We have to be careful not to mistake information exchange with learning and this is especially true when we talk about organizational behavior. What we have learned about organizational behavior needs to impact both our thought processes in the way we behave to be of any real value.

What is learning

We’ve all seen and work with managers and professionals with lots of information and had knowledge that never translated into effective behavior on the job. While they may have had useful information this information did not impact their performance which is what real organizational behavior learning is all about.

learning is a relatively permanent and real change in the level of knowledge that you possess that can guide and direct your thinking and ultimately impact your behavior. Hopefully this learning will help you improve a particular skill set that gives you greater confidence to do the things that bring out the best in the people around you.

Personal development

When we talk about the link between lifelong learning and development it’s all about making a real learning and ongoing part of your professional and personal lifestyle. Always remember that as a study conducted made clear the number one factor for career success and survival is having a track record of delivering desired results for your employer.

A critical factor highlighted by my study is your ability to continually develop your skills and talents to meet the changing demands of your job and it’s easy to see why. In our brave new data-driven world information is doubling every five years and organizations are rapidly changed to keep up with the hyper dynamic marketplace.

Performance expectations

Performance expectations keep being ratcheted up in the average worker will change jobs between seven and 10 times during his or her career, so it should come as no surprise that we must all make lifelong learning and professional development a real priority.

Your workplace relevance in your career success and survival depend on learning.  It’s important to note that the onus and responsibility for developing yourself fall squarely on your shoulders while your boss and organization and help guide you and provide important input and resources it really comes down to your willingness to take control of this important part of your work life.

Improving your talent

It’s critical to remember that delivering better results for your organization requires improving your talent and improving your talent requires two things ongoing learning and professional development. And while this may sound simple we know that learning can be quite challenging and in some cases even painful.

In today’s article we are going to talk about the barriers that get in the way of our ability to learn and develop and how to overcome them and lots of my research clearly demonstrates that successful people across virtually every discipline tend to be lifelong learners who place a real priority on their intellectual and professional development.

The ability to learn

Regardless of the industry organizational level or research methodology employed the importance of continuous learning quickly emerges as a requirement for organizational success and advancement. So here’s a question that HR people, human capital consultants, trainers, business coaches, people developers and learning specialists asked all the time:

Why don’t people take their professional development more seriously? Or, stated somewhat differently: What are the barriers that prevent or damage a person’s ability to learn in the workplace? To explore this important issue in detail I asked a large sample of business leaders to identify the specific factors that get in the way of people’s ability to learn and develop at work and there were some pretty distinctive patterns that quickly emerge.