Friday, October 15, 2021


Learning becomes a knowledge builder and we can define learning through the information it absorbs, the insight being captured, and the professional capabilities being developed.

Rapid change and fierce competition demand everyone to continuously learn, maintain and grow their mindsets/expertise/competencies. Learning is critical and personalized, there is no magic learning formula to fit every individual or organization. 

Learning agility becomes one of the most important capabilities for digital professionals to compete for the future. An individual that over time through learning and practicing has become an expert. Here are a set of learning parameters to assess the learning competency and progress of business leaders and professionals.

Learning attitude
: Learning is a constant process; the business leaders and professionals today need to become self-driven, and must have the attitude to keep learning. Healthy learning attitude allows you to become more positive and gives you the energy to overcome obstacles, focus on the information you want to absorb, and knowledge you need to build. Learning knowledge is not even enough, capturing insight is the must to guide you in the future.

Today's digital leaders or professionals must have a humble attitude to keep learning. The shift from the reactive learning mentality to proactive learning attitude enables individuals and organizations to look forward, learn from different channels, gain cross-disciplinary knowledge and build professional competencies. Attitude is a behavioral response; it is developed on the basis of one's understanding groomed by the growth environment, education, circumstances, and surroundings. The goal of learning is to absorb knowledge, generate new knowledge or update old knowledge. The more we learn, the more we gain the vastness of knowledge, the more ingredients we can develop to build professional competencies.

Learning plasticity: With misinformation and outdated knowledge, the knowledge workforce becomes aware when some of the long-acquired knowledge or experience is no longer applicable in certain situations. They have learned to no longer apply that knowledge in those specific cases, keep unlearning and relearning. Business leaders and professionals with learning plasticity can learn fast and smart, and apply the acquired knowledge and lessons learned to succeed in new situations.

Knowledge workforce today needs to be multidimensional thinkers and effective self-learners, develop an effective set of filters that help them find new knowledge that interests them and refine them into valuable insight, take initiatives to absorb new knowledge, update their skill sets and develop professional competence. By having an active learning, thinking, and doing cycle over time, business professionals can apply their learning, act, observe the consequences of their action, make inferences about those consequences, perform better, and make continuous improvement.

Knowledge sharing:
The goal of learning is to absorb knowledge, generate new knowledge or update old knowledge. High potential leaders and professionals not only assimilate existing knowledge, more importantly, they share knowledge with others who can then try them out and hopefully improve them or use them in the right way to create value. We are limited by time and space, learning from one another helps to surpass one's own limits; through someone else’s knowledge or experience, we can gain a lot without much loss to ourselves

Learning from each other shows a good attitude to learn and be open-minded for catching new perspectives. But learning from others doesn’t mean accepting others’ viewpoints completely or following others blindly. In today's business dynamic with the information explosion, digital professionals have to adapt to a faster learning method and be truly convinced that learning and sharing are the foundation to build professional competency and solve problems insightfully.

Learning & innovation: A responsible use of knowledge is not an impediment to the imagination. Knowledge can be useful in trying to understand if what's imagined can be achieved. Outdated knowledge or “knowing it all” attitude might turn out to be the burden to explore the new horizon of knowledge and even turn off imagination. In fact, learning fosters innovation because nowadays innovation is a complex transdisciplinary approach which involves applied science, art, cognition, anthropology, sociology, etc, to connect wider dots and generate multi-faceted value. In fact, interdisciplinary knowledge and understanding are critical to stimulate creativity and catalyze innovation of the disruptive type.

Learning and innovation are an iterative continuum. Knowledgeable professionals with creative and critical thinking are skeptical about the conventional understanding of issues so that they examine everything before accepting it for the real truth, seek multidisciplinary knowledge, and have courage to challenge conventional wisdom. To inspire a culture of learning and innovation, organizations should create an environment to drive innovation and build organizational competency. Debating, sharing, and exploring what to do with that knowledge and connecting disparate ideas that don't seem to fit together naturally will lead to innovation.

Learning from failures: There is a paradox between learning and failure. On one hand, we keep learning, so we can improve the success rate of what we do. Learning makes experience enriched; experience helps us learn more. If failures inevitably come to you, you need to overcome them. We can't experience everything. so we gain knowledge to avoid failures. On the other hand, learning occurs through the experience of failing, and don’t waste the invaluable lessons from it, using it as a launch point for improvement.

All failures should be a learning experience. When you re-frame the word "failure" to be more positive, you open the door to learning. When you are ready and willing to ask questions as to what was the source of failure, what worked, what didn't, why, etc, you are on the path to learn from it. We should be learning all the time as we go, on successes just as much as on failures. The amount we learn is probably closely related to the amount of risk we take. We might go through a whole series of failures until we find one success.

Learning becomes a knowledge builder and we can define learning through the information it absorbs, the insight being captured, and the professional capabilities being developed. By continuously learning and accumulating useful knowledge, people gain the “incremental consciousness” about their own potential, as well as how to develop their core competencies proactively.


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