You there! Did it work? What year is this? I have to get to the nuclear power plant before something dreadful happens!  

At this time of year it’s traditional to take stock, contemplate how far we’ve come, what we’ve learnt and what we need to be focusing on next year to really make waves. You probably do it yourself. Do you - one hand clasping a champagne flute and the other clammy with Twiglets - set New Year’s resolutions, like losing 10lbs, taking up knitting or learning to drive? You probably say to yourself, "This is the year! This is the year I’ll get fit, quit my job, get back into horseback riding, become a carpenter, get a promotion, get my degree…" You’re not alone. 45% of Americans usually make a pact to reinvent, reinvigorate and reignite their lives once the clock strikes twelve on New Year’s Eve, and 17% ‘sometimes’ make New Year’s resolutions. As a technology company focused on learning and development, our goals naturally revolve around creating awesome technology solutions, helping as many people and organisations as we can to improve their skills and knowledge, and making learning as fun and enjoyable as it can possibly be. If you’re like us and can see the importance of self-development and online learning, perhaps your New Year’s resolutions will also involve improving your knowledge? That’s all well and good… except that only 8% of people who make a New Year’s resolution are actually successful in achieving what they set out to. In fact, over half will have given up on their resolutions by June! Imagine if we gave up on our goal to have the #1 Learning Management System in the world… how boring life at GEHQ would be! Despite these poor results, setting yourself targets at the start of the year can help to focus your mind and get you achieving more than you could otherwise. So, once your headache has gone and you’ve had the chance to review your resolutions, here are some tips to help you stick to your goals for 2015: 1. Tell people what your goals are Our goals are to create exceptional online learning that knocks socks off, excites learners and delights organisations. That means we need to focus on evolving our Learning Management System (the Academy LMS), producing new and exciting features, and creating evermore fascinating and invigorating learning environments. There you go - now you know our goals. What about yours? Once you tell people what you want to achieve in 2015, you make yourself accountable. Share with your friends and family what your goals are and be honest when they ask you about it or when you share your progress. It’s much more affirming to be able to tell them you’re rocking your resolutions than losing the battle, which means you’re more likely to behave in ways that support the resolution. If your goal is to lose 4lbs a month and you know you’ll be reporting in to your partner at the end of every month, you might be less likely to pick up that donut on the office table and more motivated to get out of bed 30 minutes early for a run when it’s raining… 2. Break your goal into manageable chunks Rome wasn’t built in a day, so you can’t really think you can become the most inspirational leader overnight or wake up the day after a run weighing a stone less! Think about your goals in terms of smaller ‘missions’. We wrote about this before, it works so well! When you break resolutions down into missions you’re more likely to achieve them because they seem, well, more achievable! Think of it this way: if you want to get a qualification, you don’t just take a test. Instead, your goals or ‘missions’ might look like this: Research the qualifications available, pick one and begin. Complete all the eLearning modules and associated tests. Study, making sure there are no gaps in your knowledge. Complete and hand in any assessments and projects required to pass. Celebrate passing! Hang your certificate in the hallway. See? This makes the overall goal much more achievable because you can see what smaller steps you need to take to get there. It’s no longer as daunting or impossible as thinking, "This year I will get a qualification." 3. Set a date If you’re worried you’ll become one of those ‘give up after ten days’ goal-failers, then setting a date might work for you. Going by the example above, let’s say that you want to complete the first mission within one week - so you’ll spend that week researching qualifications, working out your finances and applying. Mission #2 is pretty big, so you’ll want to give yourself longer - depending on the length of the eLearning modules, maybe 2 weeks per module. Doing this will help keep you on track, and you’ll be able to tell pretty soon if you’re deviating from course. If it’s already been three weeks and you’ve not picked your qualification, you’ll need to knuckle down and get it done - or figure out what’s stopping you… 4. Be real with yourself Sometimes we like to hide things from ourselves. It might not be obvious at first, but if you’re putting off doing something - like shopping for the tools needed to fix your kitchen counter or only buying junk food when you’re meant to be on a diet - then you’ll need to try to delve into the issues and see what’s preventing you from doing what you need to do to achieve your goals. Don’t forget, you set these goals yourself. You wouldn’t have picked them if you didn’t want to make them happen, so what’s holding you back? You know you want to run the 10k with your friends in three months’ time, so why haven’t you booked your place yet? So, what goals are you setting yourself for 2015? Let us know! If taking control of your learning and development (or that of your organisation) is one of your goals, then get in touch - we’re experts when it comes to inspirational online learning!  The post Stick to Your Goals and Reap the Rewards! appeared first on Growth Engineering.

