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Last Updated on November 27, 2020

17 Ways To Learn New Skills Faster and Enjoy the Process

17 Ways To Learn New Skills Faster and Enjoy the Process

In the movie The Matrix, everyone was intrigued with the ability that Neo and his friends possessed to learn new skills in a matter of seconds. With the incredible rise in technology today, the rapid learning in the movie is becoming much more of a reality than you realize.

The current generation has access to more knowledge and information than any before it. Through the internet, we are able to access all sorts of knowledge to answer almost every conceivable question. To become smarter, it’s more about the ability to learn faster, rather than being a natural born genius.

Here are 17 ways to kickstart your Matrix-style learning experience in a short amount of time.

1. Deconstruct and Reverse Engineer

Break down the skill that you want to learn into little pieces and learn techniques to master an isolated portion. The small pieces will come together to make up the whole skill.

For example, when you’re learning to play the guitar, learn how to press down a chord pattern with your fingers first without even trying to strum the chord. Once you are able to change between a couple of chord patterns, then add the strumming.

2. Use the Pareto Principle

Use the Pareto Principle, which is also known as the 80 20 rule. Identify the 20% of the work that will give you 80% of the results. Find out more about the 80 20 rule here: What Is the 80 20 Rule (And How to Use It to Boost Productivity)

Take learning a new language for example. It does not take long to realize that some words pop up over and over again as you’re learning. You can do a quick search for “most commonly used French words,” for example, and begin to learn them first before adding on the rest.

3. Make Stakes

Establish some sort of punishment for not learning the skill that you are seeking. There are sites available that allow you to make a donation toward a charity you absolutely hate if you do not meet your goals. Or you can place a bet with a friend to light that fire under you.

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However, keep in mind that several studies have shown that rewards tend to be more motivating than punishment[1].

4. Record Yourself

Seeing yourself on video is a great way to learn from your mistakes and identify areas that you need to improve. This is very effective for any musicians, actors, speakers, performers, and dancers.

5. Join a Group

There are huge benefits to learning in a group. Not only are you able to learn from others but you’ll be encouraged to make progress together. Whether it’s a chess club, a mastermind group, or an online meet-up group, get connected with other like-minded individuals.

6. Time Travel

Visit the library. Although everything is moving more and more online, there are still such things called libraries.

Whether it’s a municipal library or your university library, you will be amazed at some of the books available there that are not accessible online. Specifically, look for the hidden treasures and wisdom contained in the really old books.

7. Be a Chameleon

When you want to learn new skills, imitate your biggest idol. Watch a video and learn from seeing someone else do it. Participate in mimicry and copy what you see.

Studies have shown that, apart from learning,[2]

“Mimicry is an effective tool not only to create ties and social relationships, but also for maintaining them.”

Visual learning is a great way to speed up the learning process. YouTube has thousands of videos on almost every topic available.

8. Focus

Follow one course until success! It’s easy to get distracted, to throw in the towel, or to become interested in the next great thing and ditch what you initially set out to do.

Ditch the whole idea of multitasking, as it has been shown to be detrimental and unproductive Simply focus on the one new skill at hand until you get it done.

9. Visualize

The mind has great difficulty distinguishing between what is real and what is imagined. That is why athletes practice mentally seeing their success before attempting the real thing[3].

Visualize yourself achieving your new skill and each step that you need to make to see results. This is an important skill to help when you’re learning the basics or breaking a bad habit.

Take a look at this article to learn how to do so: How to Become a Person Who Can Visualize Results

10. Find a Mentor

Success leaves clues. The best short cut to become an expert is to find an expert and not have to make the mistakes that they have made.

Finding out what NOT to do from the expert will fast-track your learning when you want to learn new skills. It is a huge win to have them personally walk you through what needs to be done. Reach out and send an email to them.

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If you need help learning how to find a mentor, check out this article.

11. Sleep on It

Practice your new skill within four hours of going to sleep.

Josh Kaufman, author of The Personal MBA, is a noted rapid learning expert. He says that any practice done within this time frame causes your brain to embed the learning more rapidly into its neural pathways. Your memory and motor-mechanics are ingrained at a quicker level.

12. Use the 20-Hour Rule

Along with that tip, Kaufman also suggests 20 as the magic number of hours to dedicate to learning the new skill.

His reasoning is that everyone will hit a wall early on in the rapid learning stage and that “pre-committing” to 20 hours is a sure-fire way to push through that wall and acquire your new skill.[4]

Check out his video to find out more:

13. Learn by Doing

It’s easy to get caught up in reading and gathering information on how to learn new skills and never actually get around to doing those skills. The best way to learn is to do.

Regardless of how unprepared you feel, make sure you are physically engaged continuously. Keep alternating between research and practice.

