Why do we learn? Do we slavishly collect CPD points in order to satisfy some regulatory need, or perhaps we’ve been told to develop another skill a part of our annual appraisal, or just maybe we learn because we have a thirst for improvement?
Sadly for far too many people, learning is something which stopped when we left school or university. Any ongoing development is seen as something imposed by employers and therefore grudgingly borne. And yet, those same people will probably happily watch a documentary, listen to a debate about their favourite sports team or gossip about a range of subjects in their local pub; all the while not realising that every fact garnered from these interactions is a form of learning.
It’s an important lesson for leaders and trainers to take on board. One of the traits of a great leader is to challenge the process and those who take time out to challenge the traditional view of learning can transform closed minds into ones eager to learn. Moreover, being creative about finding ways in which to develop the self can also enable leaders to step above the mundane and become exceptional leaders.
In essence learning is not and should never be purely a response to a need to assimilate a fresh skill. Learning is a mindset rather than a process and by finding new and innovative ways to assimilate knowledge, organisations can help everyone from leaders to the newest recruit to turn learning around from a chore into something fun. How about quizzes and challenges? Why not learn ten fast facts as part of a treasure hunt around the local area? How much can you learn about yourself from being challenged to develop others?
Admittedly for leaders this does require some extra work. Learning is no longer simply a case of hiring in some outside company or tasking the internal training team to deliver a single mass course. Personal development is no longer a case of tasking someone to read a self-help book or complete a tick-box exercise. But in truth, the day that leaders believe that leadership is simply a case of instructing or of treating everyone as a number is the day they stop being leaders.
Whatever the route, the most important aspect of learning is that it is not and never should be a one-off activity. Blended learning, continuous development; however you structure it the key is to be creative, to be aware of the individual needs of team members and to challenge each individual in ways which are appropriate for them. The more successful you are the more mindsets will change, moving away from ‘what do I have to learn’ and towards’ how can I grow.’
If you’d like to learn more about leadership development and The Leadership Challenge then feel free to get in touch at www.questleadershipdevelopment.com.
