What is self-learning and why we need to practise it realise our true potential?

There are essentially three types of learning in a person’s life.

 Type 1 — Classroom Learning

This is learning a standard curriculum in a classroom. This is how we learn in School and College.This is highly standardised mass learning. Other than selecting courses and specializations, you have absolutely no say in course content or pedagogy. Certain schools and colleges might be the exception. But this is the norm generally.

Usually this type of learning is very theoretical and low on practical real life application. This is the most common type of learning. Pretty much everyone in the world goes through this.

This is also very egalitarian. Whatever you say about the quality of education, but it’s the same for everyone. For large groups of the population. All of them are chasing the same prize — good marks in that final exam which they will all write together. The difference in learning comes more from your own interest and effort.

This one size fits all is really bad for those who have the worst fit. Whose learning style has the highest variance from the standard. Nothing is done to bring out of the best of their unique abilities.

This system is very similar to the large factories which produce commoditized goods. The objective of this type of education is basic readiness. The learner is supposed to focus on learning what’s being taught and pass the exams. Going off the beaten track usually gets you a beating.

The reward is usually the degree which you get. Most of the time you are paying a lot of money for this learning. The degree has a lot of symbolic value but very little in real learning.

The success of this learning style is highly limited. We all know why.

They teach you the standard prescribed method of solving standard well defined problems.
This is the type of education which made Pink Floyd sing, “We don’t need no education”.
 
Type 2 — Mentor Learning

In this type of learning, there is a mentor or boss and the mentee or reportee. This type of learning usually happens when you start working. Usually it’s one on one.

There is generally an overarching boundary defining what should be taught or learnt.

The objective in most cases will be to make you better at your current job or prepare you for a future one. So it’s constrained by your role and the career path laid out for you. This is more application oriented than type 1. But, while there is no exam here, the learning is still often linked to targets and promotions and KRA’s. So it often ends up having a narrow scope.

But there are enough exceptions. Depending on the interest or inclination of the guide or the student or both, the teaching can drift into topics which might not be in the standard manual and won’t be covered by other pairs in the same situation.

Sometimes, it could be even better and go far beyond just functional or job skills. You could luck into finding a real teacher who could end up having a transformational impact on you. They might teach you important life skills or help in changing your self limiting beliefs. It could help in unleashing your potential. It usually takes a manager with a teaching mindset who’s invested in your long-term success.

The learning even in the best cases is still defined by the teacher’s own limitations. Both in terms of what they can and want to teach and how well they understand the unique capabilities and needs of the student. The teacher charts the course and you have to pray you end up with a teacher types early in your professional life.

The managers can often be grossly unprepared for the teaching aspect of the job. Sometimes they are also learning on the job.

The student’s motivation also plays a rule. Most of us arrive at the workplace thinking we are done with most of our education. We now just need some tactical learning to adjust to the demands of the job. The investment in learning, in terms of serious time is very low. We don’t push our bosses to glean more out of them.

We also tend to get fooled by courses and certifications. We aren’t really learning. The need for an artefact is proof that we are just collecting points to hack the career progression game. Its funny that we are willing to spend money but not dedicate time and effort so much. Which is what's needed.

You learn to solve harder problems. They aren’t as well defined and standard as the classroom style. But often they will still be different variants of the same problem. You will be solving problems which often are new for you but your guide will be quite familiar with them. She’s the one who usually gives or identifies the the problems for you

As compared to type 1, the learning quality varies a lot. As a result, the impact of this type of learning has a much higher variation than type 1. Luck plays a role sometimes. You might never get a boss who really teaches you. At the same time, you can also get a great teacher who can make a big difference in your life.

We have all heard that people leave their bosses and not their companies. The corollary is also true. People never leave an awesome manager who’s a great teache

Type 3 — Self Learning

In this type of learning, there is no teacher. You are both the teacher and the student.

As a result, usually there is no one telling you to learn. The need for this type of learning comes from your own desire to get better.

This need comes from self awareness and self critique. By understanding your own shortcomings and what you need to become better at. Most of the time, these might not be connected to your job or career progression in a direct obvious way. Often, these might not be tangible or functional skills.

This won’t embellish your resume or give you any clear measurable benefit.

As a result, it takes supreme self belief and clarity to invest serious time and effort (and sometimes money) into this kind of learning. It takes a lot of consistent effort and commitment. You have to believe very strongly that this learning will indeed make you “better” in the long term. You will have to try and be consistent with your efforts in this. You will see slow but steady progress. Over the long term, being better will have an impact on your life and work.

Such learning is needed when dealing with very complex problems. Like becoming more empathetic by improving your listening skills.

Will this make you better. Absolutely. Will you get a promotion in the short term once you master this ? No. Can you put this on your resume? No. They will laugh at you.

Now think about it. How does one arrive at the need to get better at listening. In the rarest of situations a manager might point it out. Possibly because empathy is becoming a corporate buzzword. Most of the time you have to figure this out on your own. Based on your self analysis and clarity on long term objectives. And a willingness to deal with a messy complex matter. Its quite hard.

Most people in the same situation will not feel the need for this learning. Many who might will be defeated by the challenge of figuring out how. Often, there are no proven methods to enable success. A characteristic of type 3 is that, there is no guarantee of successful learning, irrespective of whatever you try.

You will have to figure out your own methods. Often it could be like a hit and trial. You can seek advice. Read books. You will try something based on a hypothesis and then test if it really worked. The only way to learn is by doing.

As its about genuinely getting better, there is no way to cheat also. When the learning is successful, you will just know. You will feel the difference. No testing will be needed.

Using a coach is becoming a useful solution for type 3. But even that does not guarantee success. Even if the coach says you have learnt.

This learning might not be necessarily be expensive in terms of money. It could be depending on the tools you decide to use. Like getting a coach is one such. But it always cost a lot in terms of dedicated effort and takes a lot of persistence. It can also cause a lot of heartburn if the desired result is not achieved.

But the ROI of this learning is enormous. Almost always, it gives you clearly differentiated capabilities. You will always belong to an exclusive minority. It will not give you an immediate benefit but in the long term, you will have a clear advantage. Plus, most people will not realise what makes you so good. It will be extremely hard and time consuming for your competitors to match up to you. Most of them will be defeated by the prospect of type 3 learning.

Your circumstances — the kind of school or college you go to or the manager you end up with are often beyond your control. As a result it affects type1 or type 2 learning. Type 3 is completely in your control. But it’s not for everyone. It’s for those who are truly interested in making their own path.

(Avnish is a Co-Founder and MD/CEO at CaratLane. Avnish is passionate about building new businesses and has spent more than 15 years in the consumer internet space. In one of his previous roles at Times Internet, he built Code Gladiators, which is now the largest coding competition in the world. He is a graduate of IIM Lucknow and Indian Statistical Institute, Kolkata. Outside of work, he loves to read a wide range of topics and actively follows a lot of different sports. He writes and talks about his interests from time to time.)