If you ask managers and senior leaders, most would probably agree: Lifelong learning is an important ingredient for success. And yet, very few of them actually promote it as part of their company's culture.
"The reality is that most people are not set up to take advantage of development opportunities," says Harvard Business Review contributor Kristi Hedges. "Many organizations view learning as something extra, something to fit in on top of the regular work. But to create a culture that encourages employee growth, managers need to make learning an expectation -- not an option."
Creating that kind of culture begins with being a role model, according to Hedges. "Managers should frame learning as a growth opportunity, not as a quid pro quo for promotion," she explains. "A good starting point is simply to talk about your own development. When managers open up about their personal areas for improvement, it becomes more acceptable for everyone else to do the same. Ask yourself: What skills are you most excited to develop? What areas do you need to grow the most in? What insights have you found helpful in accomplishing these goals? Then share your answers with the rest of your team."
Post-training debriefs can be especially helpful. "You should come back from every workshop or training with a story about what you learned," Hedges continues. "Rather than the typical, 'It was interesting,' be specific. For example, you might say, 'I thought I was a good listener, but I can see that this is a growth area for me. The day showed me new ways to interact with others, and though they aren't necessarily comfortable for me, I'm going to try them out.' If you talk about learning as being enjoyable, you set a playful tone that encourages people to be adaptively authentic -- and open to trying new behaviors."
More Tips:
https://hbr.org/2018/09/make-sure-everyone-on-your-team-sees-learning-as-part-of-their-job
Questions, Comments, Suggestions?
Contact Successful Meetings Editor in Chief Vincent Alonzo with your "How To" ideas.