In the traditional workforce people received their education before going on to implement their knowledge in their jobs. However, authors Heather McGowan and Chris Shipley believe that the future of work will change the way we look at learning, requiring a shift in the way we value our employees. For these future thinkers, it is important to hire new talent based on capacity to learn and grow instead of already acquired knowledge that a person has. 
These authors argue that we are in a place where the need to change our interaction with technology is quickly arising—we are moving into what they call the 4th Industrial Revolution. As humans cannot compete with technology, McGowan defends the idea that we should work on developing our uniquely human or what she calls “non-technical” skills such as creativity, communication, and judgement.  This requires coming up with different questions about how things are done in the workplace and looking for solutions that allow the organisation to grow .
In turn, as companies are scaling faster and new technologies are becoming obsolete quicker than ever before, the capacity to evolve and maintain a
successful business depends on the company’s ability to adapt and grow with the needs of the consumers. McGowan calls this capacity “scalable learning” and defends that the five biggest companies worldwide (Apple, Alphabet, Microsoft, Amazon, and Facebook) all implement this model of learning and responding to new opportunities. 
Therefore, these authors are preparing and supporting both educators and business leaders to incorporate new innovation strategies into their processes. The work to learn mentality has been developed in order to prepare people for an uncertain future by making sure that they have the skills necessary to learn what is necessary to be successful.  Continuous learning enables organisations to innovate in ways that fit their needs and be competitive with other businesses in their sector .