Unit 3.1: Importance of Lifelong Learning
At the end of this unit, I can:
- Explain the benefits of continuous learning for both personal and professional growth
- Understand and apply the concept of a growth mindset
- Create short, medium, and long-term personal and professional goals
- Conduct self-assessments to identify areas for continuous improvement
- Build self-efficacy and confidence through achievement and growth
- Design a personal plan for lifelong learning to enhance professional and personal opportunities
The importance of Lifelong Learning (LLL)
- LLL implies the consistent acquiring of new skills and knowledge throughout life. It is an on-going process that starts at a very early age and continues till adult life. LLL can be driven both by personal and professional motivation.
- When we talk about LLL in fact, we are not referring only to formal education (i.e., schools and university), but we are also looking into informal and non-formal learning taking place in different and experiments settings: work-based learning, self-study, coaching and mentoring programmes, etc.
- Nowadays, societies and economies are changing very rapidly: for citizens of all demographic, cultural and social background, LLL plays an essential role to help them in remaining aware about latest trends in technologies evolution, labour market trends, political changes, and other relevant social phenomena
Benefits of LLL
- First, by acquiring new competences and skills, individuals contribute to expand for themselves their professional opportunities, and their concrete capacity to boost their work career.
- In second instance, people that commit to LLL are more flexible and resilient to changes happening in societies in economies. In general, the more skills and competencies one possesses, the less threatening the uncertainty of the future becomes.
- Learning new skills, even as a hobby, stimulates the cognitive capacities of our neural system – the first and most important antidote against the negative effects of aging.
Finally, people perfecting new skills and acquiring new knowledge develop much greater self-awareness of their capacities and potentials, growth-mindset, and robust sense of trust in themselves.
LLL and the development of a growth-mindset
One of the key benefits of LLL is its capacity to help people in developing a renewed sense of purpose and motivation. People’s perception of their abilities and potential greatly impact their approach to learning.
By the very nature of its key feature, LLL embrace the concept of a growth-mindset. LLL generates opportunities for (professional and personal) growth.
Lifelong learners are very much aware of their limitations, what they do not know, and cannot do. Despite that, they are prone to taking on new challenges and working towards results that help them in addressing their gaps in their knowledge and skillsets.
Embracing a growth-mindset helps you to strengthen your resilience in the face of difficulties, find creative ways to overcome everyday challenges, face set-backs and errors in a constrictive way.
Defining elements of a growth-mindset
- Challenges are seen as opportunities to learn, rather than obstacles and threats.
- Errors and failures are lessons learnt, they contribute to build experience and attitude.
- Persistence leads to expected results, things rarely go as planned first try.
- Most important lessons come from constructive feedback, with no need to adopt defensive behaviours.
- Inspiration comes from other people’ success, no shame in asking for recommendations and suggestions.
- Positive thinking drives motivation, being bad at something is not an indicator of innate “inability”.
- Talent is not a static trait, it takes patience and a rational approach.
- Success are celebrated, be good with yourself and remember to appreciate what you have achieved.
All of the above (and more), and the behavioural traits of lifelong learners to fulfil the desired ambitions.
LLL and professional growth
- The job market demands workers that are competitive and capable of adapting to ever-changing operational contexts. The more skills and competences a worker detains, the higher the changes to make big leap in his/her professional career in shorter time.
- Individuals detaining a various set of skills and competences are also capable taking on different roles and responsibilities, they are flexible and adaptable to different fields, hence, they can find work in different industries and sectors with relative ease.
- People that are committed to learning and growth are also eager to improve further, perfect their skills and competences, aim for higher ambitions and expectations for themselves, and go through a continuous development pathway. Through self-reflection on what can be improved, they open new opportunities for promotion and career advancement.
LLL and the connection with growth-mindset
- As we saw already, LLL is the foundation of a growth-mindset. In turn, the development of a growth-mindset nurtures an individual’s commitment to LLL. Each one nurtures and sustains the other.
