Learning through Teaching

We have all heard the phrase "you can only get out of something, what you put into it". The same remains true in our careers. As individuals grow within their expertise, one tool for continual growth is often overlooked.

Teaching others about what one does and why one does it, is an exercise that gives co-workers a better understanding of how different positions contributes to the well-being of the organization, while at the same time ensures associates are remaining current on the knowledge for which they are responsible for maintaining.

The process of teaching in and of itself offers others the ability question your processes or reasoning. It gives them the chance to ask "why is that done" or "what good does that do?” The ability to answer these questions accurately and effectively requires preparation, research and an up-to-date knowledge of the subject matter. Herein lies the payoff for associates sharing the knowledge. Being responsible for continuing your education and teaching others ultimately increases your knowledge and expertise in the subject. Earl Nightingale once stated on his radio show titled "Our Changing World", "if you spend an extra hour each day in your chosen field, you will be a national expert in that field in five years or less". That's right. Not only does teaching give others a better idea of what it is that you do, but by researching, studying and teaching, associates can launch your organization in ways before unimaginable.

Knowledge workers, or those who apply, distribute, use and transform knowledge - which is nearly all-encompassing with today's technology and access and use of information, have a responsibility to keep updated in their field of study and share it with others. Continuous learning is the equivalent of investing in new technology or new equipment. Knowledge workers should not be seen as simply overhead or an "additional" expense, for they too have a product to provide and a customer to satisfy. Knowledge can easily become a commodity and knowledge workers who do not continuously learn (upgrade) and teach (satisfy internal and external customers), will soon be of little use to an organization. Peter Drucker wrote "A knowledge organization has to be both a learning organization and a teaching organization... Knowledge workers need therefore, to hold themselves responsible for educating their colleagues, especially when the knowledge base of their own specialty changes." Meanwhile employers and managers should make continuous learning a defined and functional part of continued employment.

Think of how you can incorporate the sharing of knowledge within your organization. Think of what people would benefit from learning other subject matter and consider holding roundtable training courses, lunch and learns or other company sponsored seminars. Have all workers define how they intend to continue to learn and become an expert in their field. Encourage them to become experts and as they do, they will want to share this knowledge with others. Knowledge workers are difficult to manage, so the importance of ensuring their continual improvement is vital to all organizations.