"The leader needs to create an environment in which people can analyze the situation and develop a good response." — Bill Gates
People learn more quickly in the right environment. Consider the following suggestions for creating an environment that is conducive to learning and development:
• Model your commitment to development by sharing your development objectives and asking for regular feedback. In particular, ask others to give you feedback on your coaching efforts.
• Tailor your coaching and support to each person’s individual learning style.
• Be genuine. Let your personality, insights, observations, and self-disclosures add depth and richness to your coaching efforts.
• Emphasize small, reasonable steps. Because people learn in small steps, expecting too much too soon can discourage progress.
• Promote active experimentation. When people try new things in different ways, they solidify their understanding of what really works and prepare themselves to use skills effectively in a variety of circumstances.
• Give people permission to make mistakes as long as they learn from them. Focus on what they learned rather than on how they performed.
• Encourage people to talk to each other about what they learned from their mistakes. Back up your words with willingness to talk openly about our own mistakes.
• Remember that your position as a people manager or team leader may make some people especially sensitive to what you say or do. Avoid offhand remarks and irrelevant criticisms.
What do you do to create a learning environment in your organization?
• Model your commitment to development by sharing your development objectives and asking for regular feedback. In particular, ask others to give you feedback on your coaching efforts.
• Tailor your coaching and support to each person’s individual learning style.
• Be genuine. Let your personality, insights, observations, and self-disclosures add depth and richness to your coaching efforts.
• Emphasize small, reasonable steps. Because people learn in small steps, expecting too much too soon can discourage progress.
• Promote active experimentation. When people try new things in different ways, they solidify their understanding of what really works and prepare themselves to use skills effectively in a variety of circumstances.
• Give people permission to make mistakes as long as they learn from them. Focus on what they learned rather than on how they performed.
• Encourage people to talk to each other about what they learned from their mistakes. Back up your words with willingness to talk openly about our own mistakes.
• Remember that your position as a people manager or team leader may make some people especially sensitive to what you say or do. Avoid offhand remarks and irrelevant criticisms.
What do you do to create a learning environment in your organization?
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Tim,
ReplyDeleteGreat post! There are not enough learning organizations out there. You provide ideas that leaders can use to transform their teams. One Point Lessons are a great tool for communicating Lessons Learned. Thank you for sharing.
Chris