- The adaptability and resilience that comes with a growth-mindset is eased also by the capacity of individuals to learn and experiment with new knowledge, skills. The more you know, the more you can do, the easier is it for you to find yourself at ease out even of your comfort zone.
- The concept of growth-mindset feeds into the assumption that there is always something new to do, and something new to learn. This is precisely what lifelong learning embodies, reinforcing the idea that people have the capacity and opportunity to continually push the boundaries of their knowledge.
- In a sense, a LLL commitment by an individual is tangible and concrete manifestation of the growth-mindset into-action.
LLL and perception of self-efficacy
- Sense of self-efficacy is an individual’s belief in their capacity to make things happen. People with a high sense of self-efficacy have robust trust in their means and their potential to succeed. Through lifelong learning, as a person continues to develop skills, competencies, or knowledge in any field—such as managing relationships with supervisors or clients—they will increasingly perceive themselves as more effective in that area.
- Developing a sense of self-efficacy is built by achieving consistent, incremental progress. Every small result matters: it boosts confidence, reinforces positive behaviour, and builds a valuable foundation of experience.
- The learning curve should never be too steep. Instead, learning should be structured into manageable tasks with small, intermediate goals. Setting goals that are too ambitious relative to your current abilities can lead to frustration and failure. Be kind to yourself and realistic about what you can achieve, considering your circumstances.
Tools & Strategies
Let’s start by setting goals…
First thing that is recommended to organise your LLL plan is by identifying the objectives and ambitions.
- A well-structured objective is fundamental to keep you committed and focused.
- Without a clear idea about your destination, you will never know which way you are going, and where you will really end up to…
- In practice, that are many different approaches and methods to identify goals and objectives:
- SMART method
- WOOP method
- CLEAR method
- Etc…
Example: setting goals, the HARD way…
Your goals and objectives should be HARD:
- Heartfelt: this objectives really belongs to you, you really want it, you really want to accomplish it, it is connected to your personality and deepest desires..
- Animated: this objective is easy to be visualized, you can see already yourself achieving it, and you can sense the great sense of accomplishment that comes with it…
- Required: this objective leads results that are really needed so much so that there is no plan B…
- Difficult: this objective is ambitious, challenging, and at times even tiring, but achievable nonetheless, motivating and highly engaging…
If the goals and ambitions that you set for you are HARD, you are in for a journey that will maximize your performance and test you at the very best of your capacities.
Approaches or Tools
As every great athlete can confirm, excellence is a matter of meticulous planning, continuous practice and exercise.
- Now that your objectives are “hardly” defined, it is time to set the pace and rhythm of the way in which you wish to proceed towards your goals…
- Plan a calendar of activities
- Allocate timeslots to the specific task that you want to focus on
- List all the resources that you might need in the process
- Think big, but act in small steps…
- Identify performance parameters helping you in keeping track of your progresses
- Monitor the results that you make…and do not be anxious to rush things
Example and how to use: scheduling an action plan
When you are about to start something – let it be cultivating a hobby that you are passionate about, start learning a new computer skills, write a book, etc. – it is important that you take into consideration the time factor. You need to come up with a strict agenda, but flexible enough to not generate too much stress.
Your commitment to this new activity materialise in an action plan where you will indicate precisely what you will do/achieve over a certain period of time.
Remember that you are in control of the time that you want to allocate to certain tasks: this planning exercise should help you in breaking down the overall workload into smaller and more manageable activities.
The important thing is that you associate each micro-task that you will perform to: 1) a specific expected results, 2) a timeframe of reference. In you achieved you expected results in the expected timeframe, it means that you are a good track…
Example of calendar and action plan: weekly basis
The blue squares indicate examples of weekly timeslots that you can dedicate to any sort of new activity you might be interested in undertaking. In there, you will indicate the goal for the day and what needs to be considered achieved.
The sum of task that you complete in a week should lead you to small but important and incremental progresses.
In this way, day by day, thanks short but continuous steps forwards you get closer and closer to your HARD goal(s).
