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4 Comments

  1. Jim Greer
    June 7, 2018 @ 8:48 am

    Josh, could not agree more. A couple thoughts on inspiring willingness to learn. First, we have to balance learner-centric with organizational-centric. Too often we focus all our leader development on what we, the organization, want our subordinates to learn and not enough effort on what our subordinates believe they need to learn. So, we have to engage our subordinates early and often in the training and education design process. Ask them what they believe they need to know and then figure out how to incorporate both organizational and individual requirements into the leader development program. Then, enlist subordinates in the actual development of the training and leader development. Those that help create training are far more motivated to partake in it and start thinking about ways they can make future leader development even better.

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    • jbowen100
      June 7, 2018 @ 10:59 am

      Sir, thanks for the support and for your thoughts! I completely agree. This really leads me to think about goal-setting at the collective and individual level. We don’t do that well: setting them and maintaining a strategy to accomplish them. Goals don’t have to be just performance either. Leaders could and should lead their organizations and individuals with learning goals.

      Thanks again!

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  2. Josh LaMotte
    June 7, 2018 @ 11:33 am

    Make “Share Lesson Learned” part of your command philosophy… encourage part of Teamwork is learning from one another. Reward and encourage those that share.

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  3. Reflection Series, Part V: Organizational Reflection – 3×5 Leadership
    November 2, 2018 @ 1:06 pm

    […] it. You can learn more about growth mindset and some ways to help inspire it across your team HERE. Though this is not a deliberate reflection activity, growing your organization’s capacity and […]

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