Special Education

Competence learning tips – willingness to learn.

In our possibilities we have never reached the end. No soccer, tennis or golf professional, even if he is the No. 1, would ever come up with the idea of simply not training any more. Professionals work hard every day to improve their weaknesses and build on their strengths: Follow their lead!

Life long learning is the prerequisite for ensuring your long-term employability. Acquire new knowledge and gain new experience. Think about in which areas you still have gaps in knowledge and which skills you should further develop for your profession. Then look for suitable further training opportunities. These can be workshops and coaching sessions, but also daily cooperation with colleagues in your own company, from which you can gain new knowledge and experience.

At your workplace you will find numerous opportunities to expand your knowledge and skills a little more every day. Your colleagues offer you an excellent source of new knowledge. Take off your blinkers and, whenever the opportunity presents itself, deliberately look over the shoulder of one of your colleagues: what alternative possibilities are there compared to your normal way of working? You should also accept hints, tips and criticism from your colleagues openly and gladly, instead of deliberately ignoring them or simply blocking them. Learn from your mistakes, but also from the mistakes of others.

Accustom yourself to a certain joy of discussion. Practice formulating your opinion in a comprehensible way on the one hand and following the arguments of the others closely and systematically on the other. Align this chain of argumentation with your own thought processes and search for similarities, but also for differences. Through every discussion – whether on a topic relevant to your work or on a general topic – you will receive new information, get to know new points of view and learn something about other influencing factors. You should not underestimate this learning effect for your professional know-how.

If you don’t ask, you’ll be stupid: To learn something new, you should always ask questions. Especially if something is unclear to you within a task, you should make it a rule to ask questions or to find the solution, e.g. in regulations or with the help of the Internet.

It is very important to be interested in other areas and areas within the company. Always look outside the box of your own workplace and look at the company as a whole. How do work processes work? What do other departments do? So don’t just talk to colleagues from your direct working environment, but also meet colleagues from completely different areas. It can be just as informative to talk about work-related topics with friends and acquaintances from other companies, even from outside the industry.

If you are taking on a new task, you are usually not yet an expert in this field. That’s normal! Do not interpret this as a weakness. Ask your colleagues for advice without hesitation – right at the beginning of your new job. After a short time you will have the same confidence that you had in your old field of work. Your previous professional experience will benefit you here.

If you want to achieve a certain professional change, you should acquire the necessary skills, e.g. foreign languages or IT skills, as early as possible. Usually it is of little use to apply for a job on good luck and only want to continue your education if you get the job.

Choose further training courses in a targeted manner and with a view to your future career. How is the industry in which you currently work? What technical developments are emerging that might have an influence on your workplace? Which qualifications are currently in demand, which could soon be a must? Which additional qualifications could have a positive influence on your professional career?

When deciding on further training, take your personal learning habits into consideration. Which forms of learning suit you best? At the same time, free yourself from the exaggerated perfectionism of absolutely wanting to achieve your learning goal within the next three months. Lifelong learning also means thinking and acting for the long term. If it doesn’t work out so well, you learn in small steps, but for a lifetime.

Do you perhaps have only little knowledge of English or IT and would this knowledge help you in your further professional development? Why don’t you check which qualification offers are available?

Learning motivation and personnel development

Motivation is not everything, but without motivation everything is nothing. This is especially true for learning motivation. It is the motor of effective learning and successful implementation of what has been learned in practice. In this article you will find out what is important.

Warren Bennis, a management expert, says very clearly and aptly: “One of the most difficult management tasks today is to motivate employees in ever faster changes and to inspire them for their work. Above all, people want to satisfy their curiosity, their curiosity and their need to learn. People want to be supported, grow and be able to take advantage of significant development opportunities. Motivation is also one of the central challenges in learning and personnel development activities.

Willingness to learn is part of the requirement profile

A well-founded and lasting motivation to learn is an important prerequisite for successful learning. If there are problems in this area, all other measures are often only partially effective or even cancel out a large part of the further training efforts. This aspect should already be taken into account in the selection of personnel by paying just as much attention to willingness to learn and willingness to learn as to motivatability, ambitions and career goals.

Focus on strengths and talent development

Learning motivation – this is an essential point – is already expressed in the strategic orientation, which tends to promote existing competencies, strengths and talents, to further develop and strengthen them and to want to eliminate fewer deficits and backlogs with great effort. The reason is simple: what you already know well is more fun to learn and leads much faster to success and concrete results.

Learning motivation of employees

The personal learning motivation of employees must also be taken into account. Unenthusiastic, passive learning with disinterest can negatively influence learning moods, therefore learners should be carefully selected. The best learners are those who, out of joy and learning, from inner motivation, want to improve themselves and improve their performance with the aim of developing their talents and abilities and then identify well with the company, its products and its performance.

Needs assessment and learning goals

Another aspect is the careful needs assessment, which should not only meet the needs and wishes of the employee, but also his talents, inclinations and abilities. For this purpose, potential analyses and precise employee assessments are suitable instruments. Educational goals and activities should also be part of goal agreements, in the sense that learning goals are also addressed and agreed upon and linked with other performance and behavioral goals.