Example of calendar and action plan: monthly basis
Interpersonal growth and development
Be comfortable in being uncomfortable
- In psychology there are many personality tests that people rely on to identify strengths and weaknesses in their behavioural patterns, and how these affect their relations with others (colleagues, family, friends, loved ones, etc.).
- If you do not have time for that, the easiest way to know where you could improve as a friend, a lover, or colleague is just by asking.
- What do you think about me, what am I doing wrong, what can I improve on, etc. these are all very powerful questions that you can address to the interested parties…be ready for the unexpected, you may not like what you hear.
- Admitting your wrongs, and accepting critical feedbacks is strong traits of a growth-mindset personality
- The feedback that you will receive are relevant starting point for your professional and personal development journey.
Example and how to use: 360-degree feedback
Let’s say that you wish to know how your colleagues really perceive you, and what is their overall opinion about you.
- First, find a quite space and by yourself draft a list of general comments, perception and opinion that you think they might have about you.
- Select a small group of people whose opinion is important to you as professional and worker. Make sure to include not only your peers but also your supervisors and the people that you supervise…you want to receive a 360-degree feedback after all.
- Ask them to be as transparent as possible in how they see you as a professional, and as a person first of all.
- Once you have gathered and collected their feedback, then proceed to assess how they align to your expectation.
- Be mature in the way you decide to respond to criticisms and negative comments: treat people with dignity and respect even in the face of adversity and conflict
- Find your HARD goals (10 min.)
Find a quite space and take some time to reflect on the following self-reflective questions. There are no right / wrong answers. This is a pure self-reflective exercise to help you in better understanding what could drive and motive your growth.
Heartfelt (goals that deeply matter to you personally)
- What activities or accomplishments make me feel the most fulfilled or excited?
- When have I felt passionate or inspired in my career or personal life? What was I doing at the time?
- What core values do I hold that I want my goals to align with?
- What impact do I want my work or life to have on others, or the world at large?
- What’s a problem or challenge in my field or community that I deeply care about solving?
- Who inspires me, and what is it about their journey or success that resonates with me?
Animated (goals that you can vividly imagine and bring to life)
- If I achieve this goal, what will my life look like in one, five, or ten years?
- How would I feel if I accomplished this goal? Can I picture myself celebrating or enjoying the results?
- Can I visualise the steps I need to take to achieve this goal? What would each milestone look like?
- What does success look like for me—personally, professionally, or in terms of impact?
- How would achieving this goal change my daily life or routine?
Required (goals that are essential)
- What goal do I feel is absolutely necessary for my happiness, career, or personal growth?
- What would the consequences be if I don’t achieve this goal?
- Is this goal linked to something that I must achieve for my career advancement or personal fulfilment?
- What needs to change in my life right now, and how urgently do I feel about making that change?
- What goals are non-negotiable to me, regardless of the effort required?
- What skills, knowledge, or experiences do I need to remain competitive in my field or relevant in the future?
Difficult (goals that stretch and challenge you beyond your comfort zone)
- What is the most challenging or ambitious goal I’ve ever set for myself? Did I achieve it? What did I learn from it?
- What fears or uncertainties do I have about setting bigger, more challenging goals?
- What skills, resources, or knowledge do I need to acquire to accomplish my most ambitious goals?
- What is one major goal that scares me, but excites me at the same time?
- How can I push myself beyond what I believe is possible?
- In what areas of my life have I been playing it safe, and how can I set goals that push me to grow?
- Stress-test your intentions and will-power (10 min.)
Now that you have a preliminary understanding of your HARD goals, narrow down these self-discussion on the following aspects:
- What are my biggest weaknesses/fears, and how they can prevent me to achieve ambitious and impactful goals?
- Am I willing to commit to a difficult goal even if it requires significant time, effort, or sacrifice?
- How will I stay motivated when the path toward my goal becomes difficult or unclear?
