It’s hard to find a work environment that provides the space, dialogue and discipline to grow.–Ursala Liff

What do you think of when you hear the term “continual learner”? Do you think it applies to only you, or does it include a commitment for helping others increase their skill-set?

Assuming your answer is that both are required, the next question is “what are you doing to help yourself, others, and your organization evolve, thrive and continually learn?”

Ms. Liff feels that what is lacking in the work environment is the commitment “that I will help you grow if you will help me grow”.

She provides 4 ideas for supporting continual learning:

  • Get clear on your vision and stop the blame game

Ms. Liff feels too many senior leaders complain about their people, yet are not clear about the direction and strategy for the organization, or the roles people play.

  • Human beings can’t change that fast

She also shares that it’s not uncommon to find teams who are supporting 20+ strategic initiatives at one time and suffer from fatigue/burn out.

She feels organizations function best when they focus on 2-3 initiatives that have clearly defined and measurable goals.

  • Slack (or the productivity tool du jour) doesn’t solve the mindshare problem

It’s been stated that 40-70% of our work time is spent on unimportant activities. We need to clearly understand our priorities, allocate resources accordingly, and focus on individual and organizational growth.

  • Do less, think and feel more

Leaders complain they don’t have enough people who can think strategically. We don’t want to only “execute”, we want to encourage differences! Healthy conflicts and discussions will create new ideas and energize people.

Being successful and valued requires more than just being productive – we must make a commitment to continually hone our skills and enable others to do the same!

Are you committed?

Leaders Are Continual Learners

Leadership and learning are indispensable to each other.–John Fitzgerald Kennedy