How can you "role model" learning as a leader
Sometimes, we overcomplicate learning. A few simple actions can signal to people that learning is something we do around here.
There are many ways a leader can support learning in their team. Among them, and probably the most important one, is being a role model.
One thing we’re seeing quite a lot in organizations today is leaders who are “supporting learning”, but don’t follow up with action. This erodes trust. Instead of helping, saying you’re supporting learning but not doing it yourself reinforces just the idea that we can say whatever we want, but it’s okay not to follow through.
The concept of role modeling learning might seem a bit conceptual, so I wanted to reflect on it and break it down.
Sharing what you’re learning is the easiest action. Your experiments, your failures, your “aha” moments. This, of course, implies being vulnerable and admitting there’s something you didn’t know. But it shows others you’re reading, talking to others, that you’re curious.
Sharing resources with others is another action. Books, articles, podcasts, whatever you’re exploring. It might seem like a small action, but I remember I was always so “wow”-ed by the fact that our CEO was taking in so much information and so many perspectives.
Taking time for reflection. Saying it’s important to reflect is one thing; doing it is another thing entirely. It signals that “it’s okay to not do-do-do” and it’s okay to stop and think.
Putting yourself in uncomfortable situations. Others seeing you stumble normalizes that it’s okay to stretch yourself and not know everything right from the start － but it’s important for learning.
Seek feedback. This also requires vulnerability, as asking for feedback also means you’re exposing yourself. But it also signals that you’re open to growing and changing your operating models.
Celebrate learning, not just outcomes. Mentioning out loud those who are taking on stretch assignments, and those who failed, but learned, encourages people to try things out as well.
Finally, and probably the most important one, is the change itself. Maybe you’ve changed your mind about something － don’t hesitate to share. Or actually acted based on the feedback you received － don’t hesitate to say thanks.
I feel that sometimes we overcomplicate learning, but there’s actually no need to do magic. The reality is that all of these actions leave on a healthy foundation of humbleness, a growth mindset, curiosity, and a willingness to do better for yourself and others.
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