The Ever-Changing Workplace Locks In The Need For Lifelong Learning
The idea that our education ended once we left school was an accurate and helpful one – for factory owners in the industrial revolution. Since then, not so much. Many people quote the saying from Mark Twain, “I never let my schooling interfere with my education.” (I suspect that it’s more likely Twain said, “Schoolin’.”)
One of my kids heard a reference to an encyclopedia on a TV show the other day. She asked me, “What’s an encyclopedia?” Wow! My mum back in my childhood to any kind of “What’s a widget” kind of question would automatically respond, “Look it up.” Of course, today it’s inherently ironic that the looking up would almost certainly not occur using an encyclopedia. Things change, the rate of change is increasing and the ongoing need to learn will only increase. What we’re learning and how is going to change. We need for ourselves and our kids, and we need to cultivate in the people that we lead, the ability to learn faster, more effectively and more often.
Quite apart from the likely positive impact on the quantity and quality of our lives as reported in this Guardian article amongst many others, there is a positive correlation between ongoing development and increased success. The noted psychologist Carol Dweck wrote a fascinating book called ‘Mindset’ that’s also an entertaining read. Broadly, she proposes that there are two mindsets – the fixed mindset and the growth mindset. I paraphrase crudely but the difference seems to be mainly that the fixed mindset folks see that we’re all dealt some cards and our life will turn out depending on the cards we’re dealt. We’re smart or we’re not and our results will reflect that. The growth mindset folks think they can get new cards or more cards or play some other game that doesn’t involve cards. These mindsets are a choice and the beliefs the mindsets represent focus and filter our behaviours which dramatically impact our results.
To those with fixed mindsets, working hard is unnecessary as the talent they have is the talent they have.
Jerry West, is the former NBA Manager who drafted Kobe Bryant into the NBA for the Los Angeles Lakers who went on to lead L.A. to five championships. As a player himself, West won a championship. Have a look at the NBA’s logo which includes a player’s silhouette. That player was Jerry West. His business was selecting talent for a multi-billion dollar industry. What sort of player, what sort of person does he look for? He says, “I think you have to look beyond the resume sometimes. It’s easy to look at a kid in college who scores a lot of points and plays on a great team. But can he get better? Can he progress? Or is he not going to get any better?” Jerry West believes in the growth mindset.
Malcolm Gladwell wrote about the talent mindset in the corporate culture especially citing the Enron failure. Hire the best and brightest and get out of their way led to what happened there.
The number 1 skill I recruited for was the ability to learn, evidenced by ongoing personal development, not necessarily formal education. People toss around the old chestnut, “Hire for attitude, train for skill” for a reason. It makes sense. What are useful indicators of a desirable attitude including success-oriented traits such as perseverance and resilience? Ongoing personal development overcoming challenges along the way preferable in a team-based environment. If you don’t know what any of those words mean, look them up, in an encycl… on Wikipedia…
Posted on October 12, 2011, in Employee Engagement, Personal Productivity, Self Improvement, Workplace Of Choice and tagged Education, engagement, Leadership, lifelong learning, motivation, Perseverance, supervision, team building, workplace. Bookmark the permalink. Leave a comment.