The global business community is saying that learning should take precedent over any other factor for businesses to survive and thrive. Yet, less than half of organizations say that they are actually doing it. The ideology of learning has evolved so much in the last ten years in meaning and platforms with soft skills taking center stage over the functional or hard skills in order to succeed.
The pandemic has caused so much change and uncertainty. New skills needed to be adapted quickly. However, without the growth mindset, positive psychology, and most importantly, wellness and well-being taking place in the human experience at work, in the academe, private or public sector, we might be in for more confusion, hopelessness, and uncertainties.
Education in the context of our culture is embedded deeply in our history and the basic unit of society, the family. Every household prides itself when the learners in the home graduate from pre-school, all the way up to the collegiate level. It is not just an honor but is considered to be the pinnacle of accomplishment, an inheritance that cannot be compared to fortunes such as land or money. It is a dream, once fulfilled almost signs off a wish for success.
Unlearning and Relearning:
In the factor of change management, there is some unlearning to be done. I do believe that when sudden and paramount events force us to change, a lot of unlearning that hinders us to go where we need to go should go. Unlearning for me is also the willingness to let go of old ways, habits, and mindsets so that positive and needed change can be planted and take growth.
Relearning, in my experience is not just acquiring new learnings but the ability to be agile enough to incorporate our innate set of skills, soft and otherwise to create a new set of skills. This also translates more to our soft skills, which we can choose to optimize or not.
I love what Deloitte is saying in their Global Human Capital Trends 2020 that reskilling is not the dead-end but rather just a means in order to answer to the needs of the times to adapt quickly to a new way of doing things. They pointed out that to go beyond reskilling, organizations must create resiliency in ways of adapting so that we can as an individual reinvent ourselves, reshape ways of doing things, and in by so doing empower the organization. It is no longer just dependent on the organization to empower their people. However, HR and their LnD department along with the leaders of the organization should become the instigators and models of what it means to learn in the flow of life and to want to learn.
How can any leader of any organization expect development, positive change, and greater productivity and profitability when we expect our employees to fend on their own and learn by experience alone? Yes, experience is a great teacher but without someone instigating that there is a new world out there with new ways of doing things, employees are more prone to sink than to swim.
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