adapting. And today we want to talk about sharing, because sharing is such an effective way in which you can lead your own learning. And I think it's got a bit of a double win,

really for learning, because not only when you share does your learning last longer, because you

have to reflect on what you know, you have to articulate it in a way that it makes it clear to other

people, you spot what gaps that you've got. It's a really effective process for going through

what you know. But also,

you're sharing that with someone else. So it helps them too. And I think when we have more teams

that are sharing learning together, that learning is much more likely to become part of our culture

as a team and as a company as well. And there's some interesting research and expert insights

around sharing learning. Firstly, most organisations don't do it very well. So people keep a lot of what they're learning to themselves. And my hypothesis on this is you could argue, well, that's because it's people are like, I don't want to share. It's my competitive advantage. But actually, when I talk to people about this, I think it is more,

there's just not the opportunity. There's not the when. Well, when, when would I share what I know

and kind of what I'm learning? I think that's really interesting for teams in particular to think

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