The only constant in life is change, and if our lives are getting longer and the future more disruptive, it makes sense to develop resilience and adaptability prepared for the inevitable changes. That is why I believe that the future belongs to lifelong learning.
The world is very competitive and only those who constantly update their knowledge, both at the individual and organizational level, will survive in the long term.
Permanent learning in the face of change
In nature, survival of the fittest relies on being able to recognize and adapt to change. In learning terms, this means:
- Adaptive learning – Be able to adjust what and how you learn based on the circumstances and situation;
- The art of the pivot – Being able to change course quickly and chart a new path when changes prevent your organization from moving in the same direction;
- Lean into change – Recognize that change is happening and lean into it rather than denying that it is happening and staying stuck;
- Elasticity and durability – Have the ability to expand and reduce what is done and how it is done, to remain in line with the needs of the market and the company;
- Competency-based learning – A not-so-new learning approach.
With the emergence of competency-based organizations comes competency-based learning. This involves a deliberate approach to developing the competencies that the company identifies as needed in the future, rather than relying solely on the external market to fill an organization’s skills gaps and needs.
Prepare a competency-based company
To prepare your employees to work in your competency-based organization, you must take into account their mindset, needs, and characteristics. Meeting employee expectations based on competencies will create high-performing, satisfied and loyal workforces.
The competency-based employee is a new breed. They control their career path and understand how their competencies drive their economic value in the market. They are committed to lifelong learning in all its forms. They know what skills they have and which ones they will need to advance in their career. They want their employers to help them develop the skills of tomorrow.
Longer life means longer job tenure
In addition, skilled employees know that we will all work longer, due to changes in retirement benefits and as people live longer. Currently, the average professional career lasts between 40 and 50 years. In the future, it could last 100 years. To navigate the many changes that will occur over a 100-year career, employees must constantly update and refresh their knowledge.
The meaning of lifelong learning
Competency-based employees will not rely on traditional jobs as the primary means of acquiring skills and advancing their careers. Instead, they will use a series of learning experiences to gain lifelong skills, such as mentoring or coaching peers and people more senior to them, or volunteering on new projects.
Ultimately, organizations must change their mindset around learning and reframe what it means to them.
If the goal of learning is to create change, then the approach to learning has to constantly evolve to drive capabilities and knowledge. It also reinforces the importance of lifelong learning – the need to acquire new skills does not stop when you leave school or university.
Deborah Mioranzza Débora Mioranzza is the Vice President for Latin America and the Caribbean of Degreed, the platform for the improvement and requalification of the workforce.