For the Sake of Learning

Recently, a number of info-graphics comparing the habits of successful people to those that aren’t, landed on my Pinterest feed.  A few of their points spoke to reading as opposed to watching television and a zest for continual learning as significant differentiating factors.  Although I couldn’t disagree, I didn’t pay it much attention until a recent conversation with my friend, Faith.  She was excited to tell me that she had just received a tuition reimbursement check from her employer.  As she is working to complete a college degree, she is making good use of her company’s education assistance program.

 

She continued, saying that she valued that benefit and planned to take full advantage of the program.  I agreed with her thinking and complimented her employer for offering the benefit.  However, I lamented that too many employers have scaled back on their training programs and lack cultures that reinforce the benefits of life-long learning.  Naturally, we agreed that it was a topic I needed to explore further.

 

A few days later, Dennis, an alumni buddy, and I were enjoying our cigars and adult beverages, talking about cars. He told me how another friend, John, got him interested in doing his own car repairs.  John showed Dennis how to research the issue, find the right parts, and make the repairs.  Over time, he gained confidence as he accumulated experience.  He has resolved many maintenance issues, like replacing brake pads and rotors, saving a lot of money.  This is a skill set he developed with a little encouragement from a friend.  I know that he takes pride in this ability which gives him great satisfaction.

 

On the other hand, I am reminded of a colleague who had no interest in learning how to use a Personal Computer.  It was a time when PCs were moving rapidly into the workplace but before the introduction of laptops.  He told me, “why should I know how to use a PC, that’s why I have an assistant.”  The irony is that the PC replaced the administrative assistant, except for the more senior level staff. I often wonder how long it took him to catch up to his peers?

 

Much has been learned about the brain that supports the value of lifelong learning.  A healthy body and sound mind is the key to a long and happy life.  The brain is like a muscle, either use it or lose it!   Learning is like any other skill that requires practice.  With practice one masters the subject. Lifelong learning or continual learning is an attitude, a mindset.  If one believes in the importance of learning new information, or skills they will make the effort to pursue that course.  If not, stagnation may develop, putting one’s career in jeopardy.  As a commercial enterprise is a collection of people, an organization, it follows that it would benefit from continual learning.  Building a learning culture is a viable strategy to keep employees interested and engaged, supporting innovation and productivity improvements.  A learning culture creates competitive advantage.

 

I am a big fan of YouTube.  The variety of their videos seems to be endless.  Among others, I have viewed programs to improve my efficiency with Office 365, manage my websites, develop landing pages to build my contact database, and facilitate greater exposure for my brand.  My time on YouTube has increased my productivity in so many areas that I’ve become an addict. The point is, YouTube is a free service.  It’s a platform for brands to build customer loyalty by training to maximize the utility of their products.  Tuning into YouTube seems to be a ‘no-brainer,’ for individual learners, and for employers.

 

It is all too easy for professionals to get into a rut, going on autopilot as it were, as the vicissitudes of daily life take president.  Companies are no different.  They develop successful business models and continue executing that formula, sometimes without noticing the changes happening around them.  Brands that maintain long term relevance, do so by listening to their customers.  They Learn.  The best brands know that their employees are their customers too.

 

Creating a learning culture really isn’t difficult.  One small change can spark a virtuous cycle of change.  Providing education benefits to employees is a good step toward creating a continuous learning culture.   At the end of the day, however, it’s the responsibility of leadership to build a culture for success.

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Jim Weber, Managing Partner

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Jim.Weber@itbpartners.com