Part of it is just people - I had a co-worker once that their supervisor (remote) did the same thing, bought training courses for them, instructed them to make it part of their schedule to do the courses and learn more, assigned another developer to try to mentor, etc. But this person was also overloaded by said supervisor with day-to-day operational work and felt responsibility to accomplish that work at the expense of their own personal development. [and had personal life situations that they could not easily spend extra time outside of the time they were in the office] They sat next to me for a few months, and so once on whatever afternoon that they had blocked off on their calendar for training, I physically went over to their desk while they were gone, unplugged their phone, and when they came back, reminded them this was their training time and they needed to spend the time the company was giving them on it. They did that day, but then got some flak from another non-co-located employee for not getting enough operational tasks done, and I don't think did much training again after that.

If the entire org doesn't encourage learning, grant the time for it to happen, and protect employees from operational reprecussions of spending time learning, it is hard for individual employees to make it happen.