For too long, education has been synonymous with schooling, a system that prioritises standardisation, compliance, and control. But learning – true, transformative learning – is dynamic, self-directed, and deeply personal. This distinction has profound implications for our workplaces, leadership styles, and capacity to innovate. As corporate leaders and professionals, it’s time to rethink not just how we learn but how we enable others to learn within our organisations.
Schooling is not confined to classrooms. It extends into homeschooling, free schools, and even open schools if these models adhere to rigid curricula and standardised assessments. The issue is not where education happens but how it happens. When learners are boxed into a narrow curriculum designed to be measured, creativity and individuality are sacrificed. Homeschooling, for example, can become a replication of the factory model of education – everyone learns the same thing in the same way. This produces conformity at the expense of curiosity and innovation, qualities that are now indispensable in the modern workplace.
Imagine a world where learning is self-directed and learner-centred, driven by intrinsic motivation rather than external benchmarks. Such an approach doesn’t just unlock the potential of individuals; it also addresses one of the most significant challenges facing organisations today, which is fostering ‘innovation’.
In the workplace, we often find ourselves mirroring the structures of traditional education. Employees are expected to follow set processes, meet uniform targets, and operate within narrowly defined roles. While these structures may offer efficiency, they stifle creativity, adaptability, and ownership. Organisations that encourage self-directed learning empower their employees to take responsibility for their growth and development. This autonomy fosters a sense of purpose and engagement, aligning individual aspirations with organisational goals. Imagine companies where employees are trusted to explore, experiment, and innovate. Not only would this unlock hidden potential, but it would also create environments of collaboration and shared success.
Schooling that focuses on conformity doesn’t end with childhood. It leaves a lasting imprint on how we think and behave as adults. The workplace becomes an extension of the same hierarchical, compliance-driven system. Employees hesitate to take risks or voice opposing opinions, fearing failure or rejection. This culture not only limits individual growth, but also stifles organisational progress. In contrast, embracing diverse perspectives and encouraging creative thinking can transform teams. Studies consistently show that organisations fostering inclusive, open communication are more innovative and profitable. By moving away from a one-size-fits-all approach, both education systems and workplaces can create space for unique ideas to thrive.
What must governments and organisations do? Governments have a significant role to play in this transformation. Education policies must evolve to support diverse learning pathways, fund experimental models like free schools, and reduce reliance on standardised assessments. Programmes that embrace unschooling and student-centred learning must be encouraged, enabling young minds to explore, question, and innovate without being confined to rigid curricula. For organisations, the shift involves creating a culture that mirrors these principles. Leadership must foster environments where employees feel safe to explore their creativity and take ownership of their learning journeys. This doesn’t mean abandoning structure altogether of course; but rethinking how structure can serve ‘individuality’ rather than suppress it.
Surviving in a system built on formalities is becoming a true challenge. As individuals, navigating a society rooted in formal education and rigid structures requires adaptability; we can advocate for change by embracing lifelong learning and supporting alternative education models. Within organisations, we can champion initiatives that prioritise curiosity, creativity, and self-directed growth. Practical steps include providing employees with the autonomy to design their development plans, creating platforms for diverse perspectives, and fostering open communication. For leaders, it means moving away from command-and-control styles to ones that celebrate collaboration and individuality as I have always advocated in my previous articles.
The world is changing rapidly, with AI and automation reshaping the workplace. The skills of the future – creativity, adaptability, and emotional intelligence – cannot be taught through standardised curricula. The question is, will we continue perpetuating systems that prioritise uniformity, or will we embrace a learning ‘revolution’? Governments, organisations, and individuals must work together to break free from the constraints of schooling and reimagine education as a dynamic, lifelong journey.
By challenging the status quo and advocating for learner-centred approaches, we can build workplaces and societies where innovation thrives, and individuality is celebrated. The future depends on it – and so do we.
Join us next month for another edition of Workplace Watch, where we’ll explore more trends shaping the future of work. Until then, keep growing, keep learning, and keep pushing the boundaries of what’s possible. Amal Kooheji is a growth advocate
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