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14. Complete Short Sprints

Rather than to force yourself into enduring hours upon hours of dedication, work in short sprints of about 20-30 minutes, then get up and stretch or take a short walk. Your brain’s attention span works best with short breaks, so be sure to give it the little rest it needs.

One study found that, between two groups of students, the students who took two short breaks when studying actually performed better than those who didn’t take breaks[5].

15. Ditch the Distractions

Make sure the environment you are in is perfect for your rapid-learning progress. That means ditching any social media, and the temptation to check any email. As the saying goes, “Out of sight, out of mind.”

Before you sit down to learn new skills, make sure that potential distractions are far from sight.

16. Use Nootropics

Otherwise known as brain enhancers, these cognitive boosters are available in natural herbal forms and in supplements.

Many students will swear by the increased focus that nootropics will provide[6], particularly as they get set for some serious cramming. Natural herbal nootropics have been used for thousands of years in Ayurvedic traditions to improve the mind and learning.

Find out more about brain supplements in this article.

17. Celebrate

For every single small win that you experience during the learning process, be sure to celebrate. Your brain will release endorphins and serotonin as you raise your hands in victory and pump your fits. Have a piece of chocolate and give yourself a pat on the back. This positive reinforcement will help you keep pushing forward as you learn new skills.

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The Bottom Line

Learning a new skill should be exciting and fun. Whether you use online courses, real world experience, YouTube videos, or free online resources, take time to learn in the long term. Keep picturing the joy of reaching the end goal and being a better version of yourself as continual motivation.

More Tips on How to Learn New Skills

Featured photo credit: Elijah M. Henderson via unsplash.com

Reference

More by this author

Thai Nguyen

Thai's a Mindfulness-Meditation Coach, a 5-Star Chef and an International Kickboxer.

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Published on March 1, 2021

What Is Double Loop Learning And How Is It Valuable?

What Is Double Loop Learning And How Is It Valuable?

As someone on the Millennial/Generation X cusp, one of my first memories of a news story was the devastating crash of the Challenger space shuttle. I couldn’t process the severity or the specifics of the event at the time, but looking back, the Challenger explosion represents a heartbreaking example of what can happen when systems fail.

A part of the shuttle known as the O-ring was faulty. People from NASA knew about it well before the disaster, but NASA employees either ignored the problem—writing it off as not that bad—or were ignored when they tried to alert higher-ups about the issue.[1] This is a tragic example of single-loop learning where organizations focus on what they’re doing without reflecting on how or why they’re doing it, and it’s a recipe for disaster.

Single and Double-Loop Learning

Chris Argyris describes the difference between single and double-loop learning with a metaphor. A thermostat that turns on and off when it senses a pre-set temperature is akin to single-loop learning. The thermostat being able to reflect on whether or not it should be set to that temperature in the first place would be more like double-loop learning.[2]

Imagine the difference if NASA would have encouraged and addressed employees’ questions about how they were doing, what they were doing, and whether or not they should be doing it at all—you’ll start to see how an extra layer of questioning and critical thought can help organizations thrive.

Single Loop Learning

Single-loop learning is when planning leads to action, which leads to reflection on those actions and then back to planning, action, and more reflection. Now, you might think that because reflection is involved, single-loop learning would be an effective organizational model. However, because there isn’t room for critical questions that ask why actions are being taken, problems begin to bubble up.

The Double Bind

When organizations are operating in single-loop learning, they get stuck in what Argyris calls the Double Bind. Because there’s no value placed on questioning why the team is doing something, team members are either punished for speaking up or punished for not speaking up if something goes wrong down the line.

Primary Inhibiting Loop

When an organization is stuck in single-loop learning, the double bind leads to what Argyris calls the primary inhibiting loop. Real learning and growth are inhibited because team members withhold information from each other. This withholding leads to distrust and is difficult to remedy because even if employees attempt to become more forthcoming, lack of trust sours interactions.

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Secondary Inhibiting Loop

Because information is being withheld, team members play unconscious games (not the fun kind) to protect each other’s feelings. For example, I might try to distract my colleagues from worrying about a problem in our plan by shifting the focus to another project we’re working on that’s going better.

When you’re stuck in single-loop learning, the organization does whatever it can to continue taking action after action instead of stopping to truly reassess the bigger picture. This leads team members to hide information from each other, which causes distrust and behaviors that try to mask flaws in the organization’s structures and systems.

Double Loop Learning in Organizations

A common misconception is that the opposite of single-loop learning involves focusing primarily on people’s feelings and allowing employees to manage themselves. However, the solution for single-loop learning is not about doing the opposite. It’s about adding an extra later of critical analysis—double-loop learning.

