How new learning improves corporate culture: learning pleasure instead of learning frustration {review}

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Learning and continuing education are topics that are still being neglected in Germany, especially when it comes to their importance for the success of Company goes. Therefore, today we present you a book on "New Learning" - a dialogue between brain researcher Gerald Hüther and Peter Endres, former head of the Ergo insurance.

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Wolfgang Hanfstein 38Wolfgang Hanfstein is co-founder and chief editor of, the leading bookstore for executives, entrepreneurs and self-employed persons.


Fancy learning


Peter M. Endres is the type of TV commercial that always runs just before 8 in the first - right after the weather. He was the one Chef the ergo insurance. and Gerald Hüther is a brain researcher.

Both by nature, no education experts. Nevertheless, in their book "Learning Lust." They convey more fresh knowledge on the topics of "learning" and "(education)" and "motivation" than a large part of the educators at the board or the personnel managers in the meeting room.

Way with the synthetic islamic knowledge


With their personal experience of victories and defeats ("company founded and terrific failed") and a whole range of fresh ideas, Endres and Hüther in a "learning disposition" to teachers, bosses and team leaders, appeals to people on the other hand not on the basis of superficial tests and Stamp reviews.

It is much more important to recognize social competency, to promote motivation, and to convey knowledge in a holistic approach: no one needs synthetic islamic knowledge.

Not "what works", but "what would be possible"


The ability to solve conflicts in the workplace, to think into others or to steer one's own creativity on the right course. Unfortunately, the instructions are but in (almost) no textbook.

In dialogue form, the ergo-man and the neurobiologist play the balls and arguments. Sometimes with a winking controversy ("Are you personally out of puberty?"), Then again by mutual agreement, they develop the ideal of a learning-willing society ("we are less interested in what already works well than what would still be possible").

Fixed learning concepts are a discontinued model


In any case, they are unanimous in the fact that the learning concept screwed into the schools is an obsolete model:

"What counts are good grades for timpani in as short a time as possible. Today's students are unlikely to find their way around the world of tomorrow if they have learned nothing more than a note of penury. "

How can operational learning work?


Business learning, according to the consensus, needs open channels, in which prejudices are corrected and old mistakes can be replaced by new experiences.

One possibility for this is a colorful mix of "old people" and "boys", whereby "an experience space must be created for the younger ones in which multi-generational encounters and the passing on of experiences are made possible and experienced as positive."

Leaders must be courageous


The questioning of incrusted structures is also part of this, the ability to express criticism and to endure it. But how do you "make chickens eagles, if they are only ever at the chicken farm?"

With courage! And that has to be lived on. Not by Lieschen Müller from the post office, but rather directly from the director and his executive director, Endres: "Curiosity promotes courage. Courage reduces anxiety. Fear is one of the biggest inhibitors in the economy. "The curiosity for new learning experiences and practices definitely arouses this book!

Conclusion: convincing appeal to corporate culture


In their joint book "Lernlust." Peter M. Endres and Gerald Hüther deliver a joyful, intelligent exchange of ideas on the subject of "learning" and "promotion".

All in all, a convincing appeal for a corporate culture that has to break with old rules and conventions in order to optimally exploit the knowledge and potential of the employees.

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    How to Improve #Learning #Corporate Culture: #Learning Instead of #Learning - (via @SimoneJanson)

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