I've some experience and two suggestions for the same problem:
1) People generally like to feel like they are getting something done (finished) so I had some luck asking folks to schedule with themselves time for learning at normal/natural times during the day. For most this typically corresponded to first thing in the morning (over coffee!) or perhaps right after standup or right after lunch. Others liked a more event triggered time, like once a story is completed or when you (or your pair) realize you are stuck or slowing on your work tasks.
To add this sense of getting done, we also had an optional "what I'm learning" wall. I felt important to not require this as I didn't require the learning to be professionally related and some felt reluctant to post what they were learning about. But we also had a sharing time that was also optional and structured like a LeanCoffee so no one felt they were on the hook for a presentation and also no one felt like they were going to be trapped listing to a topic they didn't find particularly interesting.
2) Check your incentives, both implicit and explicit. Some companies that are trying to look hip will "allow" some kind of learning time but don't really support it. Sometimes it's obvious/explicit like when learning time gets routinely cancelled or if people are taking their learning time they often have to work extra time to meet expectations. But sometimes it's more subtle. Like people that routinely give up their learning time are seen as "go getters" or "team players" and tend to get various rewards more often.
Hopefully many places that allow it, truly support it but I'm speaking from experience at places I've see do this. Hopefully #2 doesn't apply to you :)
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I've some experience and two suggestions for the same problem:
1) People generally like to feel like they are getting something done (finished) so I had some luck asking folks to schedule with themselves time for learning at normal/natural times during the day. For most this typically corresponded to first thing in the morning (over coffee!) or perhaps right after standup or right after lunch. Others liked a more event triggered time, like once a story is completed or when you (or your pair) realize you are stuck or slowing on your work tasks.
To add this sense of getting done, we also had an optional "what I'm learning" wall. I felt important to not require this as I didn't require the learning to be professionally related and some felt reluctant to post what they were learning about. But we also had a sharing time that was also optional and structured like a LeanCoffee so no one felt they were on the hook for a presentation and also no one felt like they were going to be trapped listing to a topic they didn't find particularly interesting.
2) Check your incentives, both implicit and explicit. Some companies that are trying to look hip will "allow" some kind of learning time but don't really support it. Sometimes it's obvious/explicit like when learning time gets routinely cancelled or if people are taking their learning time they often have to work extra time to meet expectations. But sometimes it's more subtle. Like people that routinely give up their learning time are seen as "go getters" or "team players" and tend to get various rewards more often.
Hopefully many places that allow it, truly support it but I'm speaking from experience at places I've see do this. Hopefully #2 doesn't apply to you :)