10 Keys To Einstein’s Learning

Einstein once claimed he was no smarter than others, but that he simply stayed with problems long after others left.

Could you solve more problems with genius, if you tried Einstein’s keys to learning?

1. Mystery
– for Einstein all true art and science embody mysteries to ponder.

2. Ethics
- flamed learning for Einstein, the way rhythm lit verse for Mozart.

3. Giving
– through shared insights held greater value for Einstein, than receiving.

4. Curiosity
– held Einstein’s attention on a starry sky outside and a moral universe within.

5. Truth
– allowed Einstein to remain like a child in its pursuit,  as did beauty.

6. Freedom
– of spirit enabled Einstein to stand against violent opposition to his ideas.

7. Imagination
– for Einstein trumped knowledge of sheer facts about any topic.

8. Creativity
– allowed Einstein to think like a genius who advocated breaking rules.

9. Simplicity
–  in solutions to complex problems was God answering, for Einstein.

10. Change
– for Einstein meant insanity when people repeat the same approaches,  yet expect different results.

Einstein said the only thing that interfered with his learning was his education. You?


  1. rummuser says:

    I tend to agree with Einstein. I was the first MBA to be recruited by my employer of 23years. I was put into training as a Management Trainee for two years before my employers made me a Manager. I learned more as a Trainee about the practical sides of Management than what I had learned as a student of Management! I continue to believe and propogate the view that an MBA degree simply performs the function of filtering. It enables one to choose a good candidate who can be trained to become an effective manager. I rarely if ever had to use any tool that I learned about as a student!

    rummusers last blog post..Is This Good Journalism?

  2. eweber says:

    Thanks Rummy, you build a great case for the kind of learning environment that Einstein too would sanction. What would it take to inspire a firm to consider its benefits in today’s workplace, as you see it? I’d love to hear your views:-)

  3. rummuser says:

    That is a tough one. I have been out of hands on management for over eight years. A lot of things have changed since my time. The very culture of business and its value systems have changed. The current financial mess is a symptom of that.

    I would emphasize new recruits being trained after having been through a selection process at recruitment stage which would have chosen people who would fit into the organization’s culture. The training will be by observing a trained person doing, doing under the supervision of the experienced person, doing alone and being assessed for that. At this stage, remedial measures can be taken if any to see that the employee is fully trained to undertake the task for which he/she has been taken.

    Subsequent to this, I would install democratic appraisal systems, with three stage impartiality which will clearly identify performance results, and potential for growth and take appropriate action based on such appraisal systems.

    What would inspire a firm to consider this way of going about their staffing will to a large extent depend on how important it is for them that they have long staying employees in their business. This unfortunately does not receive the attention that it deserves with the exception of a hand full of companies throughout the world. Unless the top is convinced that this is the right way to build a long lasting work force, there is no point in paying lip service to HR and appointing people with fancy sounding titles to man such a department.

    Just have a look at this story. http://richmclafferty.wordpress.com/2008/09/11/recruiting-the-employee-experience/#comments
    The comments may be of interest to you too.

    rummusers last blog post..Retirement Cartoon

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  9. arbonne says:

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