Do you remember your time at school? You were probably encouraged, unwittingly, to become extremely ‘average’. Think back to your favourite and most hated subjects. Which were you given extra help with? Was it the one you loved and were naturally talented at, or the one you disliked and struggled to grasp? It is likely that you were pushed to perform in the topics you found difficult, yet if you excelled at something, chances are you weren’t pushed quite so hard - if you were already good at it, there was no need to expend any further effort in that area, right? This training technique results in a lot of average people: they are mostly good or adequate at most things. But in an organisation, you don’t want a lot of average people - you want employees who have exceptional individual talents. Someone who is brilliant with numbers to work on the accounts; someone with a natural skill for leadership to take the team forward. What does it matter if these individuals can’t do the other’s job? That’s not what you’re paying them for! What is really needed is a Learning and Development plan which focuses on individual talents: the skills that organisations need. Of course, there will be basic levels of understanding that are necessary in an organisation. But over and above this, businesses should be focusing on developing employees’ natural talents. How to bring talent and learning management together: 1. Create competencies. In order to know what the L&D plan needs to deliver, organisations need to create a set of competencies - the skills and behaviours that employees need to possess and display in order to meet the company’s needs and the industry’s demands. 2. Assess competencies. Once competencies have been created, employees can then be assessed. Competency assessments are all about providing a way of building the skills and knowledge that people need to perform their current job. It’s also the key element of the succession planning process because it provides a way of developing people for their future roles. 3. Map skills to roles. What makes a good salesperson? What skills does a retail store manager need? How do they differ from a warehouse manager, or Head of Finance? Once you know what skills each role requires, you can plan your training around learning and improving these skills - which will benefit the individual employee, the department and the company. 4. Develop an L&D strategy aligned to business needs. In the past, this might have involved creating a five-year L&D plan that would focus on meeting the business’s projected needs. But with such a tumultuous business landscape now, it is essential instead for L&D to develop the ‘mindset and capability to understand the emerging needs of the business … and [have] the ability to design "just-in-time" learning solutions that harness current issues’ (Training Industry, 2011). L&D need to be able to react to changes in the business quickly, efficiently and expertly. 5. Get Subject Matter Experts involved in eLearning content production. Stop outsourcing your training and development to external companies that don’t know your organisation, don’t know your employees and don’t know your industry. To create the best training programme that truly meets the needs of the organisation, L&D should utilise the skills and knowledge of subject matter experts (SMEs) within the company. While subject matter experts really know their stuff - that’s why they’re experts after all - this doesn’t necessarily mean they know how to teach others what they know, especially when it comes to designing online learning. To get SMEs on the same page as L&D, it’s important to get them involved in eLearning production (Articulate, 2011). Think of your own organisation: I’ll bet there are a lot of extremely knowledgeable employees who are approaching retirement age. Are you just going to let them take their knowledge with them and have it disappear from the company forever? Of course not! Get them involved - encourage them to collaborate with other employees, old and new, and share their knowledge. 6. Make training relevant to the role. To truly break down barriers between learning management and talent management, it’s essential that training is relevant to the employee’s job role. Contextual learning (making the learning directly relevant) aids in problem solving, encourages learners to learn from each other and allows them to monitor their own learning, leading them to become motivated self-learners, or ‘active’ learners (CORD, 2012). In other words, training has to be business critical: it has to be beneficial to the organisation and fit into the business’s objectives. 