These questions are provocatory on purpose. In the way they are structured, these questions force us to deal with traits and features of our personality that we normally tempt to avoid. Talking about fears and weaknesses generates a deep and unpleasant sense of discomfort. Nonetheless, weaknesses are part of the LLL equation as well: people that adopt a growth mindset know how to acknowledge them, address their fears, and work towards ways that help them to turn them into opportunities for growth. Being aware of what might stop you, is the first step that you take to remove them from your way.
Reflection Questions
- How can I adopt a beginner’s mindset in my everyday life?
- What can I do to remain humble and open, even in areas where I have expertise, so I continue learning and growing?
- How do I view the process of learning itself?
- What new skills have I gained over the past year?
- What immediate steps can I take today that contribute to my long-term growth?
- How can I better balance short-term learning goals with long-term personal and professional development?
- How do I approach topics that I find intimidating?
- What resources or habits help me maintain my commitment?
- What are the biggest challenges I face when I try to commit to something?
- How do I stay curious and open to new ideas?
- What subjects or areas of knowledge outside of my career interest me?
- How can I better use setbacks or failures as learning moments?
Case Studies
The power of believing that you can improve | Carol Dweck | TED
Carol Dweck’s TED Talk emphasises the transformative power of the growth mindset, which is the belief that we can improve our abilities and intelligence through effort and learning. By embracing challenges, viewing failure as a part of the process, and focusing on effort rather than innate talent, individuals can cultivate resilience, perseverance, and a love for learning that leads to greater success in all areas of life.
Question 1: by what you just learnt about the fixed vs growth mindset, where would you place yourself?
Question 2: how would you express in your own words the power of the …not yet notion?
Question 3: what are the risks of praising talent and intelligence alone and how this can have effects on education?
Recommended Practice
- Think of challenges as “masked” opportunities.
- Instead of “I can’t”, try saying “I can’t…yet”.
- Reward effort and strategies, not only results.
- Be mature when faced with criticism.
- Failures are the best source of knowledge.
- Stay curious and passionate about life.
- Celebrate successes, no matter how small.
- Surround yourself with positive people.
Did you know?
The brain change throughout life (neuroplasticity):
Adults can continue learning new skills into old age, as long as they remain mentally active and keep stimulating their cognitive abilities.
A growth mindset leads to better performance:
Individuals tend to outperform their peers, even when initial skill levels are similar, when they are evaluated based on how creative they are in their efforts to find for a solution.
People with growth-mindset use different language patterns:
Those with a growth mindset frequently use “not yet” instead of “I can’t,” – a trait symbolic of their beliefs in their capacities and potentials.
CALL TO ACTION ACTIVITY
Designing your “growth-mindset challenge”
- Think of something that you avoided doing for a very long time because either for laziness, or fear of being inadequate…(e.g., creating a blog, perfecting public speaking, practicing French, ask for a promotion, whatever…).
- Build a HARD objective around it and use the calendar techniques shown before to draft an action plan (e.g., I will write an article per week starting from next month, I will ask my friend once a week to listen my presentation, I will by a new grammar book and exercise every Saturday and Monday morning, I will call for a meeting with the senior management on Monday, etc…).
- Define your short-, medium- and long-term goals, and aim for excellence. (i.e., I will participate in next year’s national blog conferences, I will take part in a theatre show, I will move to France for a month next summer, I want to coordinate the new production division in the US, etc.).
- Prepare a list of self-reflective questions that will accompany you in the experience: how is your mindset shifting and why you avoided this thing for so long? How is your attitude changing? How others are responding? What have you learnt about yourself? Etc…
Quiz Time!
Key Takeaways
- Growth mindset boost continuous learning through embracing challenges.
- LLL and a growth mindset build resilience, adaptability and creativity.
- Both view personal and professional development as a continuous lifetime project.
- Growth mindset motivates engagement in LLL through small, constant, incremental efforts.
- Together, they equip individuals to actively seek new skills and knowledge.
Funded by the European Union. Views and opinions expressed are however those of the author(s) only and do not necessarily reflect those of the European Union or the European Education and Culture Executive Agency (EACEA). Neither the European Union nor EACEA can be held responsible for them. Project Number:2022-2-IE01-KA220-VET-
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