If you are a trainer, you know that real learning infrequently has a distinct beginning and end. Instead, it is an ongoing process—a lifelong process. Here are some tips to help you establish a cycle of continuous learning.

Focus on priorities. Identify critical issues. Put your attention on the development goals that matter to either you or your organization. Limit yourself to one or two to ensure that you see real progress. Develop a daily “to-do” learning list.

Stretch your comfort zone. Just as the performance goals set for you stretch year to year, so your skill sets need to be stretched. Identify concrete opportunities for professional growth.

Examine your day-to-day experience to assimilate your learning. If you don't go out of your way to recognize lessons learned during the workday, they can be lost in the hustle and bustle of your job. Ideally, find something you can learn from each person with whom you work.

Learn to look at negative feedback and criticism as potentially useful. Such insights will be the platform for identification of further self-development needs. When you make mistakes, you should see them as learning opportunities.

Learn from others' ideas and experiences. By sharing your learning with others, you can get further perspective on your knowledge and gather more relevant information. Such action will also sustain your goal of lifelong learning.

Decide on a clear-cut, long-range goal for yourself. A career goal gives purpose to the time spent in training and development.

Take risks. Realistic risk taking enables you to make genuine progress on one or two important situations in a more meaningful and rewarding way than conservative behavior on the same situations that generates only negligible change. Learn from your risk taking.

Don't confuse your management development efforts from your job efforts. Ask, “What have I just learned?” rather than, “How did I just do?”

 

By Canadian Management Centre