7. Make employees accountable. When employees become active learners, they become accountable - they realise that improving their skills and learning new things is beneficial and ultimately up to them. Whereas in the past L&D ‘owned’ the training program, more and more these days it is the employees (i.e. learners) that are taking the reins (Personnel Today, 2014). In an ideal world, L&D will become the facilitators of knowledge, helping learning to happen where it needs to happen. Which brings us on to point 8… 8. Encourage informal learning. You may be familiar with the ‘70:20:10’ problem. It states that while 70% of our knowledge comes from on-the-job training and 20% through observation of others (together, these are ‘informal’ or ‘social’ learning), only a tiny 10% comes from ‘formal’ training, i.e. training courses, workshops, eLearning units and textbooks. For some reason, it is the 10% that L&D programmes focus on - which means employees miss out on 90% of learning which occurs informally! Therefore, when employees are encouraged to continue their education outside of the formal training, they actually come to remember more. 9. Reinforce learning. Organisations need to have a way to reinforce the learning content - otherwise, it will be forgotten. After all, without reinforcement, the training will be nothing more than knowledge transfer, which has been shown not to lead to any behavioural change (CAOT, 2005). Want to find out more? We’ve written a white paper all about social learning and how to encourage learners to start sharing their knowledge with their peers. Read it by clicking the button below!  The post 9 Ways to Unite Talent and Learning Management! appeared first on Growth Engineering.

We’re really happy to let the cat out of the bag and tell the world that we’re going to be exhibiting at Learning Technologies on 28th and 29th January 2015 in Olympia, London. It’s always such a great event but for the last couple of years we’ve attended only as visitors - so it’s fantastic to be ‘taking a stand’ (stand 150 to be precise) and exhibiting to all you lovely attendees. We’re especially excited this year because… *drumroll*… we’re going to be announcing a new product! We can’t say too much about it right now, but let’s just say that there will be something magical happening on the day… Something that will delight eLearning creators far and wide… Something that will excite learners and revolutionise eLearning for good… As an extra treat for you, Juliette - Growth Engineering’s Managing Director - will be taking to the stage in her usual passionate, energetic style at 3.30pm on Day 2 in Seminar Three to talk all about this exciting new product. As a bit more of a teaser, we can tell you that she’ll be inviting the audience to join her in the battle against dull eLearning and to commit to making the online world a brighter, more exciting place for learners. So if you’re going to be at Learning Technologies, please drop by and say hello! We love a good natter and we’re overjoyed to be able to share our new product with you. In the meantime, why not download one of our white papers? It’s ready and waiting for you!  The post Learning Technologies 2015: Here We Come! appeared first on Growth Engineering.

By now, you may have heard quite a bit about gamification, the application of gaming mechanics to non-gaming scenarios. (If not, click here to start at the very beginning - it is a very good place to start, after all!) We believe that gamification is the best way to get learners engaged with training content - and we’ve written about it before. But, you might be wondering, how exactly does one go about ‘gamifying’ eLearning? Does it involve navigating the screen with a Playstation controller, or dishing out some playing cards? Nope! Here are 15 ways you can gamify your online learning: 1. Break the eLearning into specific sections. Being faced with three hours’ worth of eLearning is daunting! It’s a much better idea to split the eLearning content up into discrete, bite-sized parts. You can put a quiz at the end of every section and, if they pass, award the learner a virtual badge. 2. Separate the content into different, graded levels. Make the learning journey more fun! Hide content from learners until they ‘unlock’ the module by gathering enough points or badges. So the more they do and the further they progress, the more content is available for them to experience. 3. Track scores in each section. Once a learner can see how well they’re doing in each section, they can work on increasing their average score! 4. Make rewards shareable. Allow rewards like badges, certificates or achievements to be posted on social media sites and internal company intranets. If someone’s doing really well, it’s nice to be able to show off a little bit. 5. Introduce time constraints. Make ‘levels’ date or time sensitive, so students need to check in each day, week or month to receive new challenges. If they don’t log in within the time limit, they’ll have missed the boat - and their fellow learners will have overtaken them on the leaderboard! 6. Encourage social learning. Create group assignments so that students collaborate together to accomplish projects. This’ll tap into the 90% of learning which occurs ‘informally’ - 70% occurs through observation of others and 20% through on-the-job training! 