'Lifelong learning is about motivation and passion'

 People always ask me, why I continuously attend courses with different context and content, as well as by different organizations, with diverse methods and approaches. 

As a L&D specialist and Trainer, I should be the exact example to transfer and transmit to the trainees the philosophy and culture of continuously learning and growing. 

Cause… lifelong learning can help us achieve personal fulfillment and satisfaction.

It recognizes that humans have a natural drive to explore, learn and grow and encourages us to improve our own quality of life and sense of self-worth by paying attention to the ideas and goals that inspire us.

 

I can also add here that my bachelor degree on Graphic Arts Design and Communication, as well as my artistic background has helped me a lot in my professional and personal life, on how to visualize my thoughts, ideas, messages, knowledge and of course my verbal communication and interaction.

“We now accept the fact that learning is a lifelong process of keeping abreast of change. And the most pressing task is to teach people how to learn.” — Peter Drucker 

In my opinion and experience the keys are, motivation and passion for development and growth, the motivation and passion to be in present times always aiming for the future, the motivation and passion for learning, earning and increasing diversity of mindset, knowledge, culture and creating the appropriate pluralism of connecting with people with variety of interests, knowledge and connecting more effectively with our world.

Studies have showed that people who are passionate, learn much faster than those who are motivated by fear and my aim always is to share this passion for improvement, development and growth to the trainees. There’s nothing better than seeing the people around you involved in what you actively participate in. As a lifelong learner, you are extremely passionate about constant growth, and people around you can sense that positive attitude. As a result, they start acting similarly. 

In my experience I’ve realized that many companies doesn’t aim to the creation of new knowledge, not just the handoff of existing knowledge, which will actually help them innovate and keep pace with their customers changing needs, especially in a rapidly changing market and society.

You can view the report for 2021 by EU, about the participation in education and training on adults aged 25-64, based on data collected through the labour force survey (LFS), supplemented by the adult education survey (AES), at the link https://ec.europa.eu/eurostat/statistics-explained/index.php?title=Adult_learning_statistics 

Today, simply having employees participating in upskilling programs is not enough. These training programs are largely focused on sharing existing knowledge — skills that already exist. But in a rapidly changing world, existing knowledge quickly becomes obsolete. We need to broaden our definition of “learning” to include creating new knowledge. We need a marketer to experiment and be influenced by different and blended elements of our society and input them to the content of every training program.

In today's growing competition and emerging need to study continuous social changes, we require creative organizations to create and deliver training content to motivate and inspire employees and as a result creating healthier, opened and more efficient workplace environment. 

 

‘For a real Leader the steps are listen, learn and earn’

Becoming more knowledgeable or skilled in something can increase our self-confidence in both our personal and professional lives, as well as for organization to pursuit its goals.

 

As a L&D specialist, always consult the organization that I’m cooperate with, that you can use all the latest technologies you want, but unless employees can see how this training content is beneficial, they will not be motivated to be a part of it. Also, the instructor is the most important key of creating the motivation to the trainees through effective interaction, connection, inspiration and vision.

Using 

·      What – Needs, Content, Creating and Designing style.

·      Why – Necessary and Importance.

·      How – To Deliver, Transfer and Transmit        

 

And last, the stronger the culture of a trainer, will help him/her to be more confident, resilient, flexible and adaptable structuring strong interpersonal relationships with his/her stakeholders and employees. 

 “Tell me and I forget, teach me and I may remember, involve me and I learn.” — Benjamin Franklin 

Starting by self confidence, transferring to team confidence

·      In our personal lives, this confidence can stem from the satisfaction of devoting time and effort to learning and improving, giving us a sense of accomplishment.

·      In our professional lives, this self-confidence can be the feeling of trust we have in our knowledge and the ability to apply what we’ve learned. 

Lifelong learners know that failure is a part of success, which is why they accept their failure and learn from it. They know that the more failure they will embrace, the stronger and more resilient they will become.