Tracking leader development to optimize learning, engagement, & productivity (part 2)

What we’ve learned about organizational impacts on the development of leaders, and what it really takes to foster a learning culture.

In part 1 of this two-part article, I told a story that laid out some of what my colleagues and I have learned about the developmental trajectories of individual leaders and how development can be tracked, optimized, and leveraged. In part 2, I illustrate how organizations can create conditions that support learning and foster the emergence of a dynamic learning culture.

The organizations

In 2012, T-Rex, ICON, and TNG were different in a number of ways that were likely to impact learning. Here I’m going to focus primarily on differences between their decision-making processes because decision-making plays a profound role in shaping organizational culture, especially when it comes to learning.

Summing up

Leaders who can work effectively with the complexity of their roles make better decisions. They are also likely to be more engaged and productive. Organizations that support learning are more likely to develop leaders who can work effectively with the complexity of their roles. Learning is best supported by creating opportunities for employees to engage in iterative decision-making processes that require perspective sharing, argumentation, and the ability to respond creatively to feedback from the environment. Adding VCoL to an environment loaded with learning opportunities supercharges learning and development.

https://lecticalive.org/about/lectica-inside

Award-winning educator, scholar, & consultant, Dr. Theo Dawson, discusses a wide range of topics related to learning and development.