7. Make it matter. Introduce the concept of a ‘quest’ or ‘epic meaning’, where learners submit a piece of work which reinforces learning or cultural norms. 8. Incentivise users to share and comment on other people’s work. This embeds learning and encourages knowledge sharing - which, as we saw in #6, is great for retaining knowledge! 9. Delight learners. Surprise users with extra bonus rewards when they finish a particularly difficult eLearning module or pass a new challenge. They’ll appreciate the extra goodies! 10. The heat is on. Create artificial pressure by using ‘countdowns’ on quizzes. This makes users tackle challenges under time constraints - a skill which is very useful in their day-to-day work lives. 11. Punishments! Take away badges, or rewards, if challenges are not met successfully. It might sound harsh, but if you want learners to appreciate the gamified rewards then you need to make them worthwhile; a status symbol, if you will. A pop star won’t stay popular for long if they never release any new material. 12. Try and try again. Don’t make the eLearning a one-time deal. Instead, make role-playing or branching scenarios within the eLearning infinite, or repeatable, so that if the challenge is not met successfully, the learner has to find a solution. They can’t just give up and admit defeat - the answer is there, so they have to make the effort to find it! 13. Create a story. Introduce characters that help and hinder the learner on their journey. It’ll make it more engaging and memorable. 14. Personalisation. The learner can create or select a character to ‘play’ throughout the eLearning, or - even better - play as themselves! You’ll be amazed at how enthusiastic a learner will be to save their character from the Swamp of Stupidity when they’ve created it themselves. 15. Make it competitive! Post leaderboards showing learner performance across departments, geographies and specialisms to encourage competition and collaboration. No one wants to be at the bottom of the heap. This works particularly well with salespeople, who are naturally competitive (who’d have guessed!?). Want to find out more about how to gamify online learning? Download our white paper!  The post How to Gamify: 15 ways to introduce gaming concepts into eLearning appeared first on Growth Engineering.

This week’s Learning Hero is Cheri Baker! We like Cheri Baker because, just like us, she’s on a mission to help good companies become great companies. The heart of any organisation is made up of its people but it’s no good having a heart without a pulse. As an organisational development specialist, and the president of Emergence Consulting in Seattle, WA, Cheri makes it her business to help organisations to find their pulse and put the life back into their business. In order to improve their results, these businesses have to improve the performance of their people. Cheri utilizes a wide-ranging set of specialities and services from arranging teambuilding workshops and retreats to providing customer service training and creating drives to improve employee engagement. It might seem obvious to some people, but it’s not enough to focus on one area of a business and hope for great results. To improve your company culture, you need to find areas in need of development at all levels. Cheri is well aware of this fact, and that’s why she provides such a range of services to managers and supervisors as well as employees. Besides her consultancy work, Cheri is also an aspiring novelist, or as her Twitter bio puts it, "Management consultant by day, struggling novelist by night." That might seem a little inconsequential, but it does have some impact when it comes to her blog. Like many people in the Learnosphere (you heard that here first!), Cheri produces a regular stream of articles featuring advice on productivity, observations on work culture and much more. The thing that sets Cheri apart from some of her peers is that her blog posts are actually a joy to read. Not only do these posts provide some useful information, they’re filled with personal experiences and real stories proving once more that she knows a thing or two about engagement. If you want to find out a little more about what Cheri does, check out the Emergence Consulting website, or you can visit her professional blog, The Enlightened Manager. On the other hand, if you want something more informal (with added puns!), you can visit her personal blog. For more a bite-size helping of Cheri, you can also follow her on Twitter or Facebook. In any company, an engaged workforce is the key to success. A high level of engagement can mean the difference between a team of motivated employees and a horde of zombie learners. In The Night of the Learning Dead, Roger the L&D manager unlocks a zombie curse by choosing the wrong Learning Management System. Find out what happens for yourself by hitting that button below…if you dare!  The post This week’s Learning Hero is Cheri Baker! appeared first on Growth Engineering.

