As automation, AI, and new job models reconfigure the business world, lifelong learning has become accepted as an economic imperative. Eighty percent of CEOs now believe the need for new skills is their biggest business challenge. For employees, research now shows that opportunities for development have become the second most important factor in workplace happiness (after the nature of the work itself). At the most fundamental level, we are a neotenic species, born with an instinct to learn throughout our lives. So it makes sense that at work we are constantly looking for ways to do things better; indeed, the growth-mindset movement is based on this human need. And whereas recruitment is an expensive, zero-sum game (if company A gets the star, company B does not), learning is a rising tide that lifts all boats.
Making Learning a Part of Everyday Work
The urgency of work invariably trumps the luxury of learning. But, what if we could make learning more a part of our day-to-day jobs? How can we use the flow of work to drive learning? First, be open to learning opportunities as you go about your day. Don’t just sit in on that negotiation with a procurement expert; notice and learn her tactics and techniques as you engage with her. Ask product managers about product features; ask sales people about industry trends; ask peers for feedback on your presentation skills. Let colleagues know how important learning is to you. Agree on a sensible proportion of your work week that can be devoted to learning (an hour, say) with your manager. Then put it on your calendar and stick to it. Subscribe to a small number of high-quality, hyper-relevant newsletters, and share interesting things you’re reading with colleagues. Companies should make sure that internal corporate knowledge systems are up to date and easy to use. Make sure that there’s a dedicated online space for learning and promote it with meaningful contributions from business leaders. And use e-mail (sparingly) to sprinkle learning into your staff’s inboxes.
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