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TOPIC : If leadership training is dead, how do companies still develope leaders?
Big Ideas:
- Learning experiences can happen without training
- Learning that happens in community can have a bigger impact
- Learning happens in a spiral -- you have to come back to it again and in different ways.
- Learning happens across multiple axis across time, not linearly
- Leadership learning can happen below the surface before people can see it
- Creating a non-threatening environment -- psychological safety
- Put something in the community basket
- There is no lever for learning - you can just pull and it emerges
- Leadership as an emergent property, rather than something that can be directly developed
- How does the hierarchical structure of training impeding leadership training?
- Focus on the process of learning, rather than the delivering of content and information.
- Practice versus training?
- "Knowledge isn't wisdom. Wisdom in knowledge in action."
- Give people a space to activate the information. Everyone sparks at different times.
- Creating self-fulfilling frameworks that can be peer generated after wards
- Some models can be reciprocated, but the experience may not be the same
- Small moments of connected learning keeps the learning alive - the more exposure to the ideas, the more your Reticular Activation System is activated
- How do we assess whether a learning experience is effective?
- If leadership training is so great, why do we still have the same number of problems we have?
- Does success always mean rising in an organization?
- If everyone can be a leader, how do I choose the next leader?
- Managing and leading aren't the same skill set.
- Promoting people who aren't good at their jobs, but are still potential leaders.
- Sometimes we are short-sighted about leadership development
- Garden metaphor -- plant some seeds, nurture, see what grows, adapt based on what you see
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