Why Learning Is Important (Businesses Should Study Learning)

[av_dropcap1]W[/av_dropcap1]e would all, well most of us, agree that learning is important to us as individuals, right? As a general principle the higher our qualification, assuming we also have those all important soft skills, collectively called Emotional Intelligence, the higher the salary we will be able to command. Qualification and no Emotional Intelligence, may get you through the door, but don’t get too comfortable!

Our ability to learn is essential to the effectiveness of the Organisations we work in and on. Learning and the theories behind learning are therefore very influential when it comes to Organisational Development and Behaviour. In particular you can see very overt examples of when the ability to learn is key, these include:

  • The induction of new recruits
  • The design and delivery of training
  • Performance evaluation
  • Design of learning culture

Learning should be looked at as a process, rather than just the outcome sought. Ideally the prime focus should be on engagement of those who need to learn. Part of that engagement is to discover the process that will best enhance their learning.  Part of this process should always include feedback on the effectiveness of their learning efforts. This is a valuable way to increase Self-Confidence and Self-Efficacy.

The more you understand learning as an organisation, the more you understand about the individuals in your organisation the more effective development will be; ultimately this will also affect the performance of the business as a whole. Our advice is, take some time to learn about learning, take some time to learn about how your team learns best; recognise the 4 sequential stages of learning:

  1. Unconscious incompetence
  2. Conscious incompetence
  3. Conscious competence
  4. Unconscious competence

The you understand this you can begin to design training that will really work. First step in our view, is to really know your people. Second step, find out how they learn best. Third step, don’t relay on one or two training sessions, engage in CPD programs, and the final step encourage the culture that seeks constant learning.