The capacity to learn is a gift; the ability to learn is a skill; the willingness to learn is a choice.
- Brian Herbert
Learning is a life-long process. People enter the workforce as experts in their different fields. But these skills need reinforcement through continuing education. Technological development is producing techno-managers and technocrats. Techno-managers must keep pace with technological development. Organizations must train their people in modern equipment and managerial processes.
A top-down approach to management training, one that encourages a common organizational philosophy and shared managerial practices that involve both managers and staff, is what organizations need to keep employees well informed, flexible and effective.
Organizations need to encourage continuous learning to help people cope with continuous change. Some people will go to extraordinary lengths to improve themselves, others will not unless “forced” to. If you are not willing to learn, no one can help you. If you are determined to learn, no one can stop you.
Organizations and individuals can embark upon selfish development. For individuals, selfish development means acquiring the skills and experience needed to remain employable. For an organization, selfish development means training the staff to be at their best at all times. Continuous learning is the minimum requirement for success in any field. Learning is not attained by chance. It must be sought for with ardor and attended to with diligence
People want to be on top of things. They will chicken-out of your organization if you don’t train them. On the other hand if you don’t train your people, they will fall behind others within the industry and you will fire them. Whether you fire or retain semi-literates within your organization, the cost is enormous.
The ability to observe without evaluating is the highest form of intelligence.
Formal education will make you a living; self-education will make you a fortune.