I suspect like so many others – getting frustrated by policy, by process, by all the crap that stops you thinking and believing you can make progress and sometimes by other people/managers and leaders.
I’ve started to think more positively about this and how I can understand more why it happens, how I can work with it and what I need to do differently.
One of the biggest light bulb moments I had with this recently was when a colleague outlined the learning journey individuals make and how when working with senior leaders and organisations you need to be mindful of the learning journey everyone is making or not as the case maybe.
Basically what I realised is that the pace of my own individual learning worked against others and that because this learning was not directly shared I ended up communicating across a deeper void than before i started the learning. This void simply increased the frustrations on both sides when communicating about opportunity or redesign potential.
The picture/sketch below hopefully provides a visual explanation of this…
One of the biggest mistakes and missed learning opportunities I’ve made is that I’ve failed to recognise my own role in helping others learn and develop as I learn. When I reflect back on my personal journey over the last 6-7 years I’ve been on an individual journey of learning and I have benefited from that in a variety of ways and on the whole It hasn’t been a problem…But as I’ve tried to shift and change my approach to supporting my organisation to learn and develop I’ve missed this key insight although I’ve been starting to address it without having clarity about what it was exactly I was trying to address (if that makes sense)
My Insight: What I had unintentionally done was dis-empowered others in their learning and not focused on the collective learning and opportunity this could have created moving forward.
Green Line – My individual journey of learning
Blue Line – A senior manager / colleague / service areas journey of learning
Red Line – Gap in knowledge = increased frustration
So how I see this now is one of a series of individual and collective learning cycles where the experiential learning is a normative process for everyone involved and we create a sustained change in thinking/learning/mindset which benefits the whole organisation.
I am now actively thinking about my approach to learning new things and whether it would be more beneficial for that learning to be done collectively with others or whether that learning needs to be done individually and then I simply revisit the learning again to support others, so instead of moving on my learning I work actively on repeating the learning with others to reduce the frustrations and disconnection.
If I simply want to develop myself then an approach of individual learning is OK. I’m a huge advocate of self-directed learning and very much value having the time and space in my head to spot something interesting and then research deeper and experiment to build my knowledge and learning base. However I’ve also learned that I am very much a collaborative learner and absolutely thrive when learning with other people – I find shared learning experiences more powerful, more meaningful and have more impact all round..
However if I want to play an active part in helping my organisation learn, to help it change and adapt to the future, then I have a responsibility to ensure others develop their learning and the organisation as a whole creates the knowledge and doesn’t rely on a few individuals.
I am not interested in creating a special role for myself over time, As I believe that we should all design ourselves out at some stage and never overstay our welcome in a given time and space. Paul Taylor better outlines in his post here about planned obsolescence and how this helps creates better systems for innovation. This in turn helps foster a new culture of continuous learning and adaptability, but that only happens when everyone is clear about their role in helping each other to learn and grow.
As an aside I have been reflecting on my purpose recently and have tried various activities to think about what my contribution to the world is and should be…you know that deep internal reflective stuff…Its the kind of thing I want to explore and find answers too..So I am going to be signing up for some Theory U self-study with some colleagues / friends in the Autumn as it will help me find my purpose and clarify the opportunity I have in my head.
What are your thoughts on learning and how your approach helps you and your organisation?