One of the consistently popular “key learnings” in my seminars has been the four ways that people learn, also known as the Kolb Learning Cycle.
- People learn from experience
- People learn from reflection
- People learn from conceptualizing
- People learn from experimentation
Being a Change Agent: Bridging Tangible Experience With Conceptualizing
I challenge leaders to become agents of change. They can use the learning cycle by focusing on the elements of reflection and experimenting. Consider a script such as this for encouraging reflection:
Let’s stop and take a deep breath. How are things going with this strategic initiative? Are people satisfied or frustrated with our progress?
You can encourage an experimental mindset which is valuable for learning:
Let’s give this a try. If it doesn’t work out we’ll learn something from it.
Culture is Shared Learning
I often hear people expressing the challenges of dealing with culture. My defintion of culture is a shared learning of a group of people.
- You’re trying to get them to learn new things
- You’re trying to get them to un-learn existing practices
Suggestion: read my prior article Five Things a Strategic Initiative Leader Needs to Know about Innovation for more on this concept of culture and learning.
How do you encourage learning in your strategic initiative teams?