With double-loop learning, questioning why the organization is doing what it’s doing is an organizational value. Instead of moving from planning to action to reflection and back to planning, in double-loop learning, people are encouraged to reflect on why they’re doing what they’re doing. This can help the organization take a step back and reconsider what’s best for all stakeholders instead of being stuck acting and reacting.

Ultimately, double-loop learning gives team members the time, space, and systems to ask tough questions and have them addressed in meaningful ways.

Let’s think back to the Challenger disaster. If NASA had created an organization that uses double-loop learning, employees wouldn’t have felt compelled to stay silent, and the employees who did speak up would have influenced the process enough to reconsider the timeline and develop a solution for the O-ring problem.

Single-loop learning is like a train with no breaks. Double-loop learning provides the extra layer of critical thought that allows the organization to stop and pivot when that’s what’s required.

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Think back to Argyris’ thermostat metaphor. Instead of just reacting—turning on and off when it detects a certain temperature—double-loop learning invites the thermostat to reconsider why it’s doing what it’s doing and how it might do it better.

How to Shift to Double Loop Learning

So, how can organizations shift from single to double-loop learning?

1. Stakeholders Must Level With Each Other

The first step to shifting from single to double-loop learning is for all stakeholders to sit down and talk openly about their expectations, values, and goals. These sessions should be led by organizational experts to ensure that old single-loop learning habits of distrust, withholding, and game-playing don’t keep people stuck in single-loop learning.

One of the keys to team members leveling with each other is listening. Focus on creating an environment where everyone can speak up without fear of judgment or punishment.

2. Create Benchmarks for Lasting Growth and Change

Old habits die hard, and single-loop learning is no different. If systems, check-ins, benchmarks, and periodic times to reflect and reset aren’t put into place, old habits of withholding and mistrust will likely creep back in. You can guard against this by making it a norm to measure, assess, and improve how new double-loop learning systems are being implemented over time.

3. Reward Risk-Taking and Critical Feedback

Double-loop learning requires squeaky wheels. You have to create a culture that rewards criticism, risk-taking, and reflecting on the system as a whole and the reasons the organization does what it does. Think big picture stuff.

This is about walking the walk. It’s one thing to tell employees to speak up and give their feedback, it’s another thing entirely to have systems in place that make employees feel safe enough to do so.

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Kimberly Scott’s Radical Candor comes to mind as one way to start shifting to a more open and critical environment. Radical Candor is a system that incentivizes employees and managers to start speaking up about things they used to sweep under the rug. It’s a roadmap and a way to assess and improve open and reflective feedback between all stakeholders.

Double Loop Learning for Individuals

Double-loop learning isn’t only for organizations. You can also apply Argyris’ ideas to your learning.[3]

Here’s how that might look:

1. Level With Yourself and Seek Accountability

Instead of being stuck in a single-loop learning cycle, break out by adding another layer of critical reflection. Why are you learning what you’re learning? Is it important? Is there another way? Think big picture again.

Become clear on what you want to learn and how you’re currently trying to learn it. Then, open yourself up to others to keep yourself accountable. Leave the door open to completely shift major details about your learning goals.

2. Create Benchmarks and Don’t Put Your Head in the Sand

Just as with organizations, individuals also need to create goals and continuously reflect on whether or not they’re moving toward double-loop learning. Schedule times to meet with the people keeping you accountable for your learning plan. Then, ask yourself whether or not your learning goals still make sense.

Ask big picture questions. Are you in the right environment to learn? Is your learning plan working? Do you need to change course altogether or shift your goals entirely? If it’s double-loop learning, you can’t be afraid to ask questions about why you’re doing what you’re doing and change course when the need arises.

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3. Value Risk-Taking and Accept Criticism

You’re also going to need to shift your mindset from simply learning and reflecting to accepting criticism, being critical of yourself as a learner, and taking risks and experiencing discomfort as you ask big questions and make drastic alterations to your learning plan over time.

Instead of concerning yourself with grades and GPAs, double-loop learning would mean you’re allowing yourself time to step back and analyze why you’re learning what you’re learning, if there’s a better way, and even whether or not you should be on that learning trajectory in the first place.

Final Thoughts

Think back to the thermostat example. Doing homework, handing it in, and then receiving a grade is single-loop learning. Thinking about why you’re doing any of that and making appropriate changes that align with your learning goals shifts you into double-loop learning, and that’s a great way to see the bigger picture and get the best results.

Learning and reflection are two of the most important things when it comes to organizational or personal development. This is why double-loop learning is key if you want yourself or your organization to succeed.

More Tips on Effective Learning

Featured photo credit: Cherrydeck via unsplash.com

Reference

[1] NPR: Challenger: What Went Wrong
[2] Harvard Business Review: Double Loop Learning in Organizations
[3] Journal of Advanced Learning: The role of reflection in single and double-loop learning

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