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Learn From Criticism

Listen to criticism with an objective ear so you can turn it to your benefit.

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If viewed in a positive light, criticism can tell you how to improve your performance, what your weaknesses are, how you are perceived by others and where you need to tighten up your standards. It can alert you to shortcomings you didn’t know you had.

You have every reason to be grateful for the criticism you receive, whether it is intended to help you or put you down. Take what you can from it, and let the rest of it go. Here’s how to turn criticism into praise:

1. Consider criticism to be part of the process of doing your job.

Prepare yourself for some amount of criticism at some point in your career. Rather than reacting adversely, evaluate the criticism, then take the steps necessary to use it as an opportunity to grow.

2. Use your listening skills to fully understand the criticism.

Don’t rush to immediately defend yourself; rather listen to the comments of your critic, ensuring that you understand the critique before you respond.

3. Remember what it’s like being on the other side of criticism.

When you must step out on a limb and share a well-intended criticism with someone, how do you want that person to respond to your critique? Picture the ideal response to a criticism you might offer, and make that your response the next time you are on the receiving end.

4. Ask questions to clarify your critic’s position.

Don’t assume you know exactly what your critic means until you have asked questions. For example, if your boss complains that you didn’t provide enough background on your recent project proposal, don’t assume that you just need more details. Ask your boss what kind of additional background he or she needed. When you believe you have a complete picture of what your boss wanted that you failed to provide, say to him or her: “If I understand you correctly, you needed to know…” and see if your boss confirms your understanding. Asking questions not only helps you understand what the person is saying, it also indicates that you want to understand.

5. Acknowledge whatever truth there is in the criticism.

There will almost always be some truth to what your critic is saying. Make sure you hear it and respond to it. For example, if someone has complained that you are rude and abrupt, and you’ve learned through questions that your one-word answers strike this critic as rude, you may say: “I can understand how one-word answers could be construed as rude.”

6. Problem-solve with your critic.

After listening fully to the complaint and clarifying precisely what it is about, explore solutions with your critic. With the person who thought you were rude, explore how you can turn your abrupt answers into kinder, gentler ones. Of course, all of this must be explored without sarcasm or condescension. Remember, you are solving a problem, not expressing what you ultimately think of this person.

7. Thank your critic for giving you the opportunity to improve your behaviour.

This confirms your ability to be objective and professional. It also tells an honest critic that you are open to improving your performance and lets a manipulative critic know he can’t get to you through criticism.

Company Posts

Rethinking Learning In The 21st Century

The changing world of work has disrupted the three elements of the traditional ‘career’: Expertise, duration, and rewards.

Wits Plus

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Vital Stats

Traditionally the concept of a ‘career’ was considered to include three elements:

  1. A career represented our expertise, our profession, and ultimately our identity.
  2. A career was something that built over time and endured. It gave us the opportunity to progress and advance.
  3. A career gave us financial and psychological rewards. It made life meaningful and paid us enough to live well.

The changing world of work has disrupted all three elements: Expertise, duration, and rewards.

A career can now be as long as 60 years; at the same time, due to rapid advancements in technology and the changes that bring about in the workplace, skill sets can become obsolete in as little as five years.

Increasingly, companies need to rethink the way in which careers are managed and learning opportunities are delivered, and many have already begun to overhaul their career models and L&D (Learning and Development) infrastructure in line with the digital age.

Related: Your Investment In Knowledge

Employees’ learning behaviour is also changing. In the past, employees were able to obtain the skills required for their career early on and as a once-off; now, the career itself is a journey of learning, up-skilling, re-skilling and continuous reinvention to remain relevant and to thrive in the changing world of work.

Older employees who studied at a time where most of one’s learning occurred prior to entering the workplace, find themselves working alongside millennials who place greater value on learning and progression rather than on earning potential as a first priority.

Eighty-three percent of the respondents surveyed in Deloitte’s 2017 Global Human Capital Trends survey say their organisations are shifting to flexible, open career models that offer enriching assignments, projects, and experiences rather than a static career progression.

However, in today’s fast-paced business world, even if companies are restructuring L&D delivery, no one is going to make you engage in a strategy that is essential to your future success – continuous learning. You will have to take the initiative yourself.

Noted self-help expert W. Clement Stone, in his many writings on this topic, recommended that one spends anywhere from a half-hour to two hours a day in study and thinking time. This tireless dedication, combined with an insatiable curiosity, will equip you to excel in the future world of work. What’s more, learning new skills and knowledge can be fun!

The good news for both companies and for employees is that an explosion of high-quality content and digital delivery models offers employees ready access to continuous learning. The Wits DigitalCampus offers a range of accredited and fully online short courses to support your continuous learning.

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Company Posts

Your Investment In Knowledge

When you understand the value of knowledge, in this world where technology is rendering previously expensive products or services much cheaper (and even free), it’s just a matter of getting more of it. Dedicate yourself to constant learning!

Wits Plus

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Vital Stats

Most people spend their lives collecting, spending, and worrying about money — so much so, in fact, that they say they “don’t have time” to learn something new.

However, some of smartest and busiest people in the world — Barack Obama, Warren Buffet and Bill Gates — all spend at least one hour a day on deliberate learning. They see what others don’t: That learning is the single best investment of our time that we can make. As Benjamin Franklin said long ago, “An investment in knowledge pays the best interest.”

When you understand the value of knowledge, in this world where technology is rendering previously expensive products or services much cheaper (and even free), it’s just a matter of getting more of it. Dedicate yourself to constant learning!

