4 Steps to Learning and Development

One of the most important roles as a leader is to facilitate the learning and development of your people. In other words, to make it easy for them to grow their self-awareness, knowledge and expertise. 

Jack Welch said ‘Before you become a leader, success is all about growing yourself. When you become a leader, success is all about growing others’. (one of my favourites) 

So, how do you make the learning of your people a priority?

1. Firstly, ensure that your people are intrinsically motivated to learn.

You need to create a culture of learning in your team that encourages and rewards those who seek personal and professional growth. As a leader, it is your role to connect people with the organisation’s vision and purpose. Get them to understand WHY they do what they do, how they contribute to the purpose and what they can further learn to increase their influence and impact. 

2. Create the right learning environment for each individual.

You want your people to be in FLOW. To have just the right amount of stretch and challenge to experiment, grow and learn. Too much stretch and they’ll feel anxious, stressed and burnt out. Too little stretch and they’ll lose their mojo and disengage. 

3. Ask the right questions.

Move from the role of expert - knowing all the right answers to the role of coach - knowing the right questions. These questions will challenge your people, get them to see their problems and obstacles in a different perspective and open up their minds to what else is possible. No one ever learnt very much from being told what to do. 

4. Get out of their way.

Take a step back. Let them find their own solutions, their own methods and of course let them fail. (tough, I know!) 

As a leader, if you can focus on facilitating the learning and development of your people, you will build a team who are engaged, committed and performing at their best. 

Midja x