Learning as an Action Sport

I found myself giving advice this week, advice I wish I knew earlier in my life. Advice I am much better at taking myself than I used to be. It’s this: learning requires our active participation.

We truly only learn by doing. We have to act. We have to engage others.

I was giving advice to someone early in their professional career looking for their next opportunity. They described lots of thinking, making lists, applying to things online, more lists, looking at websites, etc. Not emphasized were informational interviews, networking, or talking to people. They were uncertain of exactly what direction to go in and the ‘research’ and ‘readying’ were deemed important to ‘know’ the path before venturing out.

There is something so comforting about doing all the actions to get ‘ready.’ It feels like we’re doing something – and we are - but it also keeps us in our comfort zone.

Learning takes place outside our comfort zone.

The truth is that learning is an active, participatory activity. We learn by doing. We have to DO the thing we want to become skilled at. More than once. The first time feels uncomfortable and maybe scary but, over time, the fear and discomfort lessen.

It’s why I value the French classes I have taken at the Rassias Center at Dartmouth College. From the get-go, there is virtually no English spoken and students speak in French with the instructor and with each other on Day 1. I recently took an online class with them and in just a few weeks both my speaking and my comprehension improved. It doesn't always sound great but it's the only way to make real progress.

Learning is an active sport. Yet, we’re trained, through much of our academic career to be passive recipients. What’s worse is that sometimes we give up our own investment in learning to the ‘authority’ figure, whether that’s a teacher or, in a workplace context, a manager or supervisor.

If you’ve read my posts before, you know I think lifelong learning is a hallmark of being a knowledge worker. Again, no invitation needed – you neither need your manager’s permission or to wait for them to suggest something. Think about what you want to learn that will help you grow, find the appropriate resources, and schedule the time.

LinkedIn is making it easy, especially if you have access to LinkedIn Learning. The 2022 Challenge is different kind of March Madness bracket to help identity courses on LinkedIn Learning to take. The link is in the comments.

What have you been wanting to learn? When will you start?