I met with military personnel as part of my consulting work during 2005. They represented all branches of the armed services. I was amazed at the level of infrastructure put around the learning effort. It was more than just training events. It was an example of learning process.

Service members are sent to intensive training events and then measured according to change of behavior on the job. This type of experiential learning and real-time evaluation is a tribute to the Department of Defense's approach to creating a formidable force.

But the drive for learning doesn't stop there. In September of 2005 I visited with Marines in Hawaii who were within a year of stepping out of the military. They were interested in becoming teachers in public schools upon retirement. The training they received from the military was documented and portable into higher education in order to receive credits toward becoming certified teachers. Their most valuable resources could be channeled into a teaching career. These resources included both the documented training and the applied learning from their military career. They were motivated to serve again.

Why do I share this here in a business newsletter? Because the principle of “learning process” over “training event” remains true when it is maximized by self-interest. Just like in the military, when employees have a vision for their own future, they take the learning and carry it forward to application. Once a training event is over - it’s over. Once one begins a learning process - it never ends.