It is said that as human beings, we learn naturally. However, while we learn naturally, we may not naturally learn effectively.
In fact, I’d say it’s schooling that partly thwarts our natural learning. Let’s face it, in school, failure is considered bad while copying and conversing are viewed as cheating. These attitudes prohibit us from learning effectively because we are too afraid of making mistakes.
Since I established APMGroup almost 25 years ago, my initial and still my highest purpose has been to ensure that Thai people have opportunities to access effective learning. I’m not saying that the current learning and education system in Thailand is not good; rather, I think it does not allow us to learn effectively.
In school, most of us are taught to remember but not to research. We are taught to memorise but not to analyse. The reality is, the traditional learning environment was built to support a world that no longer exists, where children were brought up to work on an assembly line and to do things accordingly without having to think much.
However, such methods can longer apply in today’s world where information and knowledge are so close to hand. All the tools we used to have — camera, calculator, mirror, messenger, video and music player and so on — are in our mobile phones.
In other words, content is available everywhere so there’s no point in teaching people knowledge only; instead, we must teach them how to apply and implement acquired knowledge and adapt to ever-changing conditions to be much more effective and efficient.
To learn effectively, it is essential that we have the right methodologies at the right time. What we need now are skills suited to fast-paced, changeable environments, where creativity and motivation are crucial. The skills we need include the ability to ask, to reflect and to relate.
Nonetheless, we need to keep in mind that even with the right learning methodologies, the right timing and the right skills, learning will not be achieved if one does not have the right mindset and the passion to learn.
This is why I encourage every company to put learning culture at its very heart, creating a foundation for success because it will influence the performance of the organisation.
By emphasising learning as a core business value, organisations are committing to continuous improvement. Mistakes are no longer seen as failure but as lessons to be learned for future development. Thus, effective learning can be easily done at every level.
Given the advanced development of digital communication and technology, learning is something that can be done anytime and anywhere, not just in a classroom. In fact, merely completing compliance training does not mean an organisation has a learning culture.
Kevin Griffin, chief information officer of GE Capital once said “[W]hen learning is part of your culture, it doesn't stand out as something outside the norm. For example, a learning-focused organisation doesn't just hold periodic learning events or workshops separate from the day-to-day work. Instead, learning is integrated in every project or task, and employees are encouraged to dive in and learn by doing, asking questions when they hit roadblocks.”
Hence, what’s more important is whether everyone in the organisation realises the importance of learning as a capability that needs to be constantly developed and continuously put into practice.
All in all, an organisation full of learners will innovate more quickly, become more productive and efficient, enabling it to deliver faster. That’s the main reason why we need to make sure that learning capability can go viral across an organisation to guarantee success in highly competitive markets with a breakneck pace of change.
There are many ways for organisations to encourage learning. At the individual level, you need to embed the passion for learning and set the right mindset for your employees, so that they view challenges and difficulties as learning opportunities and failure as a stepping stone to success.
At the higher level, and this is vital, there must be appropriate leadership support for any learning activities. This is to say that, leaders need to be publicly seen as role models in advocating and valuing learning while they themselves need to walk the talk. They must never stop learning and openly accept that fact that they cannot know everything.
The question is, do you want to be the next winner? If your answer is yes, then I’d say make it your New Year Resolution to make learning a key part of your organisational culture.
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Arinya Talerngsri is Group Managing Director at APMGroup, Thailand's leading Organisation and People Development Consultancy. She can be reached by e-mail at arinya_t@apm.co.th or https://www.linkedin.com/pub/arinya-talerngsri/a/81a/53b
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