Change is not an event – it is a process. There are no instant changes when it comes to learning. Change is usually a steady progressive chain of minor, small changes. Gradually big changes can be realized, however there are no abrupt leaps from one paradigm to another one. Creating a supportive environment is a necessary precondition for learning. However, learning is still a process and therefore it is not a goal which can be achieved once and for all, claims the management-issues.com website.
Learning is about data, information and knowledge
How do we learn? We accumulate data that – sooner or later – becomes information. Then later, this information changes into knowledge.
Middle period is hard, support is needed
The middle period of learning is the center stage of reflection. During this stage we make mistakes, but we are constantly on our way toward those aha moments, when we finally get it. What is important is that the working environment, especially your colleagues, is positive and supportive. It is necessary for a learning environment to include patience and create a clear path. Leaders should want their people to discover their own aha-moments. Therefore you must set up situations where your people can learn and succeed.
Leadership, learning and bad change
When you take some steps towards creating a learning culture, be careful – don’t expect that all change will be productive, because it cannot be. Not all change is productive. Also it is difficult to decide which disappointing project to cut. Bad changes must be reversible. You must assess damage, scan environments for both internal and external factors and adjust your plans – or abolish them. When this happens, it can turn an unpleasant experience into a teaching example of how we all learn from mistakes.
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