We’re pleased to announce that at this year’s Learning Technologies show - taking place on 28th and 29th January 2015 in Olympia, London - the world’s #1 eLearning expert, Craig Weiss, will be hosting three seminars on the Growth Engineering stand! Craig is an eLearning analyst, expert, blogger, speaker, thought leader and all-round nice guy. He runs the E-Learning 24/7 blog which sheds light on the eLearning industry one arresting blog post at a time. In fact, he just released his Top 10 LMS Forecasts for 2015 - check it out here. Back to the show. Craig is offering lucky Learning Technologies attendees the chance to hear him speak three times during the event; twice on Day 1 (28th) and once on Day 2 (29th). Simply head on over to Stand 150 (that’s the awesome Growth Engineering stand - and with what we’ve got planned, it’ll be easy to spot!) at the below times, open your minds and prepare to be blown away! Day 1, 11am: Craig will be talking about LMS Trade Shows - if you’ve never been to an event like this before, this is a great introduction to what you should be asking to get the most out of the event and make the most of your valuable time. Day 1, 2.30pm: That afternoon Craig will host a question and answer session, ‘Town Hall Q&A’. Got a question about the eLearning industry? Wondering why he has crowned our Academy the #1 LMS in the world? Need a new LMS but not sure what functionality you need? Fire away! Craig will be on hand to answer anything that pops into your head. Day 2, 11am: Day two may just be even more exciting than the first day: Craig’s talk that day will divulge insider information about eLearning in the UK. If you want to find out where eLearning in the UK is going, how it’s unique and what to watch out for, this is the talk for you! But that’s not all! If you find yourself with a spare half hour later on during Day 2, head to Seminar Three at 3.30pm: you’ll be able to hear Juliette Denny, Growth Engineering’s Managing Director, explain how to create super-engaging game-based eLearning with our brand new product, Genie. What’s not to like!? We hope you’re as excited about Learning Technologies as we are. We count ourselves very lucky to not only be ranked the #1 LMS in the world by Craig Weiss, but to have him join us on Stand 150 too. We look forward to seeing you there! In the meantime, why not check out our white paper on how our Academy Learning Management System will help you secure awesome return on investment?  The post Craig Weiss to Host THREE Talks at Growth Engineering’s Learning Technologies Stand appeared first on Growth Engineering.

Do you know what the biggest problem with online learning is? Here’s the answer: it is goshdarn mind-numbingly boring! The majority of eLearning sends learners to sleep, makes them dread their upcoming training and causes them to question whether they really want to improve their skills and knowledge in the first place - is torturous online learning really worth it!? And that’s a massive problem. The entire purpose of online training is to upskill learners, improve their career prospects and put them in a great position to not only excel themselves, but to push the organisation forward to new successes, too. So when it comes to fixing the problem of boring learning, what can be done? There are a number of ways to improve online learning and engage learners with their training, from personalising the eLearning courses and rewarding learners with points and badges (i.e. gamification), to encouraging learners to compete with one another and share their knowledge. We’ll cover them all another time (or you can click here or here to read a couple of nice meaty white papers which should cover everything!), but for now, let’s talk about Learning Objectives. It might sound a bit boring and remind you of being in a classroom at school, but learning objectives are an essential part of online learning. But there is more to a learning objective than a statement of what the learner is required to understand at the end of the training. When learning objectives are used in the correct way, learning won’t seem so dull and boring; online learning will have meaning, direction and excitement. Learning Objectives Aren’t One-Offs: You should always think of learning objectives as individual parts of an ongoing ‘whole’ training programme. Sure, one module might be stand-alone (such as ‘Deciding which fire extinguisher to use in a fire’), in which case the associated learning objectives might be: Correctly identify which fire extinguisher to use for a particular fire Understand how to use fire extinguishers But don’t forget that it is part of an employee’s whole training about fire safety - they also need to learn about how to prevent fires, what to do in the event of a fire, who to contact, the escape routes and so on. Learning objectives aren’t discrete training goals - think of them as ingredients in a cake. You need to add all the right ingredients in the correct order to make a tasty cake, rather than a dry, dusty disaster (which is what a lot of eLearning becomes!). Learning Objectives Should be Meaningful: So, if we agree that learning objectives aren’t discrete goals but part of a whole learning journey, how do we make them ‘add up’ correctly and make the journey worthwhile? With online learning, one of the ways to do this - and something that is available on our Academy, the world’s #1 LMS - is to assign learning to ‘Levels’. As learners interact with their LMS and take training, they’ll gain points, just like in a video game. Once they’ve gained the requisite number, they’ll ‘level up’. Levels on the Academy LMS are an aspect of the gamification functionality that we really think makes a difference to the learner experience. So if the overarching goal of training is to understand the fire safety policies and best practices within an organisation, then ‘Levels’ can be created to encompass each stage of the training. Let’s see how it might work: A learner logs on to their LMS for the first time in order to take the fire safety course required of them by their organisation. As soon as they enter the exciting world of online learning, they’re assigned to the first ‘Level’: Raging Blaze. Associated with this Level are some predefined eLearning modules, access to specific chat groups (or ‘Insight Groups’, as we call them) and extra reading that relates to their Level. After they go through everything available to them and learn about, say, the first thing to do upon discovering a fire, they’ll take a test or assessment to check they’ve learnt the topic. After doing all this, the learner will have accrued sufficient ‘Points’ to take them over the threshold of that Level and into the next one: Smouldering Fire. In this Level, learners are given access to different eLearning modules, groups, tests and additional material. Again, they progress through, until they’ve gained enough points to ‘level up’ to the final level: Cooling Embers. See how it’s all connected? Aligning learning objectives to Levels makes the whole process smoother, ensures learners are learning the right things in the correct order, keeps their training structured and even adds an element of fun - I’m sure we all know how enticing it is to earn points and ‘level up’; it’s the focus of almost every computer game around, after all! Want to find out more? Click here to read about how important it is that online learning is engaging, or click below to go back to basics and discover exactly what eLearning can do for your organisation!  The post The Biggest Problem With eLearning, And How You Can Fix It appeared first on Growth Engineering.

‘Selling’ an online learning solution to senior management can be tricky - there are lots of misconceptions of eLearning that you’ll need to push through, objections you’ll need to tackle and explanations you’ll need to give. As an integral part of the Learning and Development department, your job includes convincing senior management that eLearning is the way forward. In order to make sure you get off to a great start in your campaign to move training online, here are seven things that senior management will want to know about eLearning: 1. Why is online learning a good solution? What’s wrong with the traditional training the organisation has been doing for donkey’s years? To reassure your boss that making the move from classroom training to eLearning is the thing, you’ll need to provide costs and statistics of your current training. How much does, say, one day of workshop training cost the organisation? Don’t forget, this isn’t just in terms of classroom hire and booking a tutor. How much will be lost in daily sales? What about travel expenses, lunches and accommodation? Compare this to the possible costs of online learning. While the initial costs may seem large, once you factor in the fact that learning can be conducted outside of working hours, employees don’t need to be ferried around or given lunches, and they won’t miss a day working, you can see that eLearning might just be the solution your organisation has been looking for. 2. Or, we already have an LMS - why do you want to change it? This is might be more tricky to answer, particularly if your current LMS has been a bit of a disaster. Of course your bosses will be hesitant to sign off on another hare-brained idea if the last one wasn’t exactly successful. What does the new LMS have that your previous or current platform doesn’t? What is it capable of, and - this is really important, so write it down! - how will it ensure a better return on investment? It’s no good telling your boss that this new LMS has gamification features and social functionality - if you don’t explain how this will improve learner engagement and motivation, and therefore knowledge, there’s no reason for them to give credence to your suggestion. 3. How will you engage learners? Online learning has a bit of a reputation. It can be seen as boring, dull, tedious, poorly-executed and ineffective. That’s why your boss will ask you how you’ll overcome these things and make learning enjoyable and engaging for learners. Have you thought about how exactly you will engage learners? Some options are: - Gamification - Game-based eLearning - Social and informal learning styles 4. What will the ROI be? So, you’ve told senior management that an LMS will save your organisation money, engage learners and make learning fun. But we all know that at the end of the day, return on investment is important. Are you able to give an estimation of ROI? If you’re struggling, check out our white paper on how to make sure your LMS is delivering ROI: 5. What about our HR system? We paid a lot of money for that! Most good LMSs are pretty clever in that they will interact or ‘integrate’ with other software services. Our Academy LMS, for instance, will integrate with intranets, HR systems, CRMs and products like Salesforce and Workday. It’s really simple - find out more about integrations here! 6. How long will it take to implement? If everything is sounding good so far, senior management might be wondering how long it will take to implement this wonderful new system. The answer? Well, that entirely depends! Do you want integration work completed before you launch? Do you want to roll out the training as part of a larger marketing effort? Of course, this also depends on what LMS provider you choose - we can go from first contact to launch within just a few weeks! 7. What about creating eLearning, though? Isn’t that costly and difficult? Not always! With Genie, our game-based authoring tool, you can create really engaging eLearning in two shakes of a lamb’s tail - or two rubs of Genie’s lamp! We’re not quite ready to tell you all about Genie right yet, but check back soon to find out more! When you can answer all these questions clearly, concisely and confidently, you’ll be in a great position to really put forward your online learning idea - and if you need a bit more help, check out the white paper we wrote on all the common objections we’ve heard:  The post 7 Things About eLearning Your Boss Wants to Know appeared first on Growth Engineering.

Here at Growth Engineering, we’re big believers in the importance of lifelong learning. We think that there is always something new to learn and that our learning journeys should never come to an end. And it seems we’re not the only ones who think this way! There are plenty of quotes out there - from geniuses and historical figures to pop icons - that show we’re not alone in loving learning. We decided to trawl the internet for our favourite learning quotes. We hope they get you thinking and motivate you to continue pushing your self-development forwards! 1. There is no end to education. It is not that you read a book, pass an examination, and finish with education. The whole of life, from the moment you are born to the moment you die, is a process of learning. - Jiddu Krishnamurti 2. We now accept the fact that learning is a lifelong process of keeping abreast of change. And the most pressing task is to teach people how to learn. - Peter Drucker 3. I am always ready to learn although I do not always like being taught. - Winston Churchill 4. Live as if you were to die tomorrow. Learn as if you were to live forever. - Mahatma Gandhi 5. Wisdom is not a product of schooling but of the lifelong attempt to acquire it. - Albert Einstein 6. One learns from books and example only that certain things can be done. Actual learning requires that you do those things. - Frank Herbert, Children of Dune 7. Tell me and I forget, teach me and I may remember, involve me and I learn. - Benjamin Franklin 8. Develop a passion for learning. If you do, you will never cease to grow. - Anthony J. D’Angelo 9. One hour per day of study in your chosen field is all it takes. One hour per day of study will put you at the top of your field within three years. Within five years you’ll be a national authority. In seven years, you can be one of the best people in the world at what you do. - Earl Nightingale 10. You don’t understand anything until you learn it more than one way. - Marvin Minsky11. If you can’t explain it in simple terms, you don’t understand it. - Growth Engineering 12. Research shows that you begin learning in the womb and go right on learning until the moment you pass on. Your brain has a capacity for learning that is virtually limitless, which makes every human a potential genius. - Michael J. Gelb 13. You learn something every day if you pay attention. - Ray LeBlond 14. Anyone who stops learning is old, whether at twenty or eighty. Anyone who keeps learning stays young. The greatest thing in life is to keep your mind young. - Henry Ford 15. In the end we retain from our studies only that which we practically apply. - Johann Wolfgang Von Goethe 16. We learn by teaching. - Proverb 17. Ask a question and you’re a fool for three minutes; do not ask a question and you’re a fool for the rest of your life. - Chinese Proverb Which of these quotes about learning resonates most strongly with you? If we’ve inspired you to take control of your own knowledge and learning, the next step is to check out our research paper on why it’s so vitally important that you enjoy any training and development you decide to undertake. Check it out below!    The post 17 Insightful Quotes About Learning to Inspire You appeared first on Growth Engineering.