Why are we not creating enough opportunities to learn?

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Why are we not creating enough opportunities to learn?

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Smile if you are happy.

Cry if you are hungry.

Crawl if you want to get out of the cot.

Learn to ask.

Learn to give.

Learn to be.

Since the time we were born.

Yet, the workplace of today seems to be struggling with the fundamental block of survival which is Learning. As the results of this poll indicate, there is a significant chasm between what people know and what they want to know. That is where learning happens. 

An opportunity to learn is one of the biggest motivators for people at the workplace. The hunger and achievement orientation for most people is alive and kicking. This is nothing new. 

Then how do we end up creating a reality where majority of people feel they don’t have enough opportunities to learn at work?

The answer lies within. Blaming the organisation or the bosses is not going to fix it. Changing your job may help intermittently but more than likely the old habit patterns will take over rapidly.

The demands of the current business landscape are ever changing. Which means we are required to do new things in new ways constantly. Adapting the current know-how and adopting the new is the need of the hour in this digital era. There is a constant tussle to marry what needs to be done and how it needs to be done. 

A sweet spot between adapting and adopting learning is the leadership challenge for every individual and company.

Leadership here highlights two specific approaches. An inside-out approach where every individual takes charge of his/her own learning and development. The second is an outside-in approach where a leader of people helps others learn and develop by creating the right opportunities for them.

5 Steps to exhibit self-leadership for an inside-out approach: 
1. Understand your learning style

2. With that understanding get involved in projects and assignments that challenge you to use your non-primary learning style
3. Work closely with people who have an opposite or different learning style than yours
4. Ask for support from peers and seniors
5. Be persistent

5 Steps to exhibit leadership for an outside-in approach: 
1. Understanding the composite of knowledge, skills and attitude that each person is

2. Understand their learning style shared above
3. Provide the right opportunities for this individual
4. Ask for the support needed
5. Look at learning as an outcome

Providing the right opportunity for individuals is the foremost responsibility of a leader to drive continuous learning. This is what people remember. This is what creates leadership legacy.

We hope that the right type of learning can happen for specific individuals, teams and businesses. This will help make a difference by equipping everyone with the right awareness, knowledge and opportunity to solve some of the biggest challenges facing us today.

Note: We thank everyone who participated in the poll for their time. The poll is live till July 31st.

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