Take an active role in helping others learn...


Training in general has become so much about grades that the learning is nearly lost, and the fear of failure can obscure the fun of discovering new ideas and horizons. The same can be said for the leadership training that many companies give their middle managers: too often it’s more about checking off the box that it’s been taken than it is about real learning and improvement. Getting introduced to new concepts and techniques is only the first part of the learning process: much more is achieved by discussing what you’ve learned with supervisors and colleagues, practicing the new skills, and getting coached and mentored throughout the learning process. Learners should be encouraged to follow their curiosity, ask questions, and process the information in baby steps, with an end goal of improving competence and confidence. A big part of this is the attention paid by the learner’s supervisor: taking an active interest in their learning and progress, answering their questions, noticing and commenting on their performance, recognizing their accomplishments, and celebrating when the process is complete. Don’t just send your managers to leadership classes and overlook the part you play in guiding, coaching and mentoring their learning. Get engaged with your managers and supervisors and help them discover how cool it is to learn new leadership skills today.

 

Mark Rober (born 1980): American NASA engineer and inventor, best known for his YouTube videos on popular science and do-it-yourself gadgets