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Learning isn’t simply the process of upskilling in the workforce. The development of a system of learning in the workplace goes so much deeper than the simple exchange of knowledge. It reaches far beyond the availability of continued educational opportunities. Learning is a skill in itself, and when a person proves they’re capable of taking advantage of every opportunity for growth, whether in the workplace or in their personal lives, it proves their determination, creativity, and growth mindset. It proves that they’re not going to settle for good enough. Complacent isn’t something they understand in the personal sense of the word.
The growth and development of a person’s interests are beneficial to their emotional, mental, and physical well-being, which translates to their ability to maintain continual growth in their job. A person’s ability to nurture their desire for lifelong learning keeps them from stagnating and promotes a culture of perpetual fulfillment. It doesn’t only help them gain and understand existing knowledge. It’s important to encourage continual learning experiences in the workforce because it helps develop new knowledge bases that are only possible when a solid understanding of a specific field has been reached.
Top Characteristics of a Lifelong Learner
In order to know how to encourage workers to be lifelong learners, it’s important to look at the existing group of learners within the employee pool and figure out who has an innate learning capability. Everybody is capable of becoming a lifelong learner, and some people are born with a growth mindset already in place. It’s what it is to be human. We have a natural desire to learn from others to aid in our own survival. Here are characteristics commonly found in those focused on their personal edification.
- They know what they’re interested in. Not only this, but they take the initiative in their own development. They find something they’re interested in, and if it’s enough to spark a desire to learn more, they will find a way to learn more in the form of classes, a mentor, books, etc. This person has many interests outside of work, though there may be some crossover, and those interests will bleed into their work life.
- They understand their learning style. They will have taken the time to discover their receptiveness to various methods of information extraction, whether it’s videos, reading, or in-person demonstrations. They’ll also understand how deep their desire to understand is. Are they content with a surface-level understanding of a topic? Or will they not stop until they have a deep understanding of the inner workings of their chosen interest?
- They set realistic and challenging goals. People who learn continually often have many commitments (oftentimes to themselves) and need a measurable way of knowing when they’ve hit their desired level of understanding. Whether it’s a time-based or information-based goal, they often set goals that challenge them to know more while maintaining a realistic level of achievability.
- They have excellent reading habits. While there are definitely different methods of learning, most of the time, it’s easy to spot somebody who is ready to learn. Reading is often the way that most of us get our start in our understanding of the world. Even fantasy and other fiction genres offer a level of truth within their pages. Nonfiction is learning by facts; fiction is learning by imagination. Most steady learners have solid reading habits in place.
- They follow resources and information trails. Most lifelong learners aren’t content to simply know something. It’s important to them that they know where the information is from to maintain credibility. Hank Green is an excellent example of a lifelong learner, especially where sources are concerned. When he doesn’t understand something, he makes sure that he’s able to understand it in a way that he can teach others. Take his YouTube video on the United Nations, for example.
- They’re part of a group of like-minded learners. A common characteristic of a lifelong learner is that they join groups where they can share and compare knowledge. This is highly beneficial because it helps solidify information in their mind and allows them to gain even more information from others with the same interests. There is value in sharing their skills and knowledge with others, and they understand this.
- They take regular courses. They know their resources and take classes that help them follow their paths of interest. Learning has never been easier than it is today. There is a wealth of knowledge from various sources, whether you’re a hobbyist writer or a seasoned engineer. There are so many excellent places to go to that help develop not only an information base but also a person’s ability and desire to know more. For them, it’s not only about finding information. It’s about finding the right information from credible sources.
- They have a curious mindset. The old phrase “curiosity killed the cat” could not be more indicative of any other group than it is of perpetual learners because it’s that curiosity that leads them to follow paths all around the world. The satisfaction they gain from following that curiosity is the most beneficial part of being a lifelong learner.
What Motivates a Person to Learn?
Understanding what motivates a person to learn is the key ingredient in turning workers into lifelong learners. While the world is full of natural information gatherers (our survival depends on it), it’s not a quality inherent in every individual. So, what actually motivates a person to learn? Is it money? Surely, in a work setting, that is a big factor. However, it’s not the biggest one.
For individuals devoted to the acquisition of knowledge, it goes much deeper and starts much earlier than financial obligation. Learning and the desire to understand starts as young as a year old when the person goes from being entirely dependent on another human being to discovering that they’re not, in fact, part of that person. The motivation at its core is a desire to understand the world around us from the context of what it means to be us. So, cooking, analytics, software development, sewing, and project management all lead us to a better understanding of what it means to be.
How to Encourage Lifelong Development in the Workplace
While in the workplace, not everybody has the desire to learn more or even the understanding that they can pursue interests actively, there is a way to encourage lifelong development within the workplace environment. Part of it comes down to that initial motivation- the desire to understand who we are within the context of the world. Beyond that, it comes down to creating an environment that teaches workers that learning benefits them. Here are a few things to take into consideration.
- Allow employees to take control of their learning opportunities. Instead of being regimented in how they learn (because everybody is different), give employees the opportunity to follow their own curiosity at their own pace.
- Emphasize learning and development goals alongside performance goals. While performance goals are an important factor in the workplace, the lack of personal improvement can be just as detrimental to a work environment as failing to reach sales quotas.
- Use casual check-ins to evaluate progress. This provides a stress-free way of learning about a person’s goals and how they’re progressing. Learning should be entirely stress-free and lack the fear involved in professional goals.
- Use a work network to help connect employees with mentors. Mentoring is a development opportunity that can come directly from a person’s professional network. With this mentor residing within the field of work, employees can get that spark of inspiration within their own field of expertise.
- Create opportunities to learn as a group. Group learning is a great way to share experiences and information.
- Develop a store of educational resources. A digital library filled with links, contacts, and study materials can provide workers with one centralized place to go when they have questions.
- Recognize learning achievements. Recognition plays a huge role in both professional and personal development. It’s important for a person to feel pride in the work they’re doing, and this is one way to facilitate that.
- Place personal development on the same level of importance as career development. Personal and professional development play off of each other because they both provide value to the context of a person’s life; both are equally important on a daily level.
Setting systems in place that allow a person to follow their own curiosity can create a lifelong learner far better than creating a regimented system of expectation can. People are naturally curious, but some take a little extra effort to draw out that curiosity than others. This could be because of a variety of factors, but the surefire way to help encourage development is to provide a place where learning and personal development are encouraged instead of shamed. By giving employees a support system that encourages growth, they’ll not be the only ones who benefit. Happy, satisfied workers give back more than what they’re given and can contribute to an environment where information is prized, and growth is inevitable.
Encourage lifelong learning and professional growth with a course from School of PE. Explore our offerings today and empower your team to reach new heights.