One of the very benefits of ongoing technological advances is that it empowers an accelerated and personalised learning experience that puts the learner in the driver’s seat. Modern learning harnesses the speed, power and ubiquity of digital capability. Online platforms, software and mobile devices means that the traditional hurdles to learning — such as income, status and location — have just about disappeared. Knowledge can now be gained by anyone with the passion to pursue it and the commitment to stick with it.

Related: Building Customer Relationships

We are only at the tipping point of what future learning technology can deliver. Artificial intelligence (AI) will transform all aspects of human capital management, including learning. Technology-enabled learning will be immediate and directly relevant to the task, for example:

  • personally tailored learning content and experiences delivered to you as and when you want or need them
  • chatbots and virtual assistants can source and categorise the information that you need for optimal decision-making
  • augmented and virtual reality simulations can provide a multi-sensory experience to speed up and embed learning.

Additionally, social connectivity already enables user-generated content to outpace and outstrip what traditional education and learning institutions can deliver.

Knowledge may be the new money but, unlike money, you don’t lose it when you use knowledge or give it away. Transferring knowledge anywhere in the world is free and instant. It’s fun to acquire and it makes your brain work better. It helps you think bigger and beyond your circumstances. It puts your life in perspective by essentially helping you live many lives in one life through other people’s experiences and wisdom.

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Entrepreneur Today

How Are South Africans Feeling About The Work Environment?

A new study reveals individual fear that their skills will outdate and a growing need for lifelong learning.

Andrew Johnston

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A research report by MasterStart has found that just 23.8% of working South Africans believe their current skills will keep them employed in ten years’ time. With the burgeoning Fourth Industrial Revolution accelerating the pace of change in the world of work, most South Africans are looking to ‘future-proof’ their careers. And for 95%, lifelong learning is the key to retaining relevancy.

Related: 15 Of The Best And Most Unusual Online Courses For Entrepreneurs

Based on a survey with a sample group of over 1000 people across varying demographics and industries, the MasterStart South African Workforce Barometer uncovered that – while artificial intelligence (AI) and robotic process automation (RPA) are on the radar – other factors are currently seen as more immediate factors impacting job retention.

Andrew Johnston, CEO of MasterStart says, “Our workforce is clearly concerned, but positively, our research revealed that people are aware that frequent upskilling and reskilling will aid them in remaining relevant and employable.

In a country where unemployment is an ongoing issue, it’s imperative that we empower people to future-proof their careers by making lifelong learning opportunities continuously accessible in order to bridge critical capability gaps and compete with global standards.”

Some pivotal findings in the report included:

  1. It’s tough out there: 80% of the sample believed the job market to be tougher now than it was ten years ago. People in media and marketing especially agreed with this (92.9%), along with those in the manufacturing (87.9%) and financial services (87%) industries.
  2. Why’s it perceived as so tough? Both macro and micro factors were listed, including the political and economic climate, increased competition, fewer employment opportunities and rapid change.
  3. Age and lack of skills are the biggest barriers: While age was referenced most frequently as a barrier to future employment – especially for those over 50 – in the 18-24 and 25-34 year old brackets, lack of skills was seen as the most prohibiting factor.
  4. People in IT and tech felt most secure about their skills: Collectively, just under half the sample felt they’d been held back by lack of skills. 30% of participants in IT and tech were completely confident their skills would survive the ten year test. Those in other industries were noticeably less secure.
  5. We’re not yet comfortable sharing our workloads with robots: Close to a quarter of respondents felt AI had already impacted their industry, but just under 20% said they were completely comfortable sharing their workload with robots or processes automated by AI. Surprisingly, 18-24 year-olds had the highest level of unease about this.

Lifelong learning is the best way to remain relevant

Whilst the Barometer found a workforce in a somewhat sombre mood, positively, people were putting plans in place to learn further to acquire the skills they need.

It was good to see that 80% of respondents were planning to study in the future, with self-enrichment being the primary motivator (66%), followed by the aspiration to get further and be promoted (54%) and the desire to keep abreast with industry-related changes (41%). 58% of people favoured online learning, and a number had already completed courses.

Johnston says, “This shows a workforce that’s committed to continuously learning the new hard and soft skills that’ll entrench the adaptability required to survive the breakneck pace of the workplace.”

Those that had already studied listed the ‘big gains’ as being:

  • Tangible results: like a salary increase, promotion, skills (to be more marketable), more experience and more opportunities.
  • Higher performance: like better knowledge, keeping up-to-date, better understanding of the way the workplace works, faster completion of tasks, and having to employ fewer people as they had the skills themselves.
  • Better motivation and soft skills: like being better at dealing with people, the ability to explain concepts to clients, and overall improved communication skills.

Johnston concludes, “Given the competitiveness of the market – which will only increase with the rise of automation – having a sought-after skillset is the best way to guarantee ongoing job retention.  This means using learning to get to grips with AI and RPA in order to build efficiencies and one’s overall value-add.”

He says we also need to consider providing alternate adult education programmes to give young people the best chance of gainful employment, “It’s important we make ongoing online learning materials easily accessible in ‘snackable’, bite-sized pieces to make learning easier.”

Lastly, he believes a lot of learning is up to corporates, “Providing ongoing executive-level education grooms great leaders and provides turn-key or customised solutions to bridge big capability gaps to foster greater efficiency, productivity and profitability. Our research shows that South Africans are hungry to learn – so companies that provide this opportunity will have a greater chance of talent retention, and attraction.”

To find out more, access the MasterStart South African Workforce Barometer report here.

 Related: 6 Free Courses That Can Help You Become A Successful